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Purpose: Researchers have studied supervisors' proactive personality in its relationship with employees' attitudes. However, little attention has been given to how employees react to instances of supervisors' proactive behavior. Drawing from P-E fit theory, we propose that the relationship between supervisor weekly taking charge behavior (TCB, the quintessential proactive behavior) and employees' weekly job attitudes depends on employees' proactive personality. Design/methodology/approach: Utilizing a diary study, we investigate how employees' proactive personality moderates the within-person relationship between supervisor TCB and employees' attitudes (measured as job satisfaction and affective commitment). We surveyed 39 employees ten times over ten weeks. Findings: Multi-level analyses partially supported our predictions on the differential effects of weekly supervisor TCB on employees' job attitudes. Supervisors' above-average TCB was significantly related to higher levels of employees' job satisfaction and marginally related to affective commitment for employees with high proactive personality, but not for those with low proactive personality. Supplemental analyses revealed that our results are unique to supervisor TCB and not to supervisor helping behavior. Originality/value: Our study is among the first to utilize a dynamic approach to understand the consequences of supervisors' proactive work behavior in the context of P-E fit research. Our findings will open several fruitful avenues for future research that continue to understand the powerful effects of supervisors' proactivity. [ABSTRACT FROM AUTHOR]

Although housing accessibility is associated with important health outcomes in other populations, few studies have addressed this in a Parkinson's disease population. To determine the most severe environmental barriers in terms of housing accessibility problems and how these evolved over 3 years among people with Parkinson's disease. 138 participants were included (men = 67%; mean age = 68 years). The most severe environmental barrier were identified by the Housing Enabler instrument and ranked in descending order. The paired t-test was used to analyse changes in accessibility problems over time. The top 10 barriers remained largely unchanged over 3 years, but with notable changes in order and magnitude. 'No grab bar in hygiene area' and 'Stairs only route' were top-ranked in generating accessibility problems at baseline but decreased significantly (p = 0.041; p = 0.002) at follow-up. 'Difficulties to reach refuse bin' was top-ranked at follow-up, with a significant increase (p < 0.001) of related accessibility problems. The new knowledge about how accessibility problems evolve over time could be used by occupational therapists to recommend more effective housing adaptations taking the progressive nature of Parkinson's disease into account. On societal level, the results could be used to address accessibility problems systematically. [ABSTRACT FROM AUTHOR]

Open source software (OSS) communities are dependent on the code contributions of developers who, in many cases, never meet face-to-face and collaborate primarily through technology-enabled means. With their fluid membership, such communities often rely on engaging the commitment of developers to their cause. Given the changing nature of OSS communities, developers face barriers in appreciating appropriate ways of contributing to the collaborative effort. Such uncertainty about how to contribute results in OSS communities losing developers as they devote their attention to other, more welcoming, communities. In this research, we draw upon uncertainty reduction theory to argue that developers have two alternative avenues at their disposal to gain certainty about how to contribute: passive and interactive. Leveraging the person-environment fit perspective, we argue that congruence and incongruence in the OSS values of a developer and an OSS community serve as an avenue for passive approaches to gaining certainty, to the degree that appropriate ways of contributing are encoded in these values. Further, leveraging social network theory, we argue that centrality within a community's communication network constitutes an avenue for interactive approaches for gaining certainty about how to contribute. Using polynomial regression analysis, we analyze survey and archival data from 410 developers in an OSS community. Results suggest that developer centrality moderates the impact of congruence and incongruence in OSS values on commitment. Moreover, commitment fully mediates the impact of OSS value congruence and incongruence on developer contribution activity. We discuss the implications of our findings for research and practice. [ABSTRACT FROM AUTHOR]

Corporate involvement in open source software (OSS) communities has increased substantially in recent years. Often this takes the form of company employees devoting their time to contribute code to the efforts of projects in these communities. Ideology has traditionally served to motivate, coordinate, and guide volunteer contributions to OSS communities. As employees represent an increasing proportion of the participants in OSS communities, the role of OSS ideology in guiding their commitment and code contributions is unknown. In this research, we argue that OSS ideology misfit has important implications for companies and the OSS communities to which their employees contribute, since their engagement in such communities is not necessarily voluntary. We conceptualize two different types of misfit: OSS ideology under-fit, whereby an employee embraces an OSS ideology more than their coworkers or OSS community do, and OSS ideology overfit, whereby an employee perceives that their coworkers or OSS community embrace the OSS ideology more strongly than the employee does. To develop a set of hypotheses about the implications of these two types of misfit for employee commitment to the company and commitment to the OSS community, we draw on selfdetermination theory. We test the hypotheses in a field study of 186 employees who participate in an OSS community. We find that OSS ideology under-fit impacts the company and the community in the same way: it decreases employee commitment to the company and commitment to the OSS community. In contrast, we find that OSS ideology over-fit increases commitment to the company but decreases commitment to the OSS community. Finally, we find that employees' commitment to their company reinforces the impact of their commitment to the OSS community in driving ongoing code contributions. This provides a holistic view of OSS ideology and its impacts among an increasingly pervasive yet understudied type of participant in OSS research. It provides insights for companies that are considering assigning their employees to work in OSS communities as well as for OSS communities that are partnering with these companies. [ABSTRACT FROM AUTHOR]

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Authenticity at work refers to the extent to which a worker feels in touch with their true self while at work. At first sight this concept seems to overlap with the concept of person-environment (P-E) fit, that is, the degree to which an individual experiences good fit with their work environment. Drawing on a sample of 867 Dutch gifted workers, structural equation modeling was used to investigate (i) whether authenticity at work and P-E fit can be distinguished, and (ii) how authenticity at work and P-E fit were associated with employee well-being. As expected, confirmatory factor analysis revealed that authenticity at work and P-E fit were distinct from each other. Moreover, the mediated effect of authenticity at work was stronger for two negative forms of well-being (burnout and boredom) than for two positive forms of well-being (work engagement and job satisfaction). The theoretical and practical implications of these findings are discussed, especially focusing on the distinction between authenticity and P-E fit. [ABSTRACT FROM AUTHOR]

Technology is an integral part of the work life of any information technology (IT) professional. However, the influence of technology on career related outcomes of IT professionals is at best limited. Using the P-E fit perspective, the present study investigated the implications of the perceived fit/ misfit between the expected and the experienced career growth and work-life balance from the technology the IT professionals are working in on their career satisfaction. Based on response surface methodology and polynomial regression analysis of the data collected from 286 IT professionals, the study found that not only the fit, but also the misfit between expected and experienced technology led career growth and work-life balance is important in explaining career satisfaction. Implications of the study for both research and practice were discussed. [ABSTRACT FROM AUTHOR]

Research on value congruence rests on the assumption that values denote desirable behaviors and ideals that employees and organizations strive to approach. In the present study, we develop and test the argument that a more complete understanding of value congruence can be achieved by considering a second type of congruence based on employees’ and organizations’ counter-ideal values (i.e., what both seek to avoid). We examined this proposition in a time-lagged study of 672 employees from various occupational and organizational backgrounds. We used difference scores as well as polynomial regression and response surface analyses to test our hypotheses. Consistent with our hypotheses, results reveal that counter-ideal value congruence has unique relations to employees’ trust in the organization that go beyond the effects of ideal value congruence. We discuss theoretical and practical implications of this expanded perspective on value congruence. [ABSTRACT FROM AUTHOR]

This study aimed to understand how the individual actions of gay employees influence the development of a climate of voice/silence in the workplace. We conducted a qualitative study using semi-structured interviews with male and female homosexuals. The results reveal two types of boundary tactics (micro-level and structural) that our research participants used to promote their ideal level of separation or integration of their personal and professional identities. Our grounded theory demonstrates that whereas structural boundary tactics promote respect and a climate of voice, micro-level boundary tactics soften conflicts in the short term but solidify a climate of silence from a long-term perspective. We also propose that the insufficiency of institutional mechanisms to support gay people's right to have a voice at work reduce the likelihood that these workers will risk confronting those who attempt to silence them. The originality of this study is based on the fact that it focuses on actions that gay employees can perform to co-construct a climate of voice that positions them as active social actors and not merely passive recipients of organisational and institutional conditions. [ABSTRACT FROM AUTHOR]

Our study examines older people’s perceptions towards the urban environment and their spatial experiences through a person-environment perspective. We argue that Person-Environment (P-E) fit is critical to older people’s quality of life: positive environmental stimuli and personal adaptation competence have been held to influence this fit, and quality of fit will eventually affect interactions between older people and place. In a mixed-methods study, a context sensitive place audit was applied to a new town in Hong Kong, with a view to identifying strengths and weaknesses in the built environment and older people’s own strategies of living. Through 302 questionnaires and three focus groups with older participants, the results revealed high appreciation of outdoor spaces, transportation and social participation. The findings also indicate a strong association between housing typology and perceived age-friendliness. People accommodated in public housing estates tended to accord higher scores to their living environment although social exclusion was identified among oldest-old respondents in particular. Older people’s affective links with their living environment across time and their unique life-course experiences may help to explain their relatively relaxed attitudes when they face changes and hardships. [ABSTRACT FROM AUTHOR]

This research addresses the call for identifying the human capital for the U.S.'s future STEM workforce. Using a national dataset tracking 34,744 middle school students up to six years after their first enrollment in a four-year college, we investigated the developments of two individual difference predictors of STEM success based on the Person-Environment fit (P-E fit) model, quantitative ability and STEM interest fit, from adolescence to early adulthood. Results show that these individual difference factors are reciprocally related and thus mutually develop over time. They are relatively stable at adolescence and meaningfully predict the probability that the students obtained a college degree in STEM approximately nine years later. This finding has important theoretical implication as it helps resolve conflicting perspectives regarding the causal relationships between interests and abilities. Finally, we also found that the development and prediction of quantitative ability and interest fit are similar for both men and women, suggesting that they can be useful to identify future STEM participants at early age. [ABSTRACT FROM AUTHOR]

Work styles are an important yet largely unexplored component of the theory of work adjustment (TWA), describing a dynamic component of how individuals maintain and adjust fit with their work environment. The active work style (AWS) scale is the first attempt to develop a specific self-report measure of work styles suitable for longitudinal research. Results from three studies support Dawis and Lofquist's (1984) proposed four factor structure, but these factors are related through a second-order factor describing a person's generalised level of work activity and effort across time. The AWS scale demonstrated good evidence for reliability and validity, and strong measurement invariance across time signifying its suitability for longitudinal research. In line with expectations, overall work style was positively related to conscientiousness and work engagement yet unrelated to stress. When controlling for these variables, AWS was positively related to demands–abilities fit, but not needs–supplies fit. Limitations and possibilities for future research are also discussed. [ABSTRACT FROM AUTHOR]

Purpose-Increasingly, scholars and analysts are urging firms to transition from a model in which marketing is a discrete function to a diffused approach inwhichmarketing is everyone's job. Prior research has examined differences in firm level performance. However, this firm level focus has overlooked what effects this transition might have on the managers who perform the marketing role. The purpose of this paper is to investigate manager level consequences of transitioning between these approaches by evaluating differences in person-environment (P-E) fit between marketers and non-marketers. Design/methodology/approach-The authors identify core marketing functions and relevant personality traits of marketing managers, based on the marketing literature. The authors then compare personality and career satisfaction data from 465 marketing managers against a larger, general employment sample of 3,100 employees. Finally, the authors examine the relationship of career satisfaction to each of these traits and investigate how these relationships differ across the two groups. Findings-The authors find important differences between marketers and non-marketers. Most importantly, the authors found that the relationships between personality and career satisfaction were significantly different for traits suggested by the research literature as important to the marketing function. In particular, customer orientation, visionary leadership, optimism, and assertiveness were all associated with higher career satisfaction for the marketing sample than for the general sample. Originality/value-This paper is among the first to examine manager level differences relevant to transitioning between firm level marketing approaches. For firms considering adopting the "everyone is a marketer" diffused approach, the findings reveal pitfalls that can lead to reduced career satisfaction, reduced manager performance, and increased turnover. As a result, the performance of firms that have already adopted a diffused approach may be misleading for those firms who have not. At a minimum, firms contemplating a transition to a diffused approach should conduct an assessment of P-E fit similar to that illustrated in this paper to assess the potential risks. [ABSTRACT FROM AUTHOR]

Purpose -- The purpose of this paper is to examine the factors influencing the decision of managers to work in the nonprofit sector and how these choices are shaped by intrinsic and extrinsic motivations. Additionally, this research examines the impact of job choice motivation on social, community and professional outcomes and the unique characteristics of managers in the nonprofit sector. Design/methodology/approach -- This research employed data from the National Administrative Studies Project (NASP-III) survey, which measured the mid- and upper-level managers working in nonprofit organizations in Illinois and Georgia. The survey measured the manager's perceptions of various organizational issues, including work motivation, mentoring and communication, career histories, hiring practices, and organizational cultures and structures. The data were then analyzed using a hierarchical regression model. Findings -- The findings of this research support the idea that intrinsic motivation is an important aspect of job choice motivation for individuals in the nonprofit workforce. In addition, the findings suggest other characteristics, including policies that enhance work life balance (WLB), advancement, and job security, are important to understand the job choice motivations of nonprofit managers. This research also found not all types of nonprofit agencies attract similarly motivated individuals, or lead to equivalent community outcomes. Research limitations/implications -- The organizations represented in the NASP III sample included more membership and professional associations than the overall nonprofit sector. This over representation partially limits the generalizability of these findings but it also allows the research to more thoroughly understand this unique subset of organizations that serve predominantly the narrow interests of their members. Practical implications -- This research highlights the advantage nonprofit employers have over other organizations in terms of using intrinsic motivations to attract employees. However, the findings also suggest nonprofit organizations need to focus on human resource (HR) strategies including policies that enhance WLB, advancement, and job security to compete with other employers for talent. Finally, the research also suggests the need to tailor HR strategies to groups of nonprofit employees based upon important employee characteristics such as gender, job type, and prior career experience. Originality/value -- This study extends a well-developed body of knowledge on motivations and selection of career paths to individuals working in the nonprofit sector. It also suggests variations among employees and organizations matter in terms of the type of individuals attracted to particular career path in nonprofits. Additionally, this research suggests future research needs to include more nuanced examinations of the differences which exist among organizations in the nonprofit sector rather than simply focussing upon similarities across the most prevalent types of nonprofit organizations. [ABSTRACT FROM AUTHOR]

There may be 2 ways to look at person-environment (P-E) fit: the extent to which the environment matches the person (which, in the case of person-job [P-J] fit, we term ideal-job actualization) and the extent to which the person matches the environment (which we term actual-job regard; cf. Hardin & Larsen, 2014). Adults employed full time in the United States (n - 251; 49.8% women) completed an online survey that included measures assessing these 2 perspectives on P-J fit, along with measures of job and life satisfaction. Ideal-job actualization and actual-job regard were empirically and conceptually distinct, each accounting for unique variance in overall job satisfaction, even after controlling for overall life satisfaction and remuneration. Looking at fit from these 2 frames of reference may give a more complete perspective that accounts for critical outcomes, like satisfaction, as well as suggest novel approaches to career counseling. [ABSTRACT FROM AUTHOR]

This article tests different P-E (person-environment) fit dimensions in order to assess their impact on three work outcomes: job satisfaction; organizational commitment; and stress perception. Findings shows that P-E fit dimensions have differentiated effects on its dependent variables. This study contributes to several important academic discussions. The first concerns the model tested, which contains several P-E fit dimensions. The second scientific contribution is to consider P-E fit dimensions as antecedents of three job outcomes. The third contribution concerns the development and testing of a new P-E fit dimension called 'person-reforms' fit. [ABSTRACT FROM AUTHOR]

Background and aims: To investigate differences and similarities in person–environment (P–E) fit problems between very old people with self-reported Parkinson’s disease (PD) and matched controls. Methods: Data collected for the cross-national ENABLE-AGE Survey Study were used to identify people with self-reported PD ( n = 20), and to select three matched controls per individual ( n = 60). The matching criteria were age (mean = 82 years), sex, country, and type of housing. The data analysis targeted P–E fit (i.e. accessibility) problems, including studying the personal and environmental components separately. The personal component was analyzed in terms of functional limitations, and the environmental component in terms of physical environmental barriers. Results: In comparison to the matched controls, the participants with PD had more functional limitations, used more mobility devices and were subjected to more P–E fit problems, though the number of environmental barriers did not differ from the controls. In the PD sample, P–E fit problems were significantly stronger associated with poor balance and incoordination, and the environmental barriers that generated the most severe P–E fit problems were more often located to the exterior surroundings of the housing compared to the controls. Conclusions: The novel contribution of this explorative study is the demonstration of the type of knowledge that can be generated by unfolding and comparing the composition of P–E fit (accessibility) problems among people with self-reported PD as compared with matched controls. The knowledge thereby generated can be used to develop more targeted rehabilitation approaches, efficient housing adaptation services and societal planning for people with neurodegenerative disorders. [ABSTRACT FROM AUTHOR]

Background With an increased life expectancy for the general population as well as for those ageing with chronic diseases, there are major challenges to the affected individuals and their families, but also to health care and societal planning. Most important, an increasing proportion of older people remain living in their ordinary homes despite health decline and disability. However, little is known about the home and health situation of people ageing with Parkinson's disease (PD), and older people are often excluded from PD-research. Methods/design The overall aim of the present project is to generate knowledge on home and health dynamics in people with PD, with an explicit attention to PD-specific symptomatology. We will concentrate on aspects of home and health captured by state-of-the-art methodology from gerontology as well as PD-research, health science and rehabilitation. This study protocol describes a longitudinal cohort survey study that includes a baseline data collection and a 3- year follow-up. Both data collection waves include self-administered questionnaires, structured interviews, clinical assessments and observations during home visits effectuated by research staff with project-specific training. In order to arrive at a follow-up sample of N=160, 250 participants identified by PD specialist nurses are being recruited from three hospitals in southern Sweden. With no lower or upper age limit, only those diagnosed with PD since at least one year were included. The exclusion criteria were: difficulties in understanding or speaking Swedish and/or cognitive difficulties/other reasons making the individual unable to give informed consent or to take part in the majority of the data collection. The data collection targets environmental factors such as assistive devices, social support, physical environmental barriers, accessibility problems and perceived aspects of home. A broad variety of instruments tap PD-specific problems (e.g. freezing of gait, fear of falling) and health-related issues such as general self-efficacy, body functions, activities and participation. Discussion This project will produce knowledge to the benefit of the development of health care and societal planning that targets people ageing with PD, ultimately promoting activity and participation and an increase of the number of healthy life years for this sub-group of the population. [ABSTRACT FROM AUTHOR]

This study examines whether students perceive three different types of fit in an academic environment (i.e., interest–major [I–M] fit, demands–abilities [D–A] fit, and needs–supplies [N–S] fit) and whether these factors predict important academic and well-being criteria using a Chinese student sample. Results from confirmatory factor analyses support the assumption that students differentiate among the three fit perceptions. Incremental validity analysis and relative importance analysis reveal that the three types of fit each have a unique relationship with situational outcomes. Specifically, I–M fit predicts greater proportions of variance in major change intention; D–A fit predicts greater proportions of variance in academic performance; and N–S fit predicts greater proportions of variance in well-being (e.g., academic satisfaction and depression). Practical and theoretical implications of these results are discussed. [ABSTRACT FROM AUTHOR]

In order to examine job stress and coping among self-employed and organizationally employed professionals, job-related stressors and coping strategies were assessed among self-employed ( n = 149) and organizationally employed ( n = 159) professionals working as accountants, lawyers, pharmacists and psychologists. Results indicate that although self-employed workers complained about lack of security and organizationally employed workers complained about lack of autonomy, no differences were found in overall stress levels or overload. Examination of workers' coping strategies provided a partial explanation for these findings. Stress levels negatively correlated with active coping and positively correlated with passive/avoidance coping; self-employed workers were found to cope by confronting problems, whereas organizationally employed workers were found to cope by avoiding them. These findings qualify previous research findings on self-employed and organizationally employed workers. Copyright © 2011 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

Abstract: The relation of interest–major congruence to indicators of college success was examined as it was moderated by environmental constraint, individual flexibility, and congruence definition in an initial sample of 88,813 undergraduates (38,787 men and 50,026 women) from 42 different colleges and universities in 16 states. College achievement (GPA after 1 semester and 2years), persistence (enrollment status after 1year and after 2years) and major persistence in year 3 were used as criteria of college success. The significance of congruence (i.e., Euclidean distance and profile correlation) and its moderators above that of measures of academic achievement (i.e., ACT scores) and gender were examined for each of the college outcome criteria using hierarchical modeling. Results indicated that both the environmental constraint of the major and the interest flexibility of the individual moderated the congruence–outcome relation for both types of congruence indices. There was a greater relation between congruence and college outcomes for those majors that had more homogeneity and were more differentiated (i.e., were more constrained) than for majors where this was not true. There was a stronger relation between congruence and college outcomes for those individuals with lower overall profile levels (i.e., low flexibility) than those with high. Findings point to the importance of interest–major congruence in the college outcome process, but also highlight the complexity of the congruence–outcome relation. [Copyright &y& Elsevier]

Abstract: This theoretical paper presents a person–environment fit framework that extends the Minnesota Theory of Work Adjustment to retirement transition and adjustment. The proposed Retirement Transition and Adjustment Framework (RTAF) also accommodates dynamic intra-individual and environment change over time, configural combinations of variables, and an ecological perspective to psychological-level decisions. The RTAF permits the collection of frequently sampled longitudinal person and environment data, allows for a detailed analysis of change and responsiveness, and can accommodate external influences from the family team, and social, economic and political policies. The paper concludes by using the RTAF to illustrate the types of psychological measurement and analysis opportunities likely to emerge in light of developments in the web, virtual reality, personal informatics and computing and information technology generally. [Copyright &y& Elsevier]

Conceptualizations of person-environment (P-E) fit were examined in a range of residential environments in Hong Kong by comparing three P-E models: the congruence model, the priority model, and a modified version of a model from Massam (2002). The study aimed to identify how older people perceive their fit with their living environment in Hong Kong, a predominantly Chinese society. Older residents in old urban areas and new towns were compared on how they utilized and related to their environments. Three environmental domains (structural, informal, and formal) were used to assess the extent of P-E fit. A short version of WHOQoL (as a measure of psychological wellbeing, PWB) was used as the dependent variable in the regression model. Irrespective of demographic variables and location of residence, the congruence model provided the best account. [ABSTRACT FROM AUTHOR]

Abstract: A randomized controlled trial was used to test (1) the efficacy of a two-session career development workshop for college student participants; (2) the effect of counselor self-disclosure on outcomes; and (3) the effect of infusing calling and vocation concepts on outcomes. Both standard (person–environment fit) and calling/vocation-infused interventions improved career decision self-efficacy relative to a wait-list control. Counselor self-disclosure also increased participant career decision self-efficacy in both conditions and increased appraisals of meaning in life for participants in calling/vocation-infused workshops. Incorporating considerations of calling and vocation neither detracted from nor added to workshop effectiveness. Career development workshops were supported, as was the use of moderate counselor self-disclosure. Suggestions for career counseling practice and intervention research are discussed. [Copyright &y& Elsevier]

This study explored whether person-environment fit of interests and values predicted individuals' satisfaction with, and motivation for, work and marital roles. The hypotheses were that (a) work satisfaction is a function of congruence of values and interests between individuals and their work environment; (b) marital satisfaction is a function of congruence of values and interests between individuals and their spouses; (c) life happiness is a function of work satisfaction and marital satisfaction; (d) work satisfaction mediates the relationship between values and interests congruence and work motivation; (e) marital satisfaction mediates the relationship between values and interests congruence and marital motivation; and (f) work performance is a function of work motivation and general cognitive ability. Results supported all proposed hypotheses except that life happiness was not significantly related to work satisfaction. [ABSTRACT FROM PUBLISHER]

The study examined the relation between variables of environmental congruence (or Person-environment fit; P-E fit) and group importance on the one hand and variables of satisfaction and somatic complaints on the other. Participants were 267 paratroopers who belonged to 35 units (environments). Both the diadic and the census methods were used to assign congruence scores. Findings showed (a) group importance correlated .55 and -.25 (p < .05) with satisfaction and somatic complaints, respectively, while congruence did not show significant correlations; (b) The nonlinear examination of the relationships showed a significant (p < .05) main effect for group importance on satisfaction and for the interaction of group importance and congruence both on satisfaction and on somatic complaints. It is suggested on the basis of these and earlier findings that group importance is a sufficient condition for satisfaction and that congruence interacts with it to enhance satisfaction. The superiority of the diadic method was not statistically confirmed. [ABSTRACT FROM PUBLISHER]