Team-level high-performance work systems, self-efficacy and creativity: differential moderating roles of person–job fit and goal difficulty

Ma, Zixiang; Long, Lirong; Zhang, Yong

doi:10.1080/09585192.2020.1854816

Cited by 45 publications

(36 citation statements)

References 125 publications

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“…When hospitality employees possess the necessary skills to fulfill job demands, they are more inclined to obtain higher D-A fit perceptions. Recently, researchers have begun to combine these two dimensions into the overall P-J fit’s definition (Lam et al , 2018; Ma et al , 2021; Vleugels et al , 2018).…”

Section: Literature Review and Hypothesis Developmentmentioning

confidence: 99%

“…Recently, researchers have begun to combine these two dimensions into the overall P-J fit's definition (Lam et al, 2018;Ma et al, 2021;Vleugels et al, 2018). P-E fit theory assumes that environmental factors and individuals' factors could interact to influence individuals' P-J fit perceptions, which could also exert influence on individuals' attitudes and behaviors (Lam et al, 2018).…”

Section: Introductionmentioning

confidence: 99%

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Why customer mistreatment undermines hospitality employees’ performance: the moderating role of job crafting

Wu²,

Liu³

et al. 2022

IJCHM

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Purpose Based on the person-environment (P-E) fit theory, this study aims to explore the effect of customer mistreatment on the reduced service performance of hospitality employees mediated by person-job (P-J) fit perceptions and moderated by job crafting. Design/methodology/approach The authors tested this study’s hypotheses with a nine-day diary study involving 83 service employees located in Lanzhou, China; a total of 548 daily surveys were completed. The authors used multilevel structural equation modeling to analyze the data. Findings Employees who experienced daily customer mistreatment suffered diminished P-J fit perceptions, leading to lower levels of service performance the next day. In addition, job crafting significantly buffered the impact of customer mistreatment on P-J fit perceptions and the indirect impact of customer mistreatment on service performance through P-J fit perceptions. Practical implications Given the damaging effect that customer mistreatment has on service performance, where employees’ P-J fit perceptions are impaired, hotel managers should implement service competence improvement training programs and managerial preventions to reduce the possibility of customer mistreatment behavior. The moderating role of job crafting behavior suggests that managers should offer supportive practices (i.e. job autonomy) to encourage job crafting behaviors among employees. Originality/value This study reveals that individuals’ P-J fit perceptions can explain the damaging impacts of customer mistreatment on service performance, a finding that contributes valuable information to the literature on customer mistreatment and P-E fit. Second, this study also tests the impact of individuals’ job crafting behaviors in terms of mitigating the negative effect of customer mistreatment. Finally, this study’s findings broaden the scope of predictors of P-J fit perceptions by revealing that customer mistreatment can pose a threat to hospitality employees’ P-J fit perceptions.

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Section: Literature Review and Hypothesis Developmentmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Why customer mistreatment undermines hospitality employees’ performance: the moderating role of job crafting

Wu²,

Liu³

et al. 2022

IJCHM

View full text Add to dashboard Cite

show abstract

“…When an employee's original job does not satisfy their needs or prevents them from realizing their value, they may develop the turnover intention to pursue better career development opportunities toward helping them realize this value. According to the "person-job" matching theory (Mobley et al, 1978), when personal characteristics are inconsistent with the professional environment, work efficiency is significantly reduced (Xie et al, 2015;Ma et al, 2021). People's personality characteristics and the professional environment in which they work need to align within a certain matching range.…”

Section: Introductionmentioning

confidence: 99%

The Effect of Perceived Over-Qualification on Turnover Intention From a Cognition Perspective

Chen

Tang

2021

Front. Psychol.

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Employee turnover caused by over-qualification has become a new problem in organizational management. The mechanism underpinning the boundaries between perceived over-qualification and employee turnover, however, remains unclear. To address this gap, the current study employed multi-factor ANOVA, hierarchical regression analysis and the bootstrap method to analyze the relationship between perceived over-qualification and employee turnover intention based on the survey data of 396 respondents in China. Overall, the results revealed that perceived over-qualification was positively correlated with turnover intention. It was also found that self-efficacy had a mediating effect on the relationship between perceived over-qualification and turnover intention. Further, professional identity had a moderating effect on the relationship between perceived over-qualification and turnover intention. Our findings expand the boundary of influence around perceived over-qualification and provide theoretical support for employee management.

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“…One of the potential mediators is creativity. This is because P-J fit is positively associated with creativity, while studies have found that creativity has a positive relationship with well-being (Ma et al, 2021;Tan et al, 2021;Tan et al, 2019). Furthermore, a recent study has shown that executive functioning is positively related to work engagement and employee well-being (Nasir et al, 2021).…”

Section: Discussionmentioning

confidence: 99%

The mediating role of job satisfaction and work engagement in the relationship between self-reported person-job fit and job performance

Lee¹,

Tan²,

Krishnan³

2022

OrgPsy

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Purpose. Identifying the right people for the right jobs is crucial to maximizing employees’ job performance. Although the literature has consistently found a positive relationship between person-job-fit (P-J fit) and job performance, little attention has been given to the underlying mechanisms of the relationship. The present study proposed a parallel mediation model to investigate the hypothetical mediating roles of job satisfaction and work engagement in the relationship between self-reported P-J fit and job performance. Methodology. A total of 361 employees from the service sectors across multiple organizations in Malaysia answered the P-J fit scale, Job Satisfaction Survey, Utrecht Work Engagement Scale, and Individual Work Performance Questionnaire. Findings. Pearson correlation analysis showed that all the four variables were positively related to each other. Mediation analysis using the PROCESS macro found that P-J fit is indirectly associated with job performance through work engagement but not job satisfaction. Further analysis, however, supported the mediating role of job satisfaction when work engagement was controlled. Implications for practice. The findings indicate that work engagement playsa stronger role than job satisfaction. Employees with a better fit for the job are more engaged in their jobs, and that the high levels of work engagement would in turn positively relate to job performance. Value of the results. Organizations may consider improving the levels of work engagement of employees or lowering the factors that reduce the levels of work engagement to improve the job performance of employees with high P-J fit.

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Team-level high-performance work systems, self-efficacy and creativity: differential moderating roles of person–job fit and goal difficulty

Cited by 45 publications

References 125 publications

Why customer mistreatment undermines hospitality employees’ performance: the moderating role of job crafting

Why customer mistreatment undermines hospitality employees’ performance: the moderating role of job crafting

The Effect of Perceived Over-Qualification on Turnover Intention From a Cognition Perspective

The mediating role of job satisfaction and work engagement in the relationship between self-reported person-job fit and job performance

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