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Article
Publication date: 29 August 2022

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…

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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

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 11 no. 2
Type: Research Article
ISSN: 2049-3983

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Article
Publication date: 6 August 2019

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…

736

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

Personnel Review, vol. 48 no. 6
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 30 December 2024

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…

52

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.

Details

Management Decision, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0025-1747

Keywords

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