69 Results Found

The turnover of faculty members is a pressing problem that has adversely affected the performance and productivity of higher education institutions. The purpose of this study is to examine the direct effect of person-organisation fit (POF) and person...

This study examined the effect of service employees’ resilience on deep acting in the job demands–resources model (JD-R model). It set and verified person–job fit and work engagement as double-mediation factors between service emplo...

This study aims to provide critical managerial implications for human resource (HR) practitioners at private-sector organizations from an emerging economy perspective. The study helps to optimize organizational commitment in the assessment of work–li...

Online recruitment platforms are transforming talent acquisition paradigms, where a precise person-job fit plays a pivotal role in intelligent recruitment systems. However, current methodologies predominantly rely on coarse-grained semantic analysis,...

The purpose of this study is to explore the causal system between entrepreneurial leadership and turnover intention of employees by examining the mediating effect of affective commitment and the moderating effect of person-job fit in start-ups. A qua...

This study explores the dynamics of organizational politics, employee resilience, person-job fit, and turnover intentions among health workers in Ghanaian public and private hospitals, all under the framework of the person-environment fit theory. The...

A plethora of research has extolled the benefits of public service motivation (PSM) in public organizations. However, much less empirical attention has focused on its relationship to work stress. Even though it has been theorized that high levels of...

This study examines the impact of work-life balance (WLB) practices concerning academics’ turnover intention, person-job fit (PJF), and PJF’s relationship with academics’ intention to leave their jobs. The study further investigates person-job fit as...

Retaining and maintaining adequate academic talents are the primary discourse topic among corporate executives and human resource specialists. Academic institutions are struggling to attract and retain top talents due to the increasing academic turno...

This study investigates and interprets the role of growth organizational culture (GOC), person–organization fit (POF) and job satisfaction (JS) in predicting hospital performance (HP). This research adopted a quantitative methodology using data...

Multigenerational employees can evidently impact human resource management practices in terms of effective employee retention. Arguably, a high turnover intention of young employees can hinder a company’s human resource development, while a hig...

Polychronicity refers to the preference of some individuals to structure their time in order to deal with multiple tasks simultaneously in a short period of time. Past research regarding the correlation between individual polychronicity and performan...

Modern workplaces increasingly use algorithmic management practices (AMPs), which shape task assignment, monitoring, and evaluation. Despite the potential benefits these practices offer, like increased efficiency and objectivity, their impact on work...

The study assesses a model designed to investigate the mediating impact of psychological empowerment, job crafting, and proactive personality, and to examine the moderating influence of person–organization fit on the relationship between ethica...

This study tested the effect of person–organization fit (P-O fit) in mediating the link between job satisfaction and hospital performance with income as a moderator. A questionnaire survey was conducted on 301 physicians from two public hospita...

This article concerns the newly developed construct—EDC (Employees’ Dynamic Capabilities)—and the mechanism of its influence on the job performance of contemporary employees aiming to contribute to the sustainable development of org...

Despite the growing evidence that public service motivation (PSM) is an important source of employee outcomes, there is still a dearth of empirical evidence on whether it stirs one’s willingness to share learned knowledge with other members of an org...

For an organization to become sustainable, it is essential to keep employees engaged in their jobs with enthusiasm. Thus, this study presents and tests an integrative model of job engagement. Based on Kahn’s model, we adopted person–job f...

Nowadays, post-90s employees are becoming the main cohort within organizations in China. They are considered to have strong self-awareness, weak collective consciousness, and low work motivation, making it difficult for managers to improve their job...

The purposes of this study were to test the direct and indirect effects of person–organisation fit (POF) and examine how self-efficacy (SE), resilience (RES) and job satisfaction (JS) acted as full or partial mediations between POF and employee...

Within the demographic shifts associated with an aging society, the provision of informal unpaid care for relatives may affect the goal orientation and well-being of an increasing proportion of employees in the workforce. A significant gap in the man...

This study investigated the moderating effects of person–corporate social responsibility (CSR)-fit for the relationships between CSR participation and job satisfaction, organizational identification, and organizational commitment. The study was condu...

Given the ubiquitous nature of mobile devices and information and communication technologies (ICT), after-hours work-related interruptions (AHWI) occur anywhere and anytime in China. In the current study, an alternative person–environment (P-E)...

This study aims to offer a design for the cognitive calibration of employees’ work behaviors. The study focuses on fostering sustainable behavioral patterns in the workplace by arguing that, to sustain the cognitive maintenance of workplace beh...

With the burgeoning “war for talent”, attracting the right workforce has become a major key checkpoint for a firm’s sustainability. The main purpose of this study was to predict prospective employees’ organizational attraction by integrating person–o...

Although public service motivation (PSM) has been extensively studied for decades, its theoretical pathways to job satisfaction (JS)—a central determinant of public institution performance—remain insufficiently articulated. This study fil...

As the study of servant leadership expands beyond theoretical exploration, empirical research continues to validate the positive effect of servant leadership behaviors and attitudes on diverse follower and organizational measures. This study expands...

While there are many empirical studies of psychological ownership, there are few that examine the origins of it. Why do people develop feelings of ownership over various entities in their lives? In this investigation we empirically explore the role p...

The authors would like to make the following corrections about the published paper [1]:(1)Addition of authors [...]

Grounded in the person–environment fit theory and an identity-based perspective, this study investigated the relationship between perceived overqualification and knowledge hiding, focusing on the mediating role of future work self-salience and...

Knowledge workers are highly valued by organizations, but there is a lack of evidence about the role of work engagement in the satisfaction and performance of these workers. Harmonization and Person–Job Fit theory state that workers who have similar...

Limited research has evaluated the performance of physical education (PE) teachers. This study aimed to use person-environment fit and organizational support to evaluate PE teachers’ work performance using multilevel analysis. The relationship...

This study examines the impact of perceived overqualification (POQ) on employee negative megaphoning behaviours, focusing on the mediating roles of work-related stress and job embeddedness. A mixed-methods design was employed across two complementary...

Job Crafting has been proposed as a new perspective, consisting in a bottom-up strategy to achieve person–job fit by emphasizing employees’ active participation and spontaneous change in job design, which is specifically adequate for olde...

This study examined the effect of the fit between personality (i.e., openness to experience) and core job characteristics (i.e., skill variety, task significance, and task identity) on job crafting. We collected survey data from 200 college students...

The hospitality sector is undergoing a rapid digital change due to smart technology and artificial intelligence. This presents both possibilities and problems for the development of sustainable innovation. Yet, little is known about how leaders&rsquo...

Drawing upon person-environment fit, specifically demands–abilities fit, this paper examines the impact of hospitality employees’ cultural intelligence (CQ) on their voice behavior and job satisfaction. Data were collected from domestic c...

The current study aimed to scrutinize roles of work engagement as a mediator in the relationships between job and personal resources and employees’ outcomes, namely job performance and turnover intention, specifically focusing on testing the es...

The match between employees and their vocations, jobs and organizations has been the focus of the majority of past person-environment fit research. The compatibility between individuals and their work team environments is a more recently recognized,...

Computing software plays an essential role in almost every sector of the digital age, but the process of efficient software development still faces several challenges. Effective software development methodology can be the difference between the succe...

This study examines job performance among judo referees through the lens of personality traits during World Judo Tour events from 2018 to 2022. Sixty-three referees completed an online questionnaire including the Big Five Inventory (BFI) and the Cond...

In this study, we examine employees’ perceptions of their work ability from a sustainable career perspective. Specifically, we investigate the role of a person’s perceived current fit (i.e., autonomy, strengths use and needs-supply fit),...

Workplace procrastination is widespread in the public sector and has severe negative implications. However, research specifically focusing on workplace procrastination among civil servants remains scarce. Drawing on the person–environment (P&nd...

Projective techniques rely on a stimulus to elicit from respondents projections of their beliefs onto other people or objects, thus reflecting their own perceptions, feelings and motivations. In this work, the job-sorting technique, in combination wi...

Background: The Minnesota Satisfaction Questionnaire is a widely recognized and used self-reporting instrument designed to measure a person’s satisfaction with various aspects of their job, as well as to provide comparative values regarding gen...

Background: This study aimed to identify the association between occupational stress and depression-well-being by proposing a comprehensive and flexible job burden-capital model with its corresponding hypotheses. Methods: For this research, 1618 vali...

We analyze burnout in a sample of commercial workers in Spain and its relationship with sociodemographic variables, personality, and concern about the influence of the COVID-19 pandemic on their jobs through a cross-sectional design. Participants (n...

Organizations are questioning the effectiveness of one-size-fits-all leadership approaches in managing and developing employees. This article proposes that leaders can support employees in crafting their work experience. By integrating the behavioral...

This study examined the relationships among self-reported health, daily positive mood, and daily emotional exhaustion among employees in health and fitness clubs using residual dynamic structural equation modeling (RDSEM). A questionnaire was complet...

As organizations continue to respond to the existential challenge that is climate change, the extent to which employees engage in environmental sustainability is critical to that response. This study introduces new measures of pro-environmental emplo...