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A study of the psychological mechanisms of job burnout: implications of person–job fit and person–organization fit [PDF]
Frontiers in PsychologyJob burnout and work pressure are pivotal concerns in human resource management and workplace mental health, profoundly impacting organizational sustainability and individual well-being. Grounded in the person–environment fit theory, this empirical study quantitatively investigates the psychological mechanisms of person–job fit and person–organization ...
Zeng P, Hu X.
exaly +7 more sources
Temporal issues in person–organization fit, person–job fit and turnover: The role of leader–member exchange [PDF]
Human Relations, 2016 Person–environment fit has been found to have significant implications for employee attitudes and behaviors. Most research to date has approached person–environment fit as a static phenomenon, and without examining how different types of person–environment fit may affect each other.
Corine Boon, Michal Biron
exaly +6 more sources
The influence of person-job fit and person-organisation fit on employees job performance
Journal of Business Management and Accounting, 2012 The objective of this study is to examine the relationship between person-job fit, personorganisation fit and job performance. The study was conducted on employees of MNC status organisations. Questionnaire was administered to 300 respondents, who were technical employees of the organisations.
Khulida Kirana Yahya +3 more
openaire +4 more sources
Comparing person organization fit and person job fit
Journal of Economics and Management, 2016 Although there have been many studies conducted to analyze the effects of person-organization fit (POF) and person-job fit (PJF) on individual outcomes, little is known about which of these fit associates stronger with individual variables (i.e., intention to quit job, IQJ, and perceived individual performance, PIP).
Kadir Ardıç +4 more
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Job Crafting: Older Workers' Mechanism for Maintaining Person-Job Fit. [PDF]
Front Psychol, 2017 Aging at work is a dynamic process. As individuals age, their motives, abilities and values change as suggested by life-span development theories (Lang and Carstensen, 2002; Kanfer and Ackerman, 2004). Their growth and extrinsic motives weaken while intrinsic motives increase (Kooij et al., 2011), which may result in workers investing their resources ...
Wong CM, Tetrick LE.
europepmc +6 more sources
Person–Job Fit and Innovation Behavior: Roles of Job Involvement and Career Commitment [PDF]
Frontiers in Psychology, 2019 Wenyuan Huang
exaly +2 more sources
The Impact of Person-Job Fit, Person-Organization Fit on Job Satisfaction
Journal of Entrepreneurship, Management, and Innovation, 2021 It has been observed in many organizations that some employees feel unsatisfied with their work, the justification behind the dissatisfaction could be due to various reasons such as skills and abilities of an employee if not match with the job or task requirements or the work assigned is not according to individual capabilities.
Sheeraz Shah, Mehlab Ayub
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Linking Empowering Leadership and Employee Work Engagement: The Effects of Person-Job Fit, Person-Group Fit, and Proactive Personality [PDF]
Frontiers in Psychology, 2018 Yahua Cai
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ACM Transactions on Management Information Systems, 2018 This chapter presents the seven motivational gifts from Romans 12 as dimensions of person–job fit. Each motivational gift is explained. Following the explanations is information about the instrument to measure the seven motivational gifts and information about profiles of the gifts.
Chen Zhu 0003 +6 more
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Business: Theory and Practice, 2020 In relation to the problem of SME productivity, it is necessary to investigate whether there is a problem of mismatch between workers and work and groups and corporate cultural values. This study aims to analyze whether the concept of innovative work behavior can mediate the relationship of person-job fit, person-organization fit and person-group fit ...
Pudjiarti, Emiliana Sri +1 more
openaire +4 more sources