Person–environment fit at work: Relationships with workplace behaviours

Stone, Ryan Paul; Leuty, Melanie E.; Rayburn, Rebekah; Wu, Bo

doi:10.1177/1038416219870205

Cited by 13 publications

(11 citation statements)

References 47 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…JS directly affects OCBs, and it can explain some portions of these behaviors [3,21]. Starting from the 1970s, considerable attention has been given to the causal relationship between JS and OCBs.…”

Section: Job Satisfaction As An Antecedent Of Work Engagement and Ocbmentioning

confidence: 99%

Promoting Individual and Organizational OCBs: The Mediating Role of Work Engagement

Urbini

Chirumbolo

Callea

2020

Behavioral Sciences

View full text Add to dashboard Cite

In today’s dynamic organizational environment, employees with a tendency to display discretional behaviors beyond their prescribed formal job duties represent a plus. Underpinned by the theories of social exchange and conservation of resources, these behaviors can be influenced by their level of job satisfaction (JS), defined as the extent to which employees like their work, and work engagement (WE), defined as a positive work-related state of mind. The present study investigates the mediating mechanism of WE in the relationship between JS and organizational citizenship behaviors (OCBs), which refer to discretionary behaviors that could benefit an organization (OCBs-O) and/or its members (OCBs-I). The mediational hypothesis is examined using structural equation modeling (SEM) among 719 Italian private and public sector employees. The significance of total, direct, and indirect effects was tested via bootstrapping. The results showed that JS was positively related to WE, which, in turn, was positively related to both OCBs-I and OCBs-O. The SEM results supported the hypotheses: WE fully mediated the relationship between JS and OCBs-I, and it partially mediated the relationship between JS and OCBs-O. This study sheds new light on this mechanism. Consequently, it is useful for HRM policy. It also helps us to better understand how satisfied and engaged employees are willing to adopt positive organizational behaviors.

show abstract

Section: Job Satisfaction As An Antecedent Of Work Engagement and Ocbmentioning

confidence: 99%

Promoting Individual and Organizational OCBs: The Mediating Role of Work Engagement

Urbini

Chirumbolo

Callea

2020

Behavioral Sciences

View full text Add to dashboard Cite

show abstract

“…For instance, previous studies examined P-J fit (Scroggins;2008;Ünal, 2017;De Crom & Rothmann, 2018;Sylva et al, 2019) and P-O fit (Kristof-Brown;1996;James, 2003;van Vianen et al, 2007) separately. Generally, studies investigate positive outcomes of P-O fit and P-J fit (Rahmadani & Sebayang, 2017;Stone et al, 2019), studies on P-G fit are limited. Besides, we followed suggestions by several researchers that a distinct level of fit in P-E fit should be studied with different dimensions and outcomes (Werbel & Gilliland, 1999;Su et al, 2015).…”

Section: Discussionmentioning

confidence: 99%

“…Studies on P-O fit and P-J fit have been extensively studied but P-G fit is neglected in the literature (Kristof-Brown, et al, 2005;Rahmadani & Sebayang, 2017;Ünal, 2017;Stone et al, 2019). Thus, this is the second motivation for this paper, to explore and offer an insight into integrating all three constructs of P-E fit, as well as to provide an in-depth understanding on how these constructs are related to each other.…”

Section: International Journal Of Human Resource Studiesmentioning

confidence: 99%

Conceptualizing Person-environment Fit and the Meaning of Work for Tourist Guides in Malaysia During and Post COVID-19 Pandemic

Dousin

Kler

2022

IJHRS

View full text Add to dashboard Cite

This paper aims to conceptualizes the influence of person-environment fit (P-E fit) towards the meaning of work (MoW) for tourist guides (TGs) in Malaysia during and post-COVID-19 pandemic. TGs are key frontline workers whose employment is affected by the pandemic. A multilevel construct of P-E fit is adopted (person-organizational fit, person-job fit, and person-group fit) conceptualized as a correlation towards the tripartite work orientation of the MoW (job, career and calling). Four propositions emerge. Junior TGs view their work as a job and/or career; senior TGs perceive their work as a calling. Secondly, person-organizational fit and person-group fit has no influence with ‘job’, while person-job fit could partially influence ‘job’ where demands-abilities has no influence on ‘job’ but need-supplies fit influences ‘job’. Next, person-organization fit and person-job fit correlate with guides’ ‘career’ but not with person-group fit. Finally, all three fits relate to ‘calling’. TGs with a ‘job’ relationship possess low meaning of work; ‘career’ has moderate meaning of work, and ‘calling’ experience high meaning of work. Practitioners benefit from knowledge of levels of correlations between constructs; useful for implementing resilience strategies for post crisis and beyond. A thorough understanding among TGs to remain engaged and motivated is useful for training courses.

show abstract

“…There are two types of POF: complementary fit (when an individual complements or meets the needs of the organisation); and supplementary fit (when the organisation provides an individual with outcomes they value). For the latter, job context carries significant weight where ECAs would be expected to select organisations that satisfy their financial, inter-personal and psychological needs (Supeli and Creed 2014;Stone et al 2019). This can be attributed to congruence either between personal and organisational values, the needs of both the individual and the organisation (Cable and Judge 1996), or between individual goals and those of an organisation (Schneider 1987).…”

Section: Work Context and Person-organisation Fit Theorymentioning

confidence: 99%

The Future of Accounting Talent: Career Values, Choices and Satisfaction Among Early Career Accountants

Jackson,

Richardson,

Michelson

et al. 2023

Australian Accounting Review

View full text Add to dashboard Cite

Amid a global war for accounting talent, this paper extends our understanding of early career accountants’ (ECAs) career values and the alignment between their career expectations and experiences when entering the profession. Drawing on survey data from 305 ECAs and 165 managers/recruiters of ECAs in Australia, the paper uses social cognitive career theory and person–organisation fit theory to explore the dynamic interplay between individual and contextual factors and career values, career choices and subsequent career satisfaction. The findings emphasise the importance of both intrinsic, and to a lesser extent extrinsic, career values for ECAs, with variations by gender and organisation setting. ECAs and managers identified different perceptions of attractors to diverse organisational settings. While ECAs were generally satisfied with their careers, satisfaction varied by organisation type. Intrinsic career values were positively associated with ECAs’ career satisfaction, along with age and closer alignment between career expectations and experiences. Our analyses suggest implications for the recruitment and retention of new accounting talent and calls to engage with individual and contextual influences on career values, experiences and satisfaction. Specifically, the paper highlights how different organisations can tailor their strategies to better attract and retain early career accountants to support more sustainable careers.

show abstract

Person–environment fit at work: Relationships with workplace behaviours

Cited by 13 publications

References 47 publications

Promoting Individual and Organizational OCBs: The Mediating Role of Work Engagement

Promoting Individual and Organizational OCBs: The Mediating Role of Work Engagement

Conceptualizing Person-environment Fit and the Meaning of Work for Tourist Guides in Malaysia During and Post COVID-19 Pandemic

The Future of Accounting Talent: Career Values, Choices and Satisfaction Among Early Career Accountants

Contact Info

Product

Resources

About