Khaled Lahlouh, Aïcha Oumessaoud and Moustafa Abdelmotaleb
The aim of this study is to investigate the effect of person–environment (P–E) fit, specifically person–organization (P–O) fit, on retirement intentions through a serial mediation…
Abstract
Purpose
The aim of this study is to investigate the effect of person–environment (P–E) fit, specifically person–organization (P–O) fit, on retirement intentions through a serial mediation mechanism mobilizing person–job (P–J) fit and affective organizational commitment as mediators.
Design/methodology/approach
The relationships were examined using the Hayes (2013) serial mediation model. A time-lag approach was adopted, with data collected from managers aged 50 and over working in the French banking sector (N = 204).
Findings
The empirical results show that the P–O fit is both directly and indirectly related to retirement intentions through P–J fit and affective organizational commitment. Nevertheless, the study’s findings show the explanatory power of the authors’ antecedents to predict the two types of retirement considered in this study.
Originality/value
By considering retirement in its plurality this study extends prior research models by examining the mechanisms through which P–O fit influences different retirement intentions.
Details
Keywords
Khaled Lahlouh, Delphine Lacaze and Richard Huaman-Ramirez
The purpose of this paper is to explore the relationship between different categories of person–environment (P–E) fit and two types of retirement intentions (i.e. full retirement…
Abstract
Purpose
The purpose of this paper is to explore the relationship between different categories of person–environment (P–E) fit and two types of retirement intentions (i.e. full retirement and bridge employment).
Design/methodology/approach
Data were collected from a convenience sample of 357 executives aged 50 and over, employed in French private sector companies. Hypotheses were tested using structural equation modeling.
Findings
Perceptions of value congruence at vocational level and needs and supplies fit at organizational and job levels were positively related to the intention to hold bridge employment after retirement. The fit between older worker’s abilities and job demands was positively related to the two types of retirement intentions.
Originality/value
The complexity of retirement transition is taken into account with the introduction of two types of retirement intentions. P–E fit is shown to be an antecedent of career intentions after retirement.
Details
Keywords
Moustafa Abdelmotaleb, Nacef Mouri, Khaled Lahlouh and Sudhir K. Saha
Adopting a followership perspective and drawing upon the literature on perceived support, we provide new theoretical insights into when and why supervisors engage in unethical…
Abstract
Purpose
Adopting a followership perspective and drawing upon the literature on perceived support, we provide new theoretical insights into when and why supervisors engage in unethical behavior with the intention of benefiting a “favorite” follower, referred to as unethical favoritism behavior (UFB).
Design/methodology/approach
We conducted two studies: an experiment and a multi-rater field study. Data were collected and analyzed using AMOS and the Macro process for SPSS.
Findings
We found that a follower’s standing among his or her peers in terms of citizenship behaviors toward their supervisor (i.e. relative organizational citizenship behaviors toward supervisor or ROCBS) has a positive effect on the supervisor’s perception of the follower’s support. The results further reveal that the choice of the supervisor on whether to reciprocate or not the perceived support (triggered by ROCBS) with UFB depends on the supervisor’s competence uncertainty (i.e. the degree of supervisor uncertainty regarding his/her work competencies).
Originality/value
Our findings broaden the way the supervisor–follower relationship has traditionally been investigated in the organizational behavior literature by showing that under certain circumstances, followers’ good behaviors might become an antecedent to supervisors’ unethical acts.