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Article
Publication date: 7 July 2020

Nishant Uppal

Drawing on the interactionist approach and interest alignment theory, this study aims to examine the mediating effects of three dimensions of person environment fit – person

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Abstract

Purpose

Drawing on the interactionist approach and interest alignment theory, this study aims to examine the mediating effects of three dimensions of person environment fit – person–organisation fit, person–job fit and person–supervisor fit – on the relationship between high-performance human resource practices (HPHRP) and firm performance.

Design/methodology/approach

Survey data obtained from 3,014 employees of research and development units and 721 senior HR executives and top management team members belonging to 274 Indian-based pharmaceutical firms is analysed to investigate a mediated pathway between HPHRP and firm performance.

Findings

The findings of the current research established that HPHRP was positively and significantly related to person–organisation fit, person–job fit and person–supervisor fit, and this facilitates firm performance and curtails employee turnover.

Originality/value

The current work firmly establishes a link between human resource management with firm performance using interactionist approach. Implications of the study to theory and practice are discussed.

Details

International Journal of Manpower, vol. 42 no. 3
Type: Research Article
ISSN: 0143-7720

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Article
Publication date: 8 May 2017

Yong-Ki Lee, Soon-Ho Kim, Min-Seong Kim and Ho-Seok Kim

Seeking to build a deeper understanding of a higher level of hospitality in terms of employee task performance, this study aimed to explore different person–environment (P–E) fit…

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Abstract

Purpose

Seeking to build a deeper understanding of a higher level of hospitality in terms of employee task performance, this study aimed to explore different person–environment (P–E) fit types and the corresponding effects on hotel employees’ emotions and task performance, evaluated by both the employees themselves and their supervisors.

Design/methodology/approach

Frequency analysis, reliability analysis, confirmatory factor analysis, correlation analysis and structural equation modeling method.

Findings

The results indicated that person–organization fit was associated with emotions toward the organization, the team and the job. However, this study did not provide empirical support for hypotheses that person-team fit affected emotions. Person–job fit was also associated with positive emotions toward the organization and the job, unlike with the team. Organization emotion had positive effects on both task performances, whereas no effect was reported between team emotion and task performances.

Practical implications

The study suggests that hotels’ human resource administrators may want to focus on developing and strengthening P–E fit and emotional responses.

Originality/value

This research illustrates the impact of three types of P–E fit on self-rated and supervisor-rated performance and examines the significant mediating role of three types of emotion.

Details

International Journal of Contemporary Hospitality Management, vol. 29 no. 5
Type: Research Article
ISSN: 0959-6119

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Article
Publication date: 3 December 2024

Eka Pariyanti, Wiwiek Rabiatul Adawiyah and Siti Zulaikha Wulandari

The main objective of this study is to assess kinship employee engagement as a mediating variable in the relationship between person–organization–fit (P-O Fit) and person–job–fit…

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Abstract

Purpose

The main objective of this study is to assess kinship employee engagement as a mediating variable in the relationship between person–organization–fit (P-O Fit) and person–job–fit with turnover intention.

Design/methodology/approach

This research was conducted at creative industry micro, small and medium enterprises (MSME) in Yogyakarta, Indonesia. The number of respondents was 331 MSME employees. The distribution of questionnaires was carried out using offline and online systems through direct questions and Google forms. The data analysis tool used was structural equation modelling.

Findings

The findings of this study revealed that kinship employee engagement is proven to mediate the relationship between P-O-fit and P-J-fit on turnover intention.

Research limitations/implications

This research provides a new perspective on social exchanges, namely, exchanges that are intangible based on the relationship between employees, leaders and owners of micro and small medium enterprises (MSMEs) in the form of kinship employee engagement. Employees who feel P-O Fit and P-J fit with their organizations will exhibit positive behavior in the form of kinship employee engagement.

Practical implications

The first practical implication is that MSME superiors/owners must pay more attention to P-O fit; one way to do this is to assess P-O fit at the recruitment and selection stage. This may be useful for organizations that hire and retain employees whose goals and values closely match those of the organization. With regard to the P-J fit relationship, and turnover intention, which turns out to have a negative relationship, this finding has implications for the formulation of policies that should not only focus on increasing the knowledge, skills and abilities of employees but also on fulfilling their wishes. For example, providing employees with training, self-development opportunities, flexible working hours and competitive salaries will strengthen their level of compatibility with their jobs, which in turn will reduce the willingness of employees to leave their jobs.

Social implications

In social practice, kinship employee engagement can be applied to MSMEs. When MSME owners have limited funds, facilities, etc., to bind employees, they can apply kinship to employees so that they are more attached to MSMEs.

Originality/value

This study is among the first to introduce a new construct (kinship employee engagement) which is an extension of the engagement construct that is more specific and follows the MSME context, and is the first study to propose kinship employee engagement as a mediating variable in the relationship between P-O-fit and P-J-fit on turnover intention.

Details

Industrial and Commercial Training, vol. 57 no. 1
Type: Research Article
ISSN: 0019-7858

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Book part
Publication date: 8 August 2005

Anthony R. Wheeler, M. Ronald Buckley, Jonathon R.B. Halbesleben, Robyn L. Brouer and Gerald R. Ferris

“Fit” as a human resources decision criterion has emerged as an active body of research in recent years, but its “elusiveness” as a scientific construct, noted more than a decade…

Abstract

“Fit” as a human resources decision criterion has emerged as an active body of research in recent years, but its “elusiveness” as a scientific construct, noted more than a decade ago by Judge and Ferris, still remains. To best address this issue, this chapter proposes an integrative theory of multidimensional fit that encompasses five relevant (and distinct) streams of current fit research: Person-Organization Fit, Person-Vocation Fit, Person-Job Fit, Person-Preferences for Culture Fit, and Person-Team Fit. It is proposed that these five dimensions of fit relate to an individual's self-concept; moreover, an individual assesses multidimensional fit utilizing a social cognitive decision-making process called prototype matching. By assessing fit across multiple dimensions, an individual can both gain a social identity and expand the self-concept, which explains the motive to fit. Testable propositions are formulated, and implications for multidimensional fit across the employment lifecycle are discussed. Furthermore, directions for future fit research are provided.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-0-76231-215-3

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Book part
Publication date: 19 June 2019

Michael Schandorf

Abstract

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Communication as Gesture
Type: Book
ISBN: 978-1-78756-515-9

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Article
Publication date: 12 July 2011

Fatma Nur Iplik, Kemal Can Kilic and Azmi Yalcin

The purpose of this research is to examine the simultaneous effects of person‐organization (P‐O) and person‐job (P‐J) fit on job attitudes of five star hotels' managers in Turkey.

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Abstract

Purpose

The purpose of this research is to examine the simultaneous effects of person‐organization (P‐O) and person‐job (P‐J) fit on job attitudes of five star hotels' managers in Turkey.

Design/methodology/approach

Data were collected from managers of five star hotels via a web‐based questionnaire. According to the data of Ministry of Culture and Tourism, Turkey has 299 ministry licensed five star hotels. Of the 299 hotel managers, 158 (52.8 percent) have participated in the research. Correlation and regression analyses were used to test the predicted relationships.

Findings

The findings in this paper indicate that P‐O/P‐J fit positively related to organizational commitment, job motivation and job satisfaction, and according to correlation analyses results, negatively related to organizational stress level of hotel managers.

Research limitations/implications

The findings contribute to an improved understanding of the influence of P‐O and P‐J fit on job attitudes of hotel managers. Results may not generalize to other cultural or national contexts.

Originality/value

Most past research has assessed only one type of fit, without controlling for the other. This paper has contributed to the literature by investigating the combined effects of P‐O and P‐J fit on organizational commitment, job motivation, job satisfaction, and organizational stress of managers in a five star hotel context. Managerial and theoretical implications of research findings are also discussed. This paper contributes to the literature by being one of the first to examine the effects of two different types of person‐environment fit on job attitudes of Turkish hotels' managers.

Details

International Journal of Contemporary Hospitality Management, vol. 23 no. 5
Type: Research Article
ISSN: 0959-6119

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Book part
Publication date: 22 August 2017

Nirbhay Mishra

In this chapter, I analyze the notion of corporate responsibility from the person-centric perspective. I offer a four-dimensional exposition in terms of which I examine the…

Abstract

In this chapter, I analyze the notion of corporate responsibility from the person-centric perspective. I offer a four-dimensional exposition in terms of which I examine the corporate moral personhood view. These four dimensions are explained and critiqued to arrive at a definition of moral responsibility and status appropriate to corporations. I suggest that a corporation cannot be construed as a person in the sense in which individuals are persons. Since a corporation cannot be an independently existing entity, it cannot have an independent moral personality of its own as individual persons have. Therefore, I argue that a reasonable construal of corporate moral personhood has to exploit a different point of view altogether. With this difference of standpoint, I develop what is called the institutional personhood view. I argue that corporations do acquire a sort of collective institutional moral personality.

Details

Modern Organisational Governance
Type: Book
ISBN: 978-1-78714-695-2

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Article
Publication date: 1 February 1993

Jan Mattsson

It is evident that, in many countries, banking is in the process ofsignificant structural change. Deregulation in the 1980s has led toincreased competition among banks. By mimetic…

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Abstract

It is evident that, in many countries, banking is in the process of significant structural change. Deregulation in the 1980s has led to increased competition among banks. By mimetic strategic behaviour banks have tried to expand credit volume. Among other factors, a lack of controls, perverse incentives and a changing internal bank culture have led to a severe crisis in Nordic banking systems. Reports a study of how this banking behaviour came about, conducted in a large Swedish bank in jeopardy. Several loan‐granting processes were studied by generating unrestricted verbal material from participant bank officers. By abstracting qualitative aspects (variables) from these materials, different underlying evaluative structures were elicited depending on which persons were being evaluated. Based on the evidence found, forwards suggestions to improve the personality assessments of loan decision officers.

Details

International Journal of Bank Marketing, vol. 11 no. 2
Type: Research Article
ISSN: 0265-2323

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Article
Publication date: 2 May 2023

Julia Wdowin

The aim is to contribute to the personalist economics research agenda by exploring how personalist thought can theoretically inform the question of well-being and its measurement.

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Abstract

Purpose

The aim is to contribute to the personalist economics research agenda by exploring how personalist thought can theoretically inform the question of well-being and its measurement.

Design/methodology/approach

The paper draws on the work of personalist philosopher Emmanuel Mounier. After reviewing relevant aspects of Mounier's political economic thought, the second section considers the conceptual implications for a personalist well-being measure and analyses its key tenets: integrality; heterogeneity; objectivity vs. subjectivity; and autonomy and freedom. The third section consists of a dialogue between Mounier's personalist philosophy and some aspects of Sen's capability approach applied to the issue of well-being measurement, which echoes and parallels some fundamental dimensions of personalist thought.

Findings

Firstly, the conceptual analysis offers preliminary avenues for moving towards measuring well-being using an agent model that aligns more closely with the model of the economic agent as person, as is articulated by personalists and incorporating personalist principles. Secondly, the brief analysis of ways in which aspects of Sen's capability theory dialogue with personalist economic principles demonstrate the potential for personalist principles to be incorporated into welfare assessment theory.

Originality/value

Personalist economics strives to re-think the foundations of economic theory by introducing the acting person as the economic agent, as opposed to the individual. Dissatisfaction with a range of mainstream economic well-being indicators suggests that there is a deficit in the normative and ontological assumptions that underlie conventional welfare economic models.

Peer review

The peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-02-2023-0084.

Details

International Journal of Social Economics, vol. 50 no. 10
Type: Research Article
ISSN: 0306-8293

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Book part
Publication date: 4 September 2017

Douglas Waxman

The purpose of this chapter is to survey and synthesis the literature on: (1) myths and misinformation about persons with disabilities that create attitudinal barriers to…

Abstract

Purpose

The purpose of this chapter is to survey and synthesis the literature on: (1) myths and misinformation about persons with disabilities that create attitudinal barriers to employment, (2) best practices in employing persons with disabilities, (3) the business case for hiring persons with disabilities and (4) corporate social responsibility and disability, in order to distill a model for changing corporate culture for successfully integrating employees with disabilities into an organizations workforce.

Methodology/approach

An extensive review of the above mentioned literature is synthesized and distilled into a model.

Findings

The review indicates a number of best practices to be implemented in order to successfully integrate employees with disabilities into the workforce. These factors have been synthesized into a model to guide employers in affecting corporate cultural change to address the integration of person with disabilities into the organization.

Practical implications

A systematic approach to integration of employees with disabilities, informed by the significant business logic for doing so.

Originality/value

The chapter provides an extensive survey of the literature on disability employment and highlights attitudinal barriers to employing persons with disabilities, the business case and social responsibility case for employing persons with disabilities, the best practices for success and synthesizes these factors into an original model to guide business in cultural change making.

Details

Factors in Studying Employment for Persons with Disability
Type: Book
ISBN: 978-1-78714-606-8

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