Supplementary Fit, Complementary Fit, and Work-Related Outcomes: The Role of Self-Construal

Abstract

The current research investigated whether employees' self-construals moderated the effects of supplementary fit and complementary fit on their work-related outcomes (i.e. affective commitment and citizenship behavior). An organisational sample of 317 Chinese employees provided evidence that the relations between supplementary fit and these two work-related outcomes were stronger among employees with a higher interdependent self-construal. Conversely, the relations between complementary fit and work-related outcomes were stronger among employees with a higher independent self-construal. Theoretical and practical implications of these findings are discussed

Big-five personality and BIS/BAS traits as predictors of career exploration: The mediation role of career adaptability

“…On the one hand, these results replicated previous findings on the positive relationships between career exploration and openness to experience and conscientiousness (Reed et al, 2004). On the other hand, in this study agreeableness was shown to be a significant predictor of exploration, which may be because social ability is particularly important for exploring career information in the Chinese context (Guan, Chen, Levin, Bond, Luo, Xu et al, in press;Guan, Deng, Risavy, Bond, & Li, 2011).…”

New job market entrants' future work self, career adaptability and job search outcomes: Examining mediating and moderating models

“…P-O fit refers to the similarity between employees and their organizations on important characteristics such as values and personality (Kristof, 1996). Research has consistently shown that P-O fit predicts higher job satisfaction, higher organizational commitment, and lower intention to quit across different organizational settings (Deng, Guan, Bond, Zhang, & Hu, 2011;Guan, Deng, Risavy, Bond, & Li, 2011;Kristof-Brown, Zimmerman, & Johnson, 2005). P-J fit is operationally defined as "needs-supply fit" (N-S fit; whether an employee's needs are fulfilled in their work) and "demand-ability fit" (D-A fit; whether an employee's characteristics meet the demands or requirements of their work) (Kristof, 1996).…”

Self-Referent and Other-Referent Career Successes, Career Satisfaction, and Turnover Intention Among Chinese Employees

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