Based on person-environment fit theory, this study examined the effects of empowering leadership on employee work engagement. We also investigated the mediating mechanism of person-job fit and person-group fit. In addition, we explored employee proactive personality's moderating role between empowering leadership and the above two kinds of fit, and then the set of indirect effects. Using a survey sample of 6179 employees from a technology company in China, we found that empowering leadership has a positively indirect influence (...) on employees work engagement though person-job fit and person-group fit. Further, moderated mediation analysis revealed proactive personality augmented empowering leadership direct effect on person-job fit and person-group fit and indirect effect on work engagement. Theoretical and practical implications were also discussed. (shrink)

Aging at work is a dynamic process. As individuals age, their motives, abilities and values change as suggested by life-span development theories (Kanfer & Ackerman, 2004; Lang & Carstensen, 2002). Their growth and extrinsic motives weaken while intrinsic motives increase (Kooij, De Lange, Jansen, Kanfer, & Dikkers, 2011), which may result in workers investing their resources in different areas accordingly. However, there is significant individual variability in aging trajectories (Hedge, Borman, & Lammlein, 2005). In addition, the changing nature of work, (...) the evolving job demands, as well as the available opportunities at work may no longer be suitable for older workers, increasing the likelihood of person-job misfit. The potential misfit may, in turn, impact how older workers perceive themselves on the job, which leads to conflicting work identities. With the traditional job redesign approach being a top-down process, it is often difficult for organizations to take individual needs and skills into consideration and tailor jobs for every employee (Berg, Dutton, & Wrzesniewski, 2010). Therefore, job crafting, being an individualized process initiated by employees themselves, can be a particularly valuable mechanism for older workers to realign and enhance their demands-abilities and needs-supplies fit. Through job crafting, employees can exert personal agency and make changes to the task, social and cognitive aspects of their jobs with the goal of improving their work experience (Wrzesniewski & Dutton, 2001). Building on the Life Span Theory of Control (Heckhausen & Schulz, 1995), we posit that job crafting, particularly cognitive crafting, will be of increasing value as employees age. Through reframing how they think of their job and choosing to emphasize job features that are personally meaningful, older workers can optimize their resources to proactively redesign their jobs and maintain congruent, positive work identities. (shrink)

High-tech industries often regard workers as their main source of value creation. In order to stimulate their employees' willingness to innovate and their innovative behavior and reduce the turnover intention, companies are now seeking to establish employer–employee relationships in which their employee's willingness to stay is not simply driven by extrinsic motivations. Therefore, it is an important topic in human resources for companies to implement measures that encourage employees to willingly devote themselves to their jobs and consider organizational growth as (...) a component of their career development. This study aimed to investigate the effect of person–organization fit and person–job fit on employees' innovative behavior and turnover intention via the mediators including job satisfaction and organizational commitment. Six hundred ninety-seven employees from China's eight major high-tech industries were examined in this study, and the empirical results were analyzed using partial least squares. Based on the results, it is suggested that the person–organization fit and person–job fit are both crucial factors affecting employees' job satisfaction and organizational commitment, which, in turn, increase employees' willingness to innovate in their jobs and reduce their turnover intentions. Furthermore, this study could serve as a reference for companies in selecting employees, promoting job satisfaction, and developing strategies for sustainable development. (shrink)

Does work engagement burn out? The person-job fit and levels of burnout and engagement in work This research examines the relationship between burnout, work engagement, and organizational factors that play an important role in the strain process, and in the motivational process. The aim of the study is to test the relationships of burnout and work engagement, on the one hand, and organizational factors—job demands and job resources —on the other. The results of the analysis call into doubt whether (...) burnout and work engagement are opposite poles of the same dimension, or whether they are independent, though correlated, constructs. Exhaustion and vigour are not the extremes of the same energy dimension, but in the case of cynicism and dedication, the situation is not so clear. It can be said that we are not dealing with the burnout of engagement, but rather with a change in attitude to work on the part of people not suited to their jobs. (shrink)

This study aims to elaborate on how work-life balance practices influence organizational cynicism through the mediation effects of person-job fit. We collected data from 331 nurses through a self-administered survey, and we tested our hypothesized model through partial least square structural equation modeling techniques using SmartPLS software. The findings revealed that WLB practices influenced OC negatively and PJF positively. We further found that PJF negatively influenced OC and mediated WLB practices’ effect on OC. These findings imply that nurses should (...) be provided WLB practices to meet their job and home responsibilities and thus have a less cynical attitude toward the organization. (shrink)

This research examines how the fit between employees moral development and the ethical work climate of their organization affects employee attitudes. Person-organization fit was assessed by matching individuals' level of cognitive moral development with the ethical climate of their organization. The influence of P-O fit on employee attitudes was assessed using a sample of 304 individuals from 73 organizations. In general, the findings support our predictions that fit between personal and organizational ethics is related to higher levels of commitment (...) and job satisfaction and lower levels of turnover intent. Ethical P-O fit was related to higher levels of affective commitment across all three ethical climate types. Job satisfaction was only associated with ethical P-O fit for one of the three P-O fit variables and turnover intentions were significantly associated with two of the ethical P-O fit variables. The most consistent effect was found for the Conventional - Caring fit variable, which was significantly related to all three attitudes assessed. The weakest effect was found for the Preconventional - Instrumental fit variable, which was only predictive of affective commitment. The pattern of findings and implications for practice and future research are discussed. (shrink)

Grounding on person–job fit theory, we examined perceived overqualification relation with counterproductive work behavior by identifying job boredom as a mediator and job crafting as a moderator. Hierarchical linear regression and Hayes’ PROCESS macro-method were used to assess hypotheses in a three-wave survey of 317 textile sector employees. The findings show that perceived overqualification is positively related with CWBs. This study further examined the mediating function of job boredom and the moderating impact of job crafting in the association between (...) perceived overqualification and CWB. The findings suggest that job crafting moderates the positive relation between perceived overqualification and job boredom and the indirect connection between perceived overqualification and CWB via job boredom. The model was tested using 3-wave data; however, since the data were attained from a single source, questions of common method bias cannot be ruled out. Managers should look for changes in employee attitudes and promptly modify employees’ positions when they indicate that they have more experience, abilities, and talents required for their roles in their organizations. (shrink)

An increasing number of studies explore the relationship between ethical leadership and subordinates’ work behavior. However, it remains unclear whether ethical leadership affects subordinates’ perceptions of the person-job fit and perceived person-organization fit. We examine the effects of ethical leadership on subordinates’ sense of person-environment fit in terms of its effect on displays of positive and negative behaviors. We collected data from 414 employees from various industries over three time periods. Hypotheses were tested using structural equation modeling (...) (SEM). The SEM results show that person-job fit and person-organization fit mediate the effects of ethical leadership on proactive, and unethical behavior. Person-organization fit mediates the effects of ethical leadership on proactive behavior by the organization and unethical behavior by the organization. These results have implications for management. (shrink)

Industry 4.0 has changed the paradigm in the business practice and business model, and digital technology has brought radical transformations to enterprises. To support this transformation, digital leaders are required to help enterprises transform and lead them to a more promising future. Based on job demands-resources model and person-organization fit theory, this study examines the relationship between digital leadership and employee creativity. Based on a sample of 357 employees from various Chinese companies, this study used SPSS 22.0 and MPLUS (...) 7.0 to examine the hypotheses. The findings indicate the following digital leadership has a positive effect on employee creativity. employee job crafting mediate the relationship between digital leadership and employee creativity. person-organization fit positively moderates the relationship between digital leadership and employee job crafting. person-organization fit positively moderates the indirect effect of digital leadership on employee creativity via employee job crafting. The findings reveal the effect mechanism of digital leaders on employee creativity and enrich the literature on antecedents of employee creativity. Practical implications and future research are also discussed. (shrink)

Positive effects of person-environment fit on job satisfaction and persistence are well documented. However, little is known about the consequences of person-vocation fit for vocational education and training. Using data from the German National Educational Panel Study, we examine the influence of selected P-V fit indicators on training satisfaction and premature contract termination for 4,097 trainees in VET. We find that most P-V incongruences do not lead to negative consequences. Training satisfaction is not affected by interest congruence and (...) skill congruence. However, moderate overeducation enhances training satisfaction. For PCT, there is a general effect of undereducation; undereducation increases the probability of PCT independent of educational qualification for the occupation. PCT is not affected by skill congruence and only for Realistic interests, congruence with the vocational environment reduces PCT probability. (shrink)

As working arrangements become more flexible and many people work remotely, the risk of social isolation rises. Coworking spaces try to prevent this by offering not only a workplace, but also a community. Adopting a person-environment fit perspective, we examined how the congruence between workers' needs and supplies by coworking spaces relate to job satisfaction and intent to leave. We identified five needs (i.e., community, collaboration, amenities, location, and cost), of which community was expected to be the central need. (...) An online questionnaire was distributed among coworkers in Germany and Austria, resulting in a sample of 181 coworkers. Results showed that needs-supplies fit regarding community was related to job satisfaction and intent to leave in coworking spaces. Findings for the other needs, however, did not show that congruence is associated with outcomes. Overall, the findings highlight the importance of community fit in coworking and offer insights for workers and entrepreneurs in this area. (shrink)

This research seeks to better understand how an organization-related employee perception and job attitude may influence organizational members to ethically create customer value. Specifically, it is proposed that high person–organization fit perception, more precisely ethical values person–organization fit perception, can influence business-to-business salesperson commitment to providing superior customer value both directly and indirectly through trust in sales manager, while encouraging ethical salesforce behavior, an important aspect of communicating and delivering customer value. Results from a study of 408 business-to-business (...) salespeople find that ethical values person–organization fit positively influences salesperson commitment to providing superior customer value, as well as trust in manager. Trust in manager directly affects commitment to customer value and mediates the relationship between ethical values person–organization fit and unethical intent. Theoretical and managerial implications are provided, as well as directions for future research. (shrink)

We build on limited research concerning the mediation processes associated with the relationship between ethical culture and employee outcomes. A multidimensional measure of ethical culture was examined for its relationship to overall Person-Organization (P–O) fit and employee response, using a sample of 436 employees from social economy and commercial banks in Spain. In line with previous research involving unidimensional measures, ethical culture was found to relate positively to employee job satisfaction, affective commitment, and intention to stay. New to the (...) literature, ethical culture was also found to be associated positively with employee willingness to recommend the organization to others. These effects were observed even when perceptions of P–O fit were controlled. Importantly, ethical culture was also positively related to overall P–O fit, which in turn, partially mediated the relationship between ethical culture and employee outcomes. Our findings add to studies that focus on the importance of the degree of ethical congruence between the individual employee and the organization. They suggest that ethical culture, with its expected impact on virtuousness and emotional well-being, will positively influence outcomes independently of the degree to which there is a match between employee and organizational values. (shrink)

The person-organization fit (P-O fit) literature suggests that job seekers are attracted to organizations that match their personal values; but, to date, little is known about how individuals’ personal values might affect their preferences for particular job attributes when seeking a job. In this paper, using data from 351 job seekers at several employment agencies in Haute-Normandie, France, we examine possible connections between certain personal values and job attribute preferences among job seekers.

Status in an organization is considered a significant antecedent to an employee's work-related behaviors. However, the relationship between knowledge workers' informal status and "taking charge" has been ignored in previous human resource management (HRM) research. Based on the self-consistency theory, this study examines the mechanisms underlying the influence of knowledge workers’ informal status on taking charge. Data were collected from 337 dyads of employees and their immediate supervisors in 24 enterprises and companies. Based on moderated mediation analysis, results indicated that (...) knowledge workers’ informal status is positively related to taking charge and organization-based self-esteem (OBSE). OBSE fully mediated the relationship between knowledge workers’ informal status and taking charge, while person-job fit (P-J fit) and person-supervisor fit (P-S fit) each moderated the relationship between knowledge workers’ informal status and OBSE, in addition to the indirect effect of knowledge workers’ informal status on taking charge. Specifically, the indirect effect was strongest when P-J fit or P-S fit was high. The theoretical and managerial implications of the findings, limitations of the study, and future research directions are discussed. (shrink)

Cet article s’intéresse aux considérations prises en compte par les employeurs en réponse à une mesure de politique sociale qui les oblige recruter des personnes en situation de handicap. Nous examinons si et comment les employeurs façonnent leur gestion des ressources humaines en fonction de leur contexte organisationnel. La décision d’embaucher une personne en situation de handicap est positionnée en référence au cadre théorique Contextual Strategic Human Resource Management (SHRM). Dans une étude qualitative menée auprès de 38 employeurs néerlandais considérés (...) comme inclusifs ou comme ayant une attitude positive, neutre ou vis-à-vis de l’emploi de personnes handicapées, trois questions ont été étudiées: (1) Suite aux nouvelles mesures législatives, quelles sont les considérations stratégiques que les employeurs prennent en compte dans leur décision d’embaucher (ou non) des personnes handicapées?; (2) Quelles conditions doivent être remplies pour considérer le cadre organisationnel comme propice à l’embauche de personnes handicapées; (3) Comment les employeurs embauchent-ils des personnes handicapées en fonction de leur politique de gestion des ressources humaines? Cet article prouve que les employeurs réagissent de manière contextuelle et stratégique à une pression institutionnelle, et qu’ils considèrent différents niveaux d’ajustement (environnemental, stratégique, organisationnel et interne). Une approche personnalisée est donc nécessaire pour motiver les employeurs à embaucher des personnes handicapées. (shrink)

Sustainability managers represent a key stakeholder in implementing and diffusing sustainability initiatives. However, there is a significant gap in the literature examining the impact of greenwashing on sustainability managers. This research examines the effects of greenwashing on sustainability managers' job satisfaction, commitment, turnover intentions, and job performance from a social identity/person–organization (P‐O) fit perspective. Our sample consists of practicing sustainability managers (n = 125) in high‐ (77%) or mid‐level (23%) positions. Results indicate that perceived greenwashing negatively affects the attitudinal (...) outcomes and job performance of sustainability managers. The results also indicate that for sustainability managers whose social responsibility identity is higher than that of their firm, greenwashing has a significant association with lower satisfaction and job performance and higher intentions to leave. However, for managers whose social responsibility identity is lower than that of their firm, employer greenwashing had no effect on the sustainability managers' attitudes, even though they recognized their own poor job performance. The cumulative effect may be a situation in which managers in the best position to enhance a firm's CSR leave the firm, and vice versa. (shrink)

This study examines the influence of ethical fit on employee attitudes and intentions to turnover. The results of this investigation provides support for the conjecture that ethical work climate is an important variable in the study of person-organization fit. Ethical fit was found to be significantly related to turnover intentions, continuance commitment, and affective commitment, but not to job satisfaction. Results are discussed in regard to some of the affective and cognitive distinctions among satisfaction, commitment, and behavioral intentions.

Employees have their own understandings of corporate social responsibility (CSR) motives. This study investigated whether employees' different perceptions of CSR motives, including substantive CSR attribution and symbolic CSR attribution, influence their work attitudes, job satisfaction, and turnover intention. Moreover, we explore the mediating role of person-organization fit in the relationships among CSR attribution, job satisfaction, and turnover intention. We collected 687 responses for an overall response rate of 16%. The results of structural equation model (SEM) analyses show that substantive (...) CSR attribution decreases employee turnover intention and that symbolic CSR attribution increases employee turnover intention. Based on these results, we provide relevant theoretical and managerial implications. (shrink)

Drawing on the goal-setting theory and social cognitive career theory (SCCT), this study empirically proposes an operational definition of career success criteria clarity (CSCC) and further explores its impact on career satisfaction, person–job fit, and subjective well-being through the mediating role of career decision-making self-efficacy (CDSE). A pilot study of 231 samples showed that the CSCC scale had good reliability and validity. To further test the effects of CSCC on crucial employment outcomes, as well as the mediating role of (...) CDSE, 240 employees were included in an additional survey. Structural equation modeling path analysis supported all the expected hypotheses. Results indicated that: (1) CSCC was positively correlated to career satisfaction; (2) CSCC was positively correlated to person–job fit; (3) CSCC was positively correlated to subjective well-being; (4) CSCC was positively correlated to CDSE; (5) CDSE fully mediated the relationship between CSCC and career satisfaction; (6) CDSE fully mediated the relationship between CSCC and person–job fit; and (7) CDSE partly mediated the relationship between CSCC and subjective well-being. The results contributed to social cognitive career theory model and provided suggestions for both the career educators and consultants. (shrink)

Organizations may need to attract occupational groups they did not recruit so far to implement strategic changes. Against the backdrop of this practical problem, this study introduces and explores an occupation-based measure of person-organization fit: occupational fit. I investigate its relationship with employer attractiveness based on human capital theory and explore the role of employer image as a moderator in this relationship. I surveyed 153 software engineers and mechanical engineers to analyze whether their occupational fit with software engineering and (...) mechanical engineering firms is related to employer attractiveness. I find that occupational fit is only related to a firm’s employer attractiveness among software engineers. Employer image does not moderate this relationship. A qualitative follow-up study proposes first explanations for the unexpected differences between the two occupations by indicating that occupations may differ in the logic they apply to determine fit and their degree of professionalization. The study contributes to research by highlighting the neglected role of occupation in recruitment research and exploring potential boundary conditions of recruitment for fit. Implications for future research and practice are discussed. (shrink)

This study examines how the match between personal and firm-level values regarding environmental responsibility affects employee job satisfaction and creativity and contributes to three literature streams [i.e., social corporate responsibility, creativity, and person–environment fit]. Building on the P–E fit literature, we propose and test environmental orientation fit versus nonfit effects on creativity, identifying job satisfaction as a mediating mechanism and regulatory pressure as a moderator. An empirical investigation indicates that the various environmental orientation fit conditions affect job satisfaction and (...) creativity differently. More specifically, environmental orientation fit produces greater job satisfaction and creativity when the employee and organization both demonstrate high concern for the environment than when both display congruent low concern for the environmental. Furthermore, for employees working in organizations that fit their personal environmental orientation, strong regulatory pressure to comply with environmental standards diminishes the positive fit effect on job satisfaction and creativity, while regulatory pressure does not affect the job satisfaction and creativity of employees whose personal environmental orientation is incongruent with that of the organization. (shrink)

This study investigates the role of sensory processing sensitivity as a predictor of employees’ proactive work behavior. SPS is a multidimensional concept that depicts differences in people’s sensory awareness, processing, and reactivity to internal and external influences. Based on research on SPS as grounded in a heightened sensitivity of the behavioral inhibition and activation systems, it was argued that the relationships with task proactivity and personal initiative as indicators of proactive work behavior differ for the three SPS dimensions. Furthermore, based (...) on the person–environment fit perspective, SPS was assumed to moderate the relationship between employees’ job complexity and proactivity. The hypotheses were tested in two two-wave studies. Across both studies, ease of excitation was unrelated to proactivity. Low sensory threshold was negatively related to personal initiative, only in Study 2, but it did not predict task proactivity. Meanwhile, aesthetic sensitivity was positively related to proactivity, but in Study 2, this relationship could only be established for personal initiative. Moreover, job complexity was positively related to proactivity for those employees high but not for those low in AES. EOE and LST did not act as moderators. This study offers evidence of positive behavioral implications among highly sensitive persons when dealing with job complexity. Overall, the study presents an interesting point of departure for the role of SPS in employee proactivity that calls for more research. (shrink)

The rash of high-profile accounting frauds involving internal corporate accountants calls into question the individual accountant’s perceptions of the ethical climate within their organization and the limits to which these professionals will tolerate unethical behavior and/or accept it as the norm. This study uses social cognitive theory to examine the antecedents of individual corporate accountant’s perceived personal fit with their organization’s ethical climate and empirically tests how these factors impact organizational attitudes. A survey was completed by 203 corporate accountants to (...) assess their perception of relevant variables. The results of the structural equation model indicate three significant antecedents relating to ethical climate fit: higher internal levels of locus of control; greater numbers of prior job changes; and higher perceptions of an increasingly better fit with the firm’s ethical climate. Our results also indicate that higher levels of perceived fit to the ethical climate of a firm are associated with higher levels of perceived job satisfaction and organizational commitment. We also theorize that perceptions of an organization’s ethical climate may be reflections of client narcissism and serve a potential indicator of fraud risk. This is an important topic of study, since current auditing standards call for auditors to examine organizational attitudes toward fraud, but offer minimal guidance in doing so. (shrink)

BackgroundValue-driven career attitude is considered a dimension of a protean career attitude. Individuals with this attitude seek out personally meaningful experiences and set their own psychological career success standards. This study investigates the association between value-driven career attitude and job performance. It looks at how organizational citizenship behavior affects the relationship between value-driven career attitudes and job performance.MethodsA self-reported questionnaire was used to collect data from 400 random employees of SMEs in Pakistan during the early pandemic. We chose Cochran’s formula (...) to determine the appropriate sample size, and PLS-SEM was used to analyze the model. P-O fit and self-determination theory is the theoretical lenses used in this study. The underpinning theories to this study enable the researchers to establish a link between VDCA, OCB, and job performance.ResultsBy analyzing a sample of 400 employees from active enterprises, we discover that VDCA contributes to an improvement in job performance. Furthermore, OCB plays an intervening effect in the relationship between VDCA and job performance. Thus, the study provided evidence for the underpinning models of P-O fit and self-determination theory.ConclusionThis study adds to the body of knowledge by investigating the connections between VDCA, OCB, and job performance in SMEs. The existing literature sheds scant light on these linkages, leaving a gap that this study will address. The current study expands on other themes to provide an in-depth analysis of many under-explored PCA outcomes, which may open up new avenues for future researchers to broaden and strengthen PCA with other constructs. (shrink)

Purpose: Empirical studies suggest that corporate social responsibility (CSR) impacts young job seekers’ choices of an employer. Values seem to affect CSR preferences, influencing the felt fit between the person and the organization and hereby the valence of working for that company. This article aims to research in more detail the preference structure of young graduate job seekers. In particular, it seeks to understand whether CSR is important when there is a trade-off between CSR and non-CSR attributes and whether (...) basic value orientations of job seekers have a moderating effect on their employer preferences. Design/methodology/approach: This article used a quantitative approach with a survey sample of 577 German students who were in their last year of study. To gain information on the relative impact of CSR- and non-CSR-related employer characteristics on employer attractiveness, an adaptive conjoint analysis was applied. Correlation analysis and a two-step hierarchical regression were conducted to detect the effects of individual value orientations. Findings: Only a few CSR attributes are relevant for young job seekers compared with other traditional employer attributes. Specific value orientations can be identified as having a moderating effect on CSR preferences. This is particularly the case for value orientations indicating a concern for the welfare of others and the environment positively affect the importance of most CSR attributes while more selfish value orientations have a negative effect. Originality/value: This study sheds light on the relative importance of CSR attributes when compared with non-CSR attributes. Moreover, it relates employee-related preferences to individual value orientations and shows that selected values have a modifying effect on the importance of CSR for job choice. (shrink)

The article presents a literary and theological analysis of Job 42:2 as a fitting resolution of the conflicting engagement between Yahweh and Job, which enables both parties to preserve their integrity. The article examines Israel’s testimony about Yahweh’s sovereignty as a background, it analyses Job’s testimony in 42:2 and then demonstrates that this passage probes more deeply into the theology of creation – the inescapable purpose of what God does. The article shows that Job’s testimony about the sovereignty of Yahweh (...) indicates an unusual personality and potent force that is manifested in the events of Job’s life as an agent whose sovereignty is remarkably unlimited. The substance of Job’s testimony this article proposes, produces a dynamic figure that has an overwhelming task at the centre stage of its subject’s well-being. This role, moreover, is the engine that drives Israel’s testimony; the splendour of Israel’s faith and the source of Israel’s life. This role is a theological datum of substance. (shrink)

Young academics have been facing a problem of high turnover rate due to missing links between the institutions’ policies and the performance. This study explores the effect of job embeddedness and community embeddedness on creative work performance and intentions to leave of young teaching staff in academic institutions in Pakistan. In this study, 300 qualified young academics from public and private universities were selected as subjects and asked to complete a questionnaire. Data were collected via mail-survey. A variance-based structural equation (...) model is employed to measure the path model. The results show that the fit-dimension of organizational- and community-embeddedness, along with the moderating effect of organization size and the availability of nearby alternative jobs have a significant impact on improving perceived creative performance and reducing staff turnover intentions. This study suggests that organizations should focus on organizational-fit and community-fit constructs in their nurturing strategies to embed young teachers in their academic institutions. This study also suggests that monetary rewards only are relatively ineffective to improve retention. Hence, public and private sector universities should facilitate meaningful contributions from young teachers in creative work and provide opportunities for social interactions and personal development. (shrink)

Journal of Human Values, Volume 28, Issue 2, Page 115-128, May 2022. Is emotional labour a burden or a boon to service providers who have greater workplace spirituality? We test a moderated mediation model in which emotional exhaustion mediates the conjoint effect of WS and emotional labour on job satisfaction. Linking conservation of resources theory with the mechanism of ‘value congruence’ in person–environment fit theory, we theorize that spiritual values are a key factor in generating necessary resource gains for (...) deep acting due to the value fit of these two motivational vectors. As a boundary condition for use of the benefits of DA, WS can bridge the gap between theoretical assumptions concerning the benefits of DA and the lack of empirical evidence that DA mitigates emotional exhaustion. Concurrently, we challenge the perception of WS as universally beneficial to employees’ wellbeing by proposing that WS amplifies the detrimental effects of surface acting because the externalized and inauthentic nature of this type of emotional regulation transgresses basic spiritual values. Our hypotheses find support in a study of 196 Israeli service providers at inbound call centres. (shrink)

This study viewed students majoring in public relations as prospective public relations practitioners and explored their perceptions about corporate social responsibility (CSR) as their job attraction condition. The results showed that the students perceived CSR to be an important ethical fit condition of a company. One of the significant findings is that CSR can be an effective reputation management strategy for prospective employees, particularly when a company’s business is suffering. In examining the effect of CSR efforts on attitudinal and behavioral (...) outcomes, person–organization (P–O) fit appeared to serve as a mediator between CSR performances and organizational attractiveness. (shrink)

In her short story “Stable Strategies for Middle Management,” Eileen Gunn imagines a future in which Margaret, an office worker, seeks radical genetic enhancements intended to help her secure the middle-management job she wants. One source of the story’s tension and dark humor is dramatic irony: readers can see that the enhancements Margaret buys stand little chance of making her life go better for her; enhancing is, for Margaret, probably a prudential mistake. This paper argues that our positions in the (...) real world are sufficiently similar to Margaret’s position in Gunn’s fictional world that we should take this story seriously as grounding an argument from analogy for the conclusion that radical genetic enhancements are, for us, probably a prudential mistake. The paper then defends this method. When the question at hand is one of speculative ethics, there is no method better fit to the purpose than argument from analogy to speculative fiction. (shrink)

Hypothesized relationships among reports by employees of moral distress, their perceptions of their manager’s behavioral integrity (BI), and employee reports of job satisfaction, stress, job engagement, turnover likelihood, absenteeism, work-to-family conflict, health, and life satisfaction were tested using data from the 2008 National Study of the Changing Workforce (n = 2,679). BI was positively related to job satisfaction, job engagement, health, and life satisfaction and negatively to stress, turnover likelihood, and work-to-family conflict, while moral distress was inversely related to those (...) outcomes. The magnitudes of relationships with job satisfaction, job engagement, and life satisfaction were greater with BI than with moral distress. Moral distress mediated the relationships between BI and the employee outcomes, supporting the view that employee’s perceptions of their manager’s BI might influence the employee’s behaviors as well as their attitudes. (shrink)

This study investigated the reasons that leaders have given for their leader role occupancy. By using a mixed-method approach and large leader data, we aimed to provide a more nuanced picture of how leader positions are occupied in real life. We examined how individual leadership motivation may associate with other reasons for leader role occupancy. In addition, we aimed to integrate the different reasons behind leader role occupancy into the framework of sustainable leader careers and its two indicators: leader’s health (...) and performance. The survey data consisted of 1,031 leaders from various sectors of working life. Qualitative analysis revealed that leaders mention various factors behind their leader role occupancy, resulting 26 themes. After inductive investigation of the data, theory-driven analysis focused on the sustainable career components and agency vs. non-agency. Qualitative data was quantitized based on the theory-driven categories for statistical analysis. Based on the these analysis, we found out that only Affective-Identity MTL predicted all of the studied reasons behind leader role occupancy, whereas the other motivation types did not. All of the reasons for leader role occupancy except non-agentic ones were related to both leaders’ own and their followers’ occupational well-being. Leaders with more person-related and agentic reasons for leader role occupancy experienced better occupational well-being. Person- and context-related and agentic reasons behind leader role occupancy associated also with followers’ occupational well-being, but the associations differed from those of leaders’ well-being: person-related and agentic reasons associated with followers’ exhaustion, but this association was not found among leaders. Our study provided important information for practitioners in the field of human resources and development, as it has shown that if the reasons for leader role occupancy mainly reflect circumstances or other non-person-related reasons, the experienced occupational well-being and person-career fit may remain weak. It is necessary to try to support the leadership motivation for those leaders, or to shape the job description in such a way that it can also offer the experiences of meaningfulness from aspects other than self-realization through a managerial role. (shrink)

Organizational purpose has flourished in the professional management literature, yet despite increased scholarly interest, academic knowledge and empirical research on the topic remain scarce. Moreover, studies that have been conducted contain important oversights including the lack of a clear conceptualization and misinterpretations that hinder the further development and understanding of organizational purpose. In view of these shortcomings, our interview study aimed to contribute to academic and societal conversations on the contemporary meaning and function of organizational purpose considering the voices and (...) perspectives of 44 global experts. Employing template analysis, we defined organizational purpose as “an organization’s reason for being characterized by significance, aspiration, direction, unification, and motivation.” Moreover, we proposed an explanatory conceptual model, including drivers and outcomes of purpose, important boundary conditions, and explanatory mechanisms. Drawing on self-determination theory, person–organization fit theory, job characteristics theory, and conservation of resources theory, we were able to explain how and under what conditions these concepts are related to organizational purpose. In doing so, our research contributes to advancing the knowledge and understanding of organizational purpose and its effects on human lives within and outside organizations. Our study thereby enhances the understanding of the role of organizations in society and helps in evaluating whether organizations take responsibility by living their purpose in the society they are part of. As such, our study provides important insights for theory development, scale development, and further empirical research on organizational purpose and its effects in different streams such as OB, HRM, marketing, leadership, and strategy. (shrink)

Previous studies only considered the impact of personal or environmental factors on intensive smartphone use separately, while largely ignoring the impact of person-environment fit on it. Drawing on the P-E fit theory, we proposed that perceived overqualification, an indicator of person-job misfit, positively affects intensive smartphone use via job boredom, and affective commitment moderates this indirect effect. We examined our hypotheses using four-wave time-lag data of 450 workers from 62 teams. The results revealed that POQ raised job boredom (...) of an individual and thus increased their intensive smartphone use. In addition, when the affective commitment was high, the indirect effect from POQ to intensive smartphone use via job boredom was weaker. The implications, limitations, and future directions of this research were discussed. (shrink)

This study examined the relationship between person–organization (PO) fit on prosocial identity (prosocial PO fit) and various employee outcomes. The results of polynomial regression analysis based on a sample of 589 hospital employees, which included medical doctors, nurses, and staff, indicate joint effects of personal and organizational prosocial identity on the development of a sense of organizational identification and on the engagement in prosocial behaviors toward colleagues, organizations, and patients. Specifically, prosocial PO fit had a curvilinear relationship with organizational (...) identification, such that organizational identification increased as organizational prosocial characteristics increased toward personal prosocial identity and then decreased when the organizational prosocial characteristics exceeded the personal prosocial identity. In addition, organizational identification and prosocial behaviors increased as both personal and organizational prosocial identity increased from low to high. (shrink)

Entrepreneurs with social goals face various challenges; insights into how these entrepreneurs experience and appreciate their work remain a black box though. Drawing on identity, conservation of resources, and person–organization fit theories, this study examines how entrepreneurs’ social value creation beliefs relate to their work-related well-being (job satisfaction, work engagement, and lack of work burnout), as well as how this process might be influenced by social concerns with respect to the common good. Using data from the German Public Value (...) Atlas 2015 and 2019 and the Swiss Public Value Atlas 2017, a three-study design analyzes three samples of entrepreneurs in Germany and Switzerland. Study 1 reveals that entrepreneurs report higher job satisfaction when they believe their organization creates social value. Study 2 indicates that these beliefs relate negatively to work burnout; entrepreneurs’ perceptions of having meaningful work mediate this relationship. Study 3 affirms and extends these results by showing that a sense of work meaningfulness mediates the relationship between social value creation beliefs and work engagement and that this mediating role is more prominent among entrepreneurs with strong social concerns. This investigation thus identifies a critical pathway—the extent to which entrepreneurs experience their work activities as important and personally meaningful—that connects social value creation beliefs with enhanced work-related well-being, as well as how this process might vary with a personal orientation that embraces the common good. (shrink)

Relationships between the behavioral integrity of managers as perceived by employees and employee attitudes (job satisfaction and life satisfaction), well-being (stress and health), and behaviors (absenteeism) were tested using data from the 2002 National Study of the Changing Workforce (n = 2,820). Using multivariate and univariate analysis, perceived behavioral integrity (PBI) was positively related to job and life satisfaction and negatively related to stress, poor health, and absenteeism. The effect size for the relationship with job satisfaction was medium-to-large while the (...) effect sizes with respect to the other variables were small-to-medium. There was no support for the hypotheses that women would perceive lower levels of behavioral integrity and that the strength of the relationships between PBI and the outcomes variables would be stronger among women than among men. (shrink)

As volunteer engagement in non-governmental organizations vary between individuals, it is vital to get to know its predictors. It can be of profit to volunteers and the ones who profit from their activities. The aim of present study was to examine a model explaining volunteer engagement examining volunteer self-efficacy as a mediator and personality traits, job resources as its predictors. Respondents were asked to fill in questionnaires accessible online. Those consisted of demographic questions as well as Ten-item Personality Inventory, and (...) three measures adjusted to volunteer environment: Work Design Questionnaire, General Self-Efficacy Scale, and Work Engagement Scale. Results. Results of hierarchical regression analyses showed that conscientiousness, skill variety and self-efficacy are statistically significant predictors of volunteer engagement. It was shown that the effects of conscientiousness and skill variety on volunteer engagement are mediated by volunteer self-efficacy. (shrink)

The purpose of this study was to assess the relationships among ethical context, organizational commitment, and person-organization fit using a sample of 304 young working adults. Results indicated that corporate ethical values signifying different cultural aspects of an ethical context were positively related to both organizational commitment and person-organization fit. Organizational commitment was also positively related to person-organization fit. The findings suggest that the development and promotion of an ethical context might enhance employees' workplace experiences, and companies (...) should consider adopting ethical policies that support principled conduct, punish unethical actions, and increase individual perceptions of an ethical company environment. (shrink)

A multidimensional measure of ethical culture was examined for its relationship to person–organization fit, ethical intent and organizational citizenship behavior, using a sample of 525 employees from the financial industry in Spain. As hypothesized, relative to studies using unidimensional assessments, our measure of EC was more strongly related to ethical intent and organizational citizenship. Also, significant differences were found in the degree to which each the EC dimensions related to both ethical intent and OCB. Finally, in a first for (...) the literature, we demonstrated the important role of overall P–O fit in connection with EC, ethical intent, and organizational citizenship. Specifically, as hypothesized, P–O fit moderated positively the association between EC and ethical intent, but mediated the EC–OCB relationship. (shrink)

This article advances the theoretical and practical value of workplace spirituality by drawing on person–organization (PO) fit theory and transpersonal psychology to investigate three questions: (a) What antecedents lead individuals and organizations to seek and foster workplace spirituality? (b) What are the perceived spiritual needs of individuals, and how are those needs fulfilled in the workplace? and (c) What are the consequences of meeting spiritual needs as individuals perceive them? Using constructivist grounded theory, analysis of interview data from thirty-four (...) participants located in organizations across the Netherlands, Ireland, the United Kingdom, and Portugal led to development of a workplace spirituality, PO fit model in which we propose reconciling self as a core factor of workplace spirituality. We note how through the process of reconciling self, workplace spirituality is related to meaning making and how an individual perceives their work environment as conducive to self-expression and inner purpose. Practical and theoretical implications are discussed, as are limitations of the study and ideas for future research. (shrink)

Purpose This study aims to explore the potential of mobile assistive technology as a vocational tool for blind workers. Specifically, it investigates: Can MAT-enabled BW to perform better at the workplace and will insight into MAT-enabled capabilities impact employer perception regarding BW employability. Design/methodology/approach Exploratory case study which draws on theories of fit to analyze observational and interview data at an organization familiar with employing, training and referring BW. Findings MAT can increase blind worker job fit, positively impacting their performance, (...) self-reliance and managerial perceptions regarding their employability. Research limitations/implications A conceptual framework is articulated which expands current literature on fit to better account for the assistive potential of mobile technology for differently abled workers. Practical implications The positive impact of MAT on managerial perceptions of BW fit and employability can inform the regimes of employers, job skills trainers, vocational rehabilitation specialists and policy makers. Social implications Insights on the use of MAT as a vocational tool can reduce the systemic workplace disenfranchisement of blind people. Originality/value This paper presents novel theory which accounts for the impact of MAT on the job fit of differently abled workers. (shrink)

Management of meaning inside organizations has been an enduring issue in organization studies. Issues relating to commitment and control through the meaning-making mechanisms have been studied by organization culture theorists for sometime now. However, rapidly changing dynamics of the business environment lend these issues a critical salience today. Two factors of this dynamic context are particularly noteworthy. Firstly, a redefinition of the long-standing employment relationship—loyalty no longer being traded for lifelong employment—has led management to look for alternative sources of gaining (...) commitment from their employees. Second, several factors—socio-cultural, organizational and individual—have led the employees today to explore issues relating to meaning and purpose in their workplaces. Labelled variously by different scholars, the most widely accepted term for this growing movement is ‘Spirituality at Work’ (SAW). In this article we link the two factors to present a framework wherein the emergence of an issue from the private individual domain to the organizational is seen as having the potential of answering concerns of eliciting commitment from employees in a turbulent environment. However, the SAW movement is accompanied by vigorous debates about the concept itself and on how it is to be studied. In the course of this article we present the central conceptual debates that have characterized the SAW discourse to emerge with three definitional themes to understand and study SAW, and then argue for utilizing the person–organization fit lens to study SAW. We end with a conceptual framework that would enable researchers to make a comprehensive study of the elusive phenomenon of SAW. (shrink)

With the knowledge that team work is not always associated with high(er) performance, we draw from the Multi-Level Theory of Psychological Contracts, Person-Environment Fit Theory, and Optimal Distinctiveness Theory to study shared perceptions of psychological contract (PC) breach in relation to shared perceptions of complementary and supplementary fit to explain why some teams perform better than other teams. We collected three repeated survey measures in a sample of 128 respondents across 46 teams. After having made sure that we met (...) all statistical criteria, we aggregated our focal variables to the team-level and analysed our data by means of a longitudinal three-wave autoregressive moderated-mediation model in which each relationship was one-time lag apart. We found that shared perceptions of PC breach were directly negatively related to team output and negatively related to perceived team member effectiveness through a decrease in shared perceptions of supplementary fit. However, we also demonstrated a beneficial process in that shared perceptions of PC breach were positively related to shared perceptions of complementary fit, which in turn were positively related to team output. Moreover, best team output appeared in teams that could combine high shared perceptions of complementary fit with modest to high shared perceptions of supplementary fit. Overall, our findings seem to indicate that in terms of team output there may be a bright side to perceptions of PC breach and that perceived person-team fit may play an important role in this process. (shrink)