• Title/Summary/Keyword: Person-environment fit

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The Influence of Organizational Collectivism and Individualism on Affective Commitment: Comparative Study of Korea and China (개인주의-집단주의 성향이 개인-환경 적합성과 정서적 조직몰입에 미치는 영향에 관한 한국·중국 비교연구)

  • Han, Su Jin;Gao, Aina;Kang, Sora
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.16 no.9
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    • pp.5968-5981
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    • 2015
  • In Korean companies, traditional collectivism have been merged into individualism caused by meritocracy. In order to better understanding about change of cultural characteristics, we examine the relationship between collectivism / individualism and person-environment fit. The data was obtained from 203 employees working in 5 Korean company and 173 employees in 4 companies in China. Results confirmed that collectivism increases employee's person-environment fit (person-organization, person-supervisor, person-coworker) and further leads to high levels of affective organizational commitment. The moderating roles that individualism play upon the relationships between collectivism and person-environment fit (person-organization, person-supervisor, person-coworker) were also investigated. Results confirmed that individualism enhance the impact collectivism has upon person-environment fit. In addition, this study found the significantly difference between Korea and China in effect of collectivism on person-environment fit. Lastly, the study also has explored theoretical and practical implications and the limitations of this research as well as the future directions of research.

Person-Environment Fit, Work Stress and Satisfaction of Elderly People under Participation in Job Activities : Moderating Effects of Self-Efficacy (직업활동 참여노인의 개인-환경 적합성과 업무 스트레스 및 만족도 : 자아효능감의 조절효과)

  • Seo, Kyung-Jo;Cho, Sung-Sook
    • The Journal of the Korea Contents Association
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    • v.13 no.7
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    • pp.248-264
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    • 2013
  • This study analyzed the differences of the person-environment fit, work stress and work satisfaction according to a demographic factors of elderly people under participation in job activities. And this study analyzed the relationship of the effects on person-environment fit, work stress and work satisfaction as well as the moderating effects of self-efficacy. The survey was conducted from February 15 to March 20, 2013 among the male taxi drivers aged 60 or older in the Seoul areas, and 358 responses were used in the data analysis. As a results, there were partially differences in the person-environment fit, work stress and work satisfaction according to a demographic factors. The person-environment fit had a negative impact on work stress, but it had a positive impact on work satisfaction. In addition, the self-efficacy had a moderating effects in the relationship of the person-organization fit and work stress.

The Effect of Person-Evironment Fit(Person-Job Fit, Person-Organization Fit, Person- Supervisor Fit) and Job Embeddedness on Turnover Intention in Clinical Nurses' (임상간호사의 개인-환경적합성(개인-직무적합성, 개인-조직적합성, 개인-상사적합성)과 직무착근도가 이직의도에 미치는 영향)

  • Kwon, Jeong-Ok;Kang, Jung-Mi
    • Journal of the Korea Convergence Society
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    • v.10 no.3
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    • pp.307-317
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    • 2019
  • The purpose of this study was to identify the effect of person-environment fit and job embeddedness on turnover Intention. The subjects conveniently extracted 150 nurses who work at 2general hospitals in B and U metropolitan cities for more than six months, and Analyses were made using the SPSS WIN 20.0 and AMOS 21.0 programs to identify the causal relationship between person-job fit, person-organizational fit, person-supervisor fit, job embeddedness and turnover Intention. As a result, the variables with direct effect and total effect on job embeddedness showed personal-job fit, personal-organizational fit, person-supervisor fit and explained 76.3% of the job embeddedness. The most significant direct effect on turnover intention was job embeddedness and personal-job fit, personal-organizational fit, Person-supervisor fit showed indirect effect, and job embeddedness explained 36% of the turnover intention. In conclusion, if the personal-job fit, personal-organizational fit, and personal-superior fit of the clinical nurse are improved, the job embeddedness are improved turnover intention will decrease and the turnover rate will be decreased. In addition, it is necessary to study various factors affecting the turnover intention of person-environmental fit on nurses.

The Effects of Internal Market Orientation on Service Providers' adaptive service behavior : Serial Multiple Mediation Effects of Person-Environment Fit and Work Engagement (내부시장 지향성이 서비스 제공자의 적응적 서비스 행동에 미치는 영향: 개인-환경 적합성과 직무열의의 연속다중매개효과)

  • Lee, Myoung-Soung;Kim, Gi-Dae
    • Journal of Service Research and Studies
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    • v.13 no.4
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    • pp.24-46
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    • 2023
  • This study sought to examine how internal market orientation of service organizations affects the service providers' adaptive service behavior and to determine what psychological processes go through for this purpose. To achieve this purpose, based on previous research, a research model was set up to predict that internal market orientation of service organizations will increase service providers' adaptive service behavior by continuously mediating the psychological processes of person-environment fit and work engagement. To test the hypothesis, a survey was conducted and data were collected from nutritionists at consignment catering companies located in Busan and Gyeongnam. As a result of testing the hypotheses proposed in this study's research model, internal market orientation increased person-job fit and person-organization fit, which are key elements of person-environment fit. And, it was confirmed that person-job fit and person-organization fit have a positive effect on work engagement. Additionally, work engagement improved service providers' adaptive service behavior. Lastly, this study confirmed that the influence of internal market orientation on adaptive service behavior is continuously mediated by person-environment fit and job enthusiasm.

The Impact of Self-Efficacy on Nurses' Well-Being: Does Digital Competence Matter?

  • Li, Yali;Jing, Qi;Feng, Taiwen;Yang, Xiaoling
    • Journal of Korean Academy of Nursing
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    • v.53 no.4
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    • pp.385-396
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    • 2023
  • Purpose: Drawing on person-environment fit theory and social cognitive theory, this study aimed to examine how self-efficacy affects nurses' workplace well-being via person-job fit and the moderating role of digital competence. Methods: A two-wave survey was conducted to collect data. Data were collected from six hundred and ninety-five nurses at three Chinese hospitals between May 2022 and September 2022. We employed hierarchical regression analysis and bootstrapping to analyze the data. Results: Self-efficacy positively influenced person-job fit (β = .55, p < .001), which positively affected nurses' workplace well-being (β= .32, p < .001). Person-job fit mediated the effect of self-efficacy on nurses' workplace well-being. Additionally, digital competence strengthened the positive impact of self-efficacy on person-job fit (β = .12, p < .001). Conclusion: Recruiting nurses with both self-efficacy and digital competence benefits hospitals. It is critical for nurses to improve their digital competence for achieving person-job fit and attaining workplace well-being in the post-coronavirus disease 2019 (COVID-19) era.

The Effect of Career Planning on Subjective Career Success of Organization Employees: Mediating Effects of Person-Organization Fit and Person-Job Fit (직장인의 경력계획이 주관적 경력성공에 미치는 영향: 개인-조직적합성과 개인-직무적합성의 매개효과)

  • Kim, Dongyoun;Jin, Sungmi
    • Journal of vocational education research
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    • v.37 no.1
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    • pp.31-53
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    • 2018
  • Uncertainty of career environment driven by globalization and shift of employment context drives heavy competition of labor market and anxiety of employment for individuals. New career paradigm based on this environmental change puts emphasis on subjective career success from individual's viewpoint as important career outcome and individual's proactive career development efforts. In addition to this, importance of person-environment fit and person-job fit is growing in relationship between career planning and career success. Based on this perspective, this study aims to identify whether person-environment fit and person-job fit mediate the relationship between career development and subjective career success. Data analysis of questionnaire from 220 employees showed that both fits mediate the relationship. This result implies that individual's proactive career planning is critical to career success and this strengthens one's satisfaction to organization and job. To organization, strategies need to be developed to design career development of employees' based on their career needs and organizational intervention such as job-rotation system.

The Effect of Person-Job Fit on Job Performance : Mediating Effect of Work Engagement and Moderating Effect of Work Meaning (개인-직무 적합성과 직무성과의 관계에 대한 직무열의의 매개효과와 일의 의미의 조절된 매개효과 연구)

  • Shin, In-kyu;Jung, Sung-cheol
    • Journal of Venture Innovation
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    • v.3 no.2
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    • pp.77-93
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    • 2020
  • The purpose of this study is to investigate the effect of person-job fit on job performance. In the process, the moderating effect of the meaning of work and the mediating effect of work engagement was investigated. For this purpose, survey data were collected from 304 employees working at the company organization and analyzed using correlation and regression analysis. The summary of the study is as follows. First, there is a significant correlation between realistic person-job fit and perceived person-job fit. Second, perceived person-job fit is a significant predictor of job performance. Third, there is a mediating effect of work engagement in the relationship between person-job fit and job performance. Fourth, there is a moderating effect of the meaning of work in the relationship between person-job fit and work engagement. This study demonstrates the correlation of realistic and perceived person-job fit, which has not been studied in Korea before. It was found that person-job fit influences job performance through mediating emotional variables such as work engagement. From the point of view of organization managers, there is a need to provide a work environment that is appropriate for the characteristics of the employees and to manage how employees perceive person-job fit. In particular, it is necessary to support employees to recognize that their work promotes their growth and contributes to the public good. Finally, the limitations of the study and future research tasks were proposed.

The Effects of the Business Ethical Value upon Person-organization Fit, Job Satisfaction, Turnover Intent and Organization Performance;The Employees of Family Restaurant and Feeding Facility (기업의 윤리적인 가치와 종사원의 개인조직적합성, 직무만족도, 이직의도 및 조직성과의 인과관계에 관한 연구;패밀리레스토랑과 단체급식 종사원을 대상으로)

  • Jung, Hyo-Sun;Yoon, Hye-Hyun
    • Journal of the Korean Society of Food Culture
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    • v.23 no.2
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    • pp.139-151
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    • 2008
  • The purpose of this study was to determine the empirical cause-effect relationships among business ethical values and person-organization fit, job satisfaction, turnover intent, and organizational performance within family restaurants and feeding facilities. Self-administered questionnaires were completed by 459 restaurant employees. The SPSS and Amos programs were then applied to the data to perform frequency, factor, reliability, correlation and SEM analyses. The primary results are as follows. First, business ethical values had a significant positive effect on person-organization fit. Second, person-organization fit had a significant positive effect on job satisfaction, and a significant negative effect on turnover intent. Third, job satisfaction had a significant positive effect, and turnover intent had a significant negative effect, on organizational performance. Finally, upon verifying the possible direct and indirect effects of business ethical values within family restaurants and feeding facilities, it was determined that the ethical values had significant direct and indirect effects on person-organization fit, job satisfaction, turnover intent, and organizational performance. These findings have various implications. For example, an improved in-house ethical working environment leads to greaterperson-organization fit, and having employees that feel there is better in-house ethical reliability leads to greater consistency between personal and organizational values, resulting in higher job satisfaction and ultimately organizational performance.

The Importance of the University Education System for Trade Workforce: the Person-Organization Fit Perspective

  • Kim, So Yeon;Moretti, Raul
    • THE INTERNATIONAL COMMERCE & LAW REVIEW
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    • v.56
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    • pp.57-76
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    • 2012
  • As globalization accelerates and the trade environment rapidly changes, a more prepared trade workforce is required for the business world. The trade department is an important educational institution that educates and trains future trade talent. Thus, in the evolving trade environment, their role has significant implications for the economic growth of Korea. The present paper is a comparative study of the importance of the university education system in terms of the trade work force through the Person-Organization fit (P-O fit) perspective. We observe that the American trade education system is more oriented to meet and reflect the needs from the real world. It contains a support structure through various governmental organizations that offer financial incentives as well as educational opportunities through internships and other hands-on experiences. The trade education systems in universities in Korea are still static by comparison and are recommended to implement changes that will give students more practical exposure to trade. The governmental and business sectors are also encouraged to support universities in achieving these goals through building a strong cooperative network with university trade departments.

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The Effect of Organizational Memory Affordance and Person-Job, Person-Organization Fit on Organizational Performances : Mediating Absorption Capacity (조직 메모리 제공과 개인-직무, 개인-조직 적합성이 조직성과에 미치는 영향 : 흡수역량을 매개로)

  • Kwon, Jae-Hyeon;Seo, Young-Wook
    • The Journal of the Korea Contents Association
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    • v.20 no.8
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    • pp.274-284
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    • 2020
  • In the era of the Fourth Industrial Revolution, the level of data-efficient utilization greatly affects the performance of the enterprise. This study was to verify the effect on organizational performance and the absorption capacity as a mediate, depending on person-job fit and person-organization fit in organizational memory affordance. According to a survey of 317 employees of large, medium and small businesses, organizations that have sufficient organizational memory have had a positive impact on both person-job fit(PJF) and person-organization fit(POF), and also on absorption capacity. In addition, the organizational memory affordance had a positive effect on absorption capacity by mediating the POF. PJF and POF had a positive effect on management performance, but only POF when mediating absorption capacity showed a positive influence relationship. This study is meaningful by comprehensively empirical analysis of the organizational IT construction environment and the members' perception of organization and job as a leading factor in absorption capacity, and simultaneously demonstrating the impact on organizational performance.