Person Environment Fit

This article primarily aimed to examine the level of influence by Perceived Person Environment Fit Scale (PPEFS) on Employees’ Turnover Intention with their present employers through analyzing the predictors of Perceived Person-Environment Fit Scale (PPEFS), i.e. Person-Supervisor Fit Scale (PSFS), Person-Group Fit Scale (PGFS), PersonOrganization Fit Scale (POFS) and Person-Job Fit Scale (PJFS). Data are collected from 332 employees, has been tested with KMO sampling adequacy (0.862) and Bartlett’s sphericity test (p = 0.000). Data Analysis has been done through Descriptive Statistics, Analysis of Variance (ANOVA), Friedman Rank Test and Structural Equation Model. Results were revealed that the PPEFS is significantly predicted by PSFS, PGFS, POFS and PJFS. Further, results were revealed that Perceived Person-Environment Fit Scale is influencing Employees’ Turnover Intention with their present employers.

Orientation: The continuous growth of employee attrition, especially within the highly skilled talent pool, is becoming increasingly problematic. Therefore, one should continually explore the different factors that impact employee retention and performance. This casts the attention to the person–environment fit and workplace flourishing (WF).

Research purpose: This study explored relationships among person–environment fit, WF, intention to leave (ITL), in-role performance and organisational citizenship behaviour.

Motivation for the study: Disease-driven research heavily outweighs health promotion
research. Therefore, more research is needed regarding positive employee behaviours such as strengths, optimal functioning and flourishing.

Research approach/design and method: A cross-sectional survey design was used with 258 secondary school teachers from two Gauteng districts. The Perceived Fit, Flourishing-at-Work, Turnover Intention, In-Role Behaviour and Organisational Citizenship Behaviour scales were administered. Structural equation modelling and mediational analyses were performed.

Main findings: Results confirmed WF’s three-factor structure. Person–environment fit
positively associated with WF. Workplace flourishing negatively related to ITL, while positively relating to in-role performance and organisational citizenship behaviour. Person–environment fit indirectly affected in-role performance and organisational citizenship behaviour via WF.

Practical/managerial implications: Organisations should continually modify their
strategic frameworks to maintain a healthy balance between individual and environmental characteristics. This will lay the foundation for a favourable work environment. When such an environment is institutionalised, talent retention and performance should follow.

Contribution/value-add: The study results should provide new insight into the relationship between the person–environment fit and WF, as well as the effect it may have on ITL and performance.

This research study was conducted to explore the lived experiences of Seventh￾day Adventist students in non-Adventist institutions. The field of this study limits only
on challenges, coping strategies, effects, and perceptions of 5-8 college students within San Pablo City. It does not cover up comparison between male and female and does not include primary, secondary, and other tertiary level like doctor’s and master’s.
This study employs phenomenology under qualitative method which is used in
understanding lived experiences, perspectives, and opinions of individuals through
interviewing questions. The population and sample of this study revolves in the Seventh-day Adventist students who are studying in non-Adventist schools around San Pablo City. The respondents for this research are ranging from 3-6 students of college level only using homogenous sampling technique. Data gathering are done through interview which include one-on-one and phone call basis.
The interview results are the following findings. Saturday classes is the hardest
challenge faced by the respondents, next is peer pressure among circle of friends. The
coping strategies of these students revolve in mostly adjusting to the activities that do not conform to the Adventist beliefs through asking other projects to be done instead. Secular education does not really affect the academic performance and social perspective but negatively influence the attendance in church weekdays worship meetings. Most fundamental things learned by the interviewees, talk about having enough patience, trust, and strong faith in God.
This study would be beneficial to the Seventh-day Adventist (SDA) association;
as a religious organization, church, family, and institution. These students’ life
experiences can be subject to promote Adventist education from local churches to
districts with the help of Adventist schools. Students’ testimonies would be an
accommodating help to the teachers and mentors’ field of work and improvement.
Significantly, this study can be a reference of the SDA students themselves to choose the best school that will help them grow in every aspect of their lives and use the learned things for a lifetime.

The purpose of this article is to propose the relatively universal modern framework of person-environment interactions. The theoretical grounds, such as K. Lewin’s Field Theory, A. Bandura’s Doctrine of Reciprocal Determinism, and contemporary integral approaches, are presented. Then, the original idea of the integrative-transactional framework for studying complex person-environment interactions is proposed. It includes the person, environment, and behaviour, all engaged in constant bi-directional and reciprocal interactions correlated to the specific mental states. These mental states  such as person-environment fit, place attachment, place identity, place image, sense of place, and place satisfaction, as well as their possible behavioural correlates, are described and discussed. Critical dimensions of the person e.g. demographics, health, cultural influences, personality, knowledge, lifestyle, values, motives, and emotions are explained, conceptualised, and their possible indicators are discussed; so are the dimensions of the environment e.g. formal features, activities, functionality, social milieu, sensory stimulation, symbolic cues, physical coherence, and affordances. In the conclusion, the practical usage of integrative-transactional framework for studying complex person-environment interactions as a generalizable, highly usable and comprehensive conceptual toolbox for a variety of people-environment studies is presented.  Also the need of extensive use of existing concepts rather than creating new, and the necessity to look for parsimony in modelling the people-environment relationships is discussed.

Retail supermarket chains face high turnover that creates costs and compromises customer satisfaction. Turnover intention is influenced by the fit or misfit of employees to the job and the organization , as well as their satisfaction with the job and the commitment to the organization. This paper investigates the relationship of person-job (P-J) and person-organization (P-O) fit with job satisfaction and organizational commitment. A total of 211 questionnaires from employees in the retail supermarket chains in Kosovo were collected. Regression analysis is used to test the relationships between fit constructs and work attitudes as outcomes and their effects on turnover intention. Bootstrap mediation is used to test the direct and indirect effect of fits on turnover intention. Results show that person-job fit and person-organization fit have a significant positive effect on job satisfaction and organizational commitment. All these constructs have a negative effect on turnover intention. P-J and P-O fit have a direct negative effect on turnover intention, which is also partially mediated by job satisfaction and organizational commitment. This paper supports previous evidence that P-J and P-O fit have a positive effect on work attitudes and eventually reduce turnover intention. The direct effect of fits on turnover intention is stronger than the indirect effect, mediated by job satisfaction and organizational commitment.

This study assessed the factors that led students who did not participate in secondary agricultural education programs to the agricultural education teaching major. Findings indicated that these participants were motivated to pursue an agricultural education degree because of their passion for agriculture and youth, and affinity for people and the job. Parents and friends were their biggest influences in pursuing a degree in agricultural education. Their greatest perceived strengths were content knowledge in agriculture, leadership skills, and ability to persevere; their greatest perceived limitation was lack of experience in a secondary agricultural education program. Unfortunately, none of the students secured employment as agriculture teachers. Because these findings are more subjective and personal (P) in nature, future research should investigate more objective measures of the demands from teachers in the workforce (i.e., environment-E).

Organizational socialization is a crucial concept for both employees and employers in order to facilitate the process of employee adjustment. In addition to various results of successful socialization, organizational citizenship behavior is regarded as an important consequence of organizational socialization. This study aims to examine the mediating effect of person-environment fit on the relationship between organizational socialization and organizational citizenship behavior. A cross-sectional study was conducted on 202 white collar employees in Istanbul. The findings revealed that person-environment fit mediates the relationship between organizational socialization and organizational citizenship behavior.

In blended working arrangements (BWAs), employees have discretion over when and where they work. Although BWAs are proliferating worldwide, the lack of predefined temporal and locational structures is unlikely to appeal to every employee. To investigate with whom and when BWAs cause positive reactions, we conducted two experimental vignette studies among full-time employees. In Study 1, we used a 2 (BWAs: yes vs. no) × 2 (development support: yes vs. no) between-subjects design (N = 212) and, in Study 2, a within-subjects design with the same factors (N = 114). Additionally, in both studies, we measured individual differences in autonomy orientation and personal need for structure. Study 1 showed that, relative to traditional working arrangements, BWAs enhance organizational attractiveness and intention to demonstrate organizational citizenship behaviour. In Study 2, in which employees could compare working arrangements, we only found effects of BWAs among employees high in autonomy...

Purpose: This article presents a cognitive framework to study dynamic/adaptive aspects of a collection of popular fit measures used in organisation research, in an attempt to highlight what there is to be gained.

Design/methodology/approach: This paper uses a distributed e-cognition (DEC) framework to examine the current organisational literature of fit measures.

Findings: This paper highlights that most measures have a rather narrow focus and do not address dynamic/adaptive aspects in complex social systems (e.g., organisations). To both provide a way to integrate fit measures and to cover the cognition gap in this literature, this article highlights the need for a more sophisticated measure.

Originality: This paper provides a novel approach to examining organizational fit literature through a distributed (e)-cognitive framework.

Purpose: The aim of the study was to assess the associations leader empowering behaviour have with person–environment fit, job satisfaction and intention to leave.

Design/methodology/approach: A cross-sectional survey design was used with a sample (N = 398) of retail employees from Gauteng. The Leader Empowering Behaviour Questionnaire, Job Satisfaction Scale, Perceived Fit Scale and Turnover Intention Scale were administered. Structural equation modelling was performed to assess the study
hypotheses.

Findings/results: Findings showed that leader empowering behaviour is positively associated with person–environment fit and job satisfaction, whereas it is negatively associated with the intention to leave.

Practical implications: When leaders share the right amount of power, information, decision-making authority and skills development opportunities with their employees; coach them well; and hold them accountable for controllable outcomes, it should enable them to establish a well-fitted, satisfied and committed workforce.

Originality/value: Studies assessing leader empowering behaviour as an antecedent of person–environment fit have been scarce.

Keywords: leader empowering behaviour; person–environment fit; job satisfaction; intention to leave; retail organisation.

Employment trends see work and personal life domains becoming both more integrated (e.g., flexible working) and more segmented (e.g., global careers). Trends toward more extreme segmentation or integration may lead to a greater risk of misfit between employee preferences for and organizational supplies of integration/segmentation. This paper investigates the impact of organizational fit and misfit within a highly segmented occupational context: offshore work. With lengthy rotations away from home, followed by long periods away from work, limited inter-role communications and reduced day-to-day transitions between work and non-work roles, offshore work offers a segmented work-life interface.  Fit and misfit of integration-segmentation preferences with perceptions of organizational integration-segmentation supply were examined among offshore employees, as well as their counterparts working traditional, office-based schedules. Using polynomial regression and response surface analysis, the impact of fit and misfit on work-life conflict, enrichment and organizational commitment was assessed. The data show that misfit resulting from an oversupply of segmentation may result in behavioral work-to-life conflict, associated with the reduced number of transitions between work and home roles, strain-based conflict, and a reduced transfer of resources from work to home resulting in less developmental work-life enrichment and organizational commitment. These findings contribute to existing literature by identifying the impact of misfit resulting from segmentation oversupply on individual and organizational outcomes, emphasizing the need for HR practitioners to recognize the potential for and impact of different forms of misfit within the changing landscape of their own organizational environments.

Résumé
On s'intéresse aux facteurs pouvant inciter les infirmiers à quitter leur profession. Dans ce cadre, la satisfaction au travail apparaît comme un facteur explicatif majeur, dépendant de la place accordée au "rôle propre" infirmier. Par ailleurs, plusieurs études ont mis en évidence l'importance des valeurs concernant la satisfaction au travail. Dès lors, et en référence au concept de représentations professionnelles, on pose que la satisfaction des infirmiers dépend de l'importance du rôle propre dans la représentation de leur fonction, et cela d'autant plus que les valeurs d'Autonomie sont primordiales pour eux. Une étude, réalisée auprès d'infirmiers titulaires et stagiaires, conforte cette approche, soulignant ainsi le rôle crucial de ces valeurs dans la satisfaction des infirmiers.

Abstract
We are interested in factors which can incite nurses to abandon their profession. In this frame, job satisfaction appears as a major explanatory factor, depending on the status granted to nurses' "own role". Besides, several studies show the importance of values concerning job satisfaction. Then, and in reference to the concept of professional representations, we consider that nurses' job satisfaction depends on the importance of the own role in the representation of their function, all the more that Autonomy values are essential for them. A study, realized with registered and student nurses, confirm this approach, so underlining the crucial role of these values for the job satisfaction of nurses.

Abstract This research addresses the impact of incongruence between trait and state power on the link between self-control and prosocial behavior. Past research has established that self-control is a powerful resource for behavioral flexibility, enabling one to execute tough, yet personally rewarding, decisions under challenging circumstances. State-trait power-incongruence may pose a threat on individuals, encouraging self-preservation at the expense of others. In this context, self-control is predicted to be associated with self-serving motives and behavior. The present article offers a first empirical test of this possibility. Two experiments demonstrated that under power-incongruence, self-control was associated with less emphasis on prosocial values (Study 1) and behavior (Study 2). Study 3 demonstrated that self-affirmation counters this effect, supporting the notion that power-incongruence poses a threat to the integrity of the self. Implications and directions for future research are discussed.

The recent growth in self-employment has sparked scholarly interest in why individuals choose and remain in self-employment. Yet, relatively little is known about how self-employed workers enact their daily lives and what this means for their work–life interface. Self-employment is often presented as a means to enhance life choice and as enabling work and nonwork activities to be combined more satisfactorily. However, extant evidence on how self-employment is experienced is mixed, with some studies reporting long and irregular working hours and high levels of stress. Furthermore, the way in which self-employment is experienced may be influenced by national context – economic, institutional and cultural factors. In this paper, we develop a multi-level model which extends existing work on the Person–Environment Fit by incorporating factors relevant to self-employment. The model assists us to understand how contextual factors create both opportunities and tensions which impact the work...

A new, Holland-based Interest Inventory is proposed, intended to facil-
itate the transition from secondary to tertiary education. Specific interest items were designed to grasp activities that are prevalent during tertiary studies, including an Academic-track-scale to assist in the choice between academic and vocational-oriented programs. Interest profile descriptions are complemented by a list of matching study programs. Data from 3,962 students were analyzed to evaluate the
underlying circumplex structure, the criterion validity of the Academic-track-scale and the study program RIASEC codes. It is concluded that the assessment and feedback tools are promising instruments to facilitate the transition to tertiary education.

PurposeThis article presents a cognitive framework to study dynamic/adaptive aspects of a collection of popular fit measures used in organisation research, in an attempt to highlight what there is to be gained.Design/methodology/approachThis paper uses a distributed e-cognition (DEC) framework to examine the current organisational literature of fit measures.FindingsThis paper highlights that most measures have a rather narrow focus and do not address dynamic/adaptive aspects in complex social systems (e.g. organisations). To both provide a way to integrate fit measures and cover the cognition gap in this literature, this article highlights the need for a more sophisticated measure.Originality/valueThis paper provides a novel approach to examining organisational fit literature through a distributed (e)-cognitive framework.

Published by Canadian Center of Science and Education ... An Investigation of Objective Person-Environment Fit: ... Dr Kamarul Zaman Ahmad Senior Lecturer, Faculty of Business & Accountancy, University of Malaya Kuala Lumpur, Malaysia E-mail: ...

Abstract This research addresses the impact of incongruence between trait and state power on the link between self-control and prosocial behavior. Past research has established that self-control is a powerful resource for behavioral flexibility, enabling one to execute tough, yet personally rewarding, decisions under challenging circumstances. State-trait power-incongruence may pose a threat on individuals, encouraging self-preservation at the expense of others. In this context, self-control is predicted to be associated with self-serving motives and behavior. The present article offers a first empirical test of this possibility. Two experiments demonstrated that under power-incongruence, self-control was associated with less emphasis on prosocial values (Study 1) and behavior (Study 2). Study 3 demonstrated that self-affirmation counters this effect, supporting the notion that power-incongruence poses a threat to the integrity of the self. Implications and directions for future research are discussed.

Orientation: The continuous growth of employee attrition, especially within the highly skilled talent pool, is becoming increasingly problematic. Therefore, one should continually explore the different factors that impact employee retention and performance. This casts the attention to the person–environment fit and workplace flourishing (WF).Research purpose: This study explored relationships among person–environment fit, WF, intention to leave (ITL), in-role performance and organisational citizenship behaviour.Motivation for the study: Disease-driven research heavily outweighs health promotion research. Therefore, more research is needed regarding positive employee behaviours such as strengths, optimal functioning and flourishing.Research approach/design and method: A cross-sectional survey design was used with 258 secondary school teachers from two Gauteng districts. The Perceived Fit, Flourishing-at-Work, Turnover Intention, In-Role Behaviour and Organisational Citizenship Behavi...

Despite concerns regarding its relevance, the person-environment fit approach to career counselling assessment remains a popular one in the South African context. This may be due to a lack of awareness of, or regard for, these concerns among career counselling assessment practitioners working in South Africa. This narrative review thus aimed to summarise literature regarding the relevance of the person-environment fit approach to career counselling assessment in South Africa and alternatives to this approach. Keywords were used to search for, and identify, literature on several electronic databases. Additional literature was identified through citations and citing publications in the initial literature obtained. Given the nature of a narrative review, no inclusion, exclusion or appraisal criteria were specified. Based on the review of literature, the following themes and subthemes were identified: questionable relevance of the person-environment approach (inadequate reliability and validity of tests in the South African context, Western-based theoretical underpinnings, language and socio-economic bias, and inadequate norms for the South African context) and alternative directions of career counselling assessment in this context (development of emic tests, qualitative assessment approaches and integrated assessment approaches). The findings suggest that an integrated quantitative-qualitative approach to career counselling assessment may be a feasible alternative to the person-environment fit approach. However, further research and development regarding the person-environment fit approach and other career counselling assessment approaches is required in order to move towards a more relevant career counselling assessment practice in South Africa.