Exploring Links between Polychronicity and Job Performance from the Person–Environment Fit Perspective—The Mediating Role of Well-Being

Abstract

Polychronicity refers to the preference of some individuals to structure their time in order to deal with multiple tasks simultaneously in a short period of time. Past research regarding the correlation between individual polychronicity and performance presented distinct arguments. Although most studies supported a positive correlation with performance, empirical findings showed inconsistent results, indicating the presence of other influencing factors. According to the person–environment fit theory and self-determination theory, the effect of polychronicity on job performance was verified and the mediation effect of well-being was tested in this study. Dual-mode questionnaires were collected from 532 subordinators and their direct supervisors in 98 chain restaurants and hierarchical regression analysis was performed to test the research hypotheses. The results showed that polychronicity positively affected well-being, that is, well-being was a full mediator between polychronicity and job performance. This study provides valuable insight for managers to understand employee polychronicity and, in turn, improve their well-being, which could help improve job performance.

Does the Effect of Customer Experience on Customer Satisfaction Create a Sustainable Competitive Advantage? A Comparative Study of Different Shopping Situations

“…Chebat and Michon [16]; Wu et al [17]; Ying et al [18] Product display, scent, lighting, music, a pleasant mood, and environment Experience with staff service Young et al [19]; Dabholkar and Abston [20] All contact with staff/authentic moments and tangible and intangible service factors…”

“…In the context of retail, Judd [30] indicated that staff members are obliged to create value for and deliver quality service to customers. Wu et al [17] held that service quality affects customer satisfaction through various factors. Ying et al [18] stated that service quality is a critical driver affecting customer satisfaction.…”

Social Support and Well-Being of Chinese Special Education Teachers—An Emotional Labor Perspective

“…Well-being is also called job satisfaction, where individuals consider their work process, content, and situation to agree with their intrinsic perceptions. Wu et al [ 21 ] defined well-being as the degree that an individual and/or the majority of employees perceive(s) the well-being of their work, where the degree of well-being is related to salary, raises, work location, work time, type of work, promotion opportunities, interpersonal relationships, and management. Ilies et al [ 22 ] suggested that well-being is determined by employees’ perceived work devotion and rewards, as employees compare their results with those of other members in the same organization; a more equal result will yield stronger feelings of well-being.…”

Are Chinese Entrepreneurs Happier than Employees? Evidence Based on a National Workforce Survey in China

“…To reduce potential confounding effects, several variables commonly thought to correlate with job-related wellbeing were controlled for both steps of the study. The personal characteristics were measured by a region variable (0 = rural, 1 = urban) [ 22 ], a gender variable (0 = female, 1 = male) [ 22 , 25 ], an age group variable (1 = 20 or below, 2 = 21–30, 3 = 31–40, 4 = above 40) [ 22 ], marital status (0 = unmarried, 1 = married) [ 22 ], education (1 = college or below, 2 = bachelor, 3 = master, 4 = doctor) [ 3 , 23 ], working hours per week (1 = 20 h or below, 2 = 21–40 h, 3 = 41–60 h, 4 = 61–80 h, 5 = above 80 h) [ 3 , 24 , 29 ], annual income (1 = RMB 10,000 or below, 2 = RMB 10,001–50,000, 3 = RMB 50,001–100,000, 4 = RMB 100,001–150,000, 5 = RMB 150,000 or above) [ 22 , 25 , 29 ], and industry variables which are consist of 9 type of industries, including civil service(reference group in the first step), farming/mining(0 = no, 1 = yes), manufacturing(dummy variable 0 = no, 1 = yes in the first step, reference group in the second step), power supply/construction/geological exploration/hydraulic management(0 = no, 1 = yes), transportation and network(0 = no, 1 = yes), whole/retail/restaurant(0 = no, 1 = yes), real state/finance(0 = no, 1 = yes), science/education/arts/health/media/social service(0 = no, 1 = yes), and others(0 = no, 1 = yes) [ 23 , 24 , 29 ].…”

“…According to Atienza et al [ 16 ], job control or autonomy indicates a stronger association with intrinsic job satisfaction. Employee-owned companies report higher levels of job satisfaction, which may be derived from a greater sense of autonomy among the employees [ 29 , 30 ]. Bianchi [ 13 ] compares the utilities of employees and entrepreneurs and finds that the non-pecuniary dimensions of job satisfaction, particularly autonomy, have an effect on the difference in utility between the two groups.…”