Search

Within the demographic shifts associated with an aging society, the provision of informal unpaid care for relatives may affect the goal orientation and well-being of an increasing proportion of employees in the workforce. A significant gap in the management and organizational behavior empirical literature is the absence of research on this topic. This article responds to and focuses on one resource mechanism that supports working informal caregivers' well-being by promoting a performance goal orientation in the workplace. Drawing on conservation of resources (COR) theory, the research model examines the relationship between two personal resources, two psychological conditions, and performance goal orientation among employees combining paid work with informal caregiving responsibilities. The results show that psychological meaningfulness and psychological availability mediate the effects of two rational fit resources—person–organization (P–O) fit and person–job (P–J) fit—to increase caregivers' performance orientation at work. Based on a sample of 383 primary informal caregivers who participate in the Israeli labor market, and using data drawn from two time points, the results show that high P–O fit and P–J fit perceptions increase both psychological meaningfulness and availability, which, in turn, resulted in a higher performance goal orientation. [ABSTRACT FROM AUTHOR]

Modern workplaces increasingly use algorithmic management practices (AMPs), which shape task assignment, monitoring, and evaluation. Despite the potential benefits these practices offer, like increased efficiency and objectivity, their impact on workforce well-being (WFW) has raised concerns. Drawing on self-determination theory (SDT) and conservation of resources theory (COR), this study examines the relationship between algorithmic management practices and workforce well-being, incorporating job burnout (JBO) and perceived threat (PT) as parallel mediators and person–job fit (PJF) as a moderator. The research employed a cross-sectional survey design targeting 2450 KOSGEB-registered manufacturing SMEs in Istanbul, Turkey. A sample of 666 respondents participated, and the data were analyzed using Smart PLS 4, employing structural equation modeling to test the proposed model. The results indicated that algorithmic management practices significantly increased job burnout and perceived threat, both of which negatively impacted workforce well-being. However, the direct effect of algorithmic management practices on workforce well-being was non-significant. Person–job fit moderated the relationships between algorithmic management practices and both job burnout and perceived threat, further influencing workforce well-being. The findings underscore the critical need for organizations to balance algorithmic efficiency with human-centric practices. Prioritizing person–job fit and fostering transparency in algorithmic processes can mitigate negative impacts, enhance employee well-being, and drive sustainable organizational success in the digital age. [ABSTRACT FROM AUTHOR]

We tested the popular claim that women only apply for jobs when they are 100% qualified, whereas men apply already with as little as a 60% qualification fit. In Study 1, we presented a job advertisement and a CV with different levels of qualification fit. Participants were asked to imagine that the presented CV was their own and to indicate whether they would apply for the advertised job. No gender difference emerged in participants' application intentions, neither at 60% nor at 100% qualification fit. To enhance personal involvement, in Studies 2–4 we presented a job advertisement and asked participants to indicate whether they themselves would apply for the advertised job. Afterwards, participants indicated for every qualification criterion listed in the job advertisement whether they fulfilled it or not. We found a significant, but not robust gender difference in the predicted direction in the relationship between application intention and qualification fit. In addition, when asking how much women and men wanted to be prepared in application situations, women robustly indicated a higher desire for preparedness than men. Overall, our results indicate that for women psychological hurdles (i.e., desire for preparedness, fears and other gender‐relevant indicators assessed) are higher in application situations than for men. However, these do not seem to translate reliably into differential application intentions in the experimental paradigms used in our studies. We discuss the theoretical and practical implications of our findings. [ABSTRACT FROM AUTHOR]

Purpose: Utilizing the framework of person-job fit theory and the Model of Proactive Motivation Process and Antecedents, the primary objective of this study is to scrutinize the correlation between perceived overqualification and job crafting, in turn, holds the potential to stimulate innovative work behavior. Additionally, we assess the moderating role of goal self-concordance within this intricate relationship. Design/methodology/approach: Employing a three-wave time-lagged survey methodology encompassing 200 institutional staffing in China, we methodically substantiate the proposed model. Data were analyzed using structural equation modeling. Findings: Our findings affirm a positive correlation between perceived overqualification and expansion-oriented job crafting, contingent upon the presence of goal self-concordance. Notably, individuals exhibiting a heightened goal self-concordance intensify the relationship between perceived overqualification and expansion-oriented job crafting, thereby fostering an augmented propensity for innovative work behavior. Originality/value: This study diverges from prevailing negativity surrounding perceived overqualification, emphasizing the positive influence of expansion-oriented job crafting in reshaping the impact of perceived overqualification on innovative work behavior. It represents the initial exploration into the role that goal self-concordance play in influencing overqualified employees, contributing to an enriched understanding of the intricate interplay. [ABSTRACT FROM AUTHOR]

This study explores the dynamics of organizational politics, employee resilience, person-job fit, and turnover intentions among health workers in Ghanaian public and private hospitals, all under the framework of the person-environment fit theory. The convenience sampling technique was used to collect data from 371 participants across six distinct regions of Ghana. The collected data were analyzed using partial least squares structural equation modeling. This study indicates that organizational politics have a significant positive impact on turnover intentions and employee resilience, and higher resilience is linked to a lower inclination to leave. This study found that employee resilience partially mediates the relationship between organizational politics and turnover intentions. Furthermore, it was discovered that person-job fit moderates the relationship between organizational politics and both inclination to leave and resilience. These findings highlight the importance for health service administrators to foster staff resilience and person-job fit while addressing organizational politics through open communication and equitable decision-making. [ABSTRACT FROM AUTHOR]

Objective: The study aimed to investigate and evaluate the impact of person-organization fit (POF), person-job fit (PJF), and person-group fit (PGF) on turnover intention through job satisfaction (JS) in startup companies. Startup companies play an important role in society and the global economy. Design/Methods/Approach: Data was gathered through an online survey of workers in startup businesses, with 449 data. The analytical method used in this study was LISREL's Structural Equation Modelling (SEM) analysis to examine the relationship between employee fit, such as person-organization fit, person-job fit, and person-group fit, on turnover intention, mediated by job satisfaction. Findings: The findings show that job satisfaction is positively and significantly impacted by person-organization fit, person-job fit, and person-group fit. Job satisfaction was found to fully mediate the effect of person-organization fit, person-job fit, and person-group fit on turnover intention. Originality: Limited research focuses on startup companies, so this study is unique. There is still a need for more research on person-group fit, as most research has focused on person-organization fit and person-job fit. Practical implication: In order to create and maintain job satisfaction among employees, companies can create an environment that encourages open and transparent communication within companies, letting employees freely express their thoughts, ideas, and concerns. Furthermore, prioritizing work-life balance by offering flexible work schedules is critical to increasing job satisfaction. Then, they should align with their values, provide rewards, provide effective supervision, and foster a positive work environment. This is crucial to reduce turnover intention in startup companies.

Job 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 fit in job burnout, highlighting the mediating role of work pressure. To test our hypotheses, we investigated 477 employees from 63 IT enterprises around China's Pearl River Delta region. The findings reveal that person-job fit is negatively associated with job burnout and work pressure, while work pressure positively influences job burnout, partially mediating the relationship between person-job fit and job burnout. Similarly, person-organization fit negatively affects job burnout and work pressure. However, its direct influence on job burnout is insignificant, indicating that work pressure fully mediates the relationship between person- organization fit and job burnout. These findings are consistent with the person-environment fit theory, enhancing our understanding of how individuals fit with their jobs and how organizations affect job burnout through work pressure. This study offers valuable insights for organizations seeking to mitigate burnout and promote employee well-being. [ABSTRACT FROM AUTHOR]

Copyright of Mehmet Akif Ersoy University Journal of Education Faculty is the property of Mehmet Akif Ersoy Universitesi Egitim Fakultesi Dergisi and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Although literature suggests that a higher person-job fit leads to more innovative behavior, some recent studies have shown inconsistent results with the assumption of such a linear relationship between the two constructs. Considering these inconsistent findings, the present study aims to examine a curvilinear relationship between person-job fit and innovative behavior. Innovative behavior represents an individual's actions that come up with, realize, and apply novel ideas within the job environment, and person-job fit, which pertains to the value congruence between the job and individual, can be a critical predictor of innovative behavior. Drawing on the triphasic model of stress and the conservation of resources theory, this study hypothesizes that person-job fit has a non-linear relationship with innovative behavior, and that abusive supervision moderates this relationship. The regression analysis results of the 180 employee-supervisor dyadic data revealed that person-job fit and innovative behavior have a non-linear relationship. Furthermore, the non-linear relationship is (1) weakened (linearly positive) when abusive supervision is high and (2) strengthened when abusive supervision is low. By integrating multiple theoretical lenses, the present study offers a more sophisticated understanding of individual employees' psychological reactions to job fit discrepancies and their innovative outcomes in organizational settings. Theoretical and practical implications and directions for future research are also discussed. [ABSTRACT FROM AUTHOR]

Empirical findings concerning the effects of extrinsic rewards on employee creativity have been controversial and have focused mainly on the theoretical mechanism of intrinsic motivation. Although intrinsic motivation is a primary impetus for creativity, generating creative outputs is a process that requires a sequence of creative endeavors. Drawing from the componential theory of creativity, this study proposes a positive relationship between extrinsic rewards and creativity via creative process engagement. Additionally, two types of employee characteristics, i.e. person-job fit and cognitive flexibility, are important contingency factors affecting the reward–creativity relationship. Our empirical analyses of data collected from 228 supervisor-subordinate dyads demonstrate the mediating role of creative process engagement in the reward–creativity relationship. Moreover, employees with high levels of person-job fit and cognitive flexibility are found to have the highest levels of creative process engagement and, in turn, the greatest creativity when motivated by extrinsic rewards for creativity. These findings have several theoretical and managerial implications related to reward–creativity research and practice. [ABSTRACT FROM AUTHOR]

Objective: The study aimed to investigate and evaluate the impact of person-organization fit (POF), person-job fit (PJF), and person-group fit (PGF) on turnover intention through job satisfaction (JS) in startup companies. Startup companies play an important role in society and the global economy. Design/Methods/Approach: Data was gathered through an online survey of workers in startup businesses, with 449 data. The analytical method used in this study was LISREL's Structural Equation Modelling (SEM) analysis to examine the relationship between employee fit, such as person-organization fit, person-job fit, and person-group fit, on turnover intention, mediated by job satisfaction. Findings: The findings show that job satisfaction is positively and significantly impacted by person-organization fit, person-job fit, and person-group fit. Job satisfaction was found to fully mediate the effect of person-organization fit, person-job fit, and person-group fit on turnover intention. Originality: Limited research focuses on startup companies, so this study is unique. There is still a need for more research on person-group fit, as most research has focused on person-organization fit and person-job fit. Practical implication: In order to create and maintain job satisfaction among employees, companies can create an environment that encourages open and transparent communication within companies, letting employees freely express their thoughts, ideas, and concerns. Furthermore, prioritizing work-life balance by offering flexible work schedules is critical to increasing job satisfaction. Then, they should align with their values, provide rewards, provide effective supervision, and foster a positive work environment. This is crucial to reduce turnover intention in startup companies. [ABSTRACT FROM AUTHOR]

A degree of task completeness—a consequence of the division of labor and job specialization—might play an important role in employees' motivation to be creative/innovative. While there is no consensus on whether having well-rounded or task-specialized work is optimal for employees' innovative work behavior (IWB), we entertain the possibility that the preferred amount of this job attribute may condition individual reactions to a particular task structure. Moving beyond a traditional fit/misfit perspective of perceiving individuals as passive respondents, we expect that task-identity discrepancy (actual vs desired) triggers an employee to respond proactively by exhibiting job crafting, resulting in more frequent IWB. We test our hypotheses with mediated polynomial regression analyses based on a multi-source time-lagged field study of 184 professionals in a European bank and an experimental study with 81 students at an EU-based university. The results indicate that task-identity incongruence indirectly drives IWBs more than congruence. Specifically, both task-identity overfit (actual > desired) and task-identity underfit (desired > actual) are positively predicting IWB through job crafting as a coping mechanism for employees to adjust their work and unleash the innovative power from the experienced incongruence. [ABSTRACT FROM AUTHOR]

Job performance in the state sector is essential for the sustainable development of an economy. However, previous studies on the relationship among public service motivation (PSM), person–job fit (PJF), and job performance have yielded inconsistent results. Therefore, this study aims to explore the correlations between PSM, PJF, and job performance, with a particular focus on the state sector. After an extensive literature review, this study utilized quantitative methods to examine the correlation between PSM, PJF, and job performance. The data were analyzed employing Structural Equation Modeling (SEM), utilizing a sample of 263 participants who work at social insurance agencies, which are the state public organizations that serve employees for social insurance and health insurance. Preliminary results indicate that PSM positively influences both in-role job performance and extra-role job performance within the state sector. Moreover, the results also indicate the mediating role of PJF in the correlation between PSM, in-role job performance and extra-role job performance. The research contributions provide theoretical evidence that PSM is one of the key factors in increasing job performance in the state sector. In addition, the practical implications are discussed to assist managers in improving job performance for the country’s sustainable development.

This study investigates the impact mechanism of person-organization and person-job fit on their emotional well-being, using a sample of 1128 primary, middle, and high school physical education teachers in China. Additionally, it verifies the chain mediation effects of compassion satisfaction, job burnout, and secondary traumatic stress within this impact mechanism. The results indicate that the person-organization fit and person-job fit significantly affects compassion satisfaction. In turn, compassion satisfaction impacts emotional well-being, secondary traumatic stress, and job burnout. Both job burnout and secondary traumatic stress significantly influence emotional well-being. Compassion satisfaction alone mediates these effects, and together with job burnout and secondary traumatic stress, it forms a chain mediation effect. Finally, this study provides substantive suggestions for the society to pay attention to the emotional well-being of physical education teachers and strive to create a fairer and more valuable work environment.

Disengaged teachers in leadership roles cannot be role models for students and teachers. Expecting them to take school too far can be too much of an expectation. This paper explores how three critical attributes of person-environment fit influence the work engagement of K12 school administrators through their organizational identification and job satisfaction. Data collected from 303 private school administrators is analysed through structural equation modelling. This work provides insight to school promoters on how they can enhance their schools' institutional memory, the performance of students and the teachers. Besides being practically insightful, this work also attempts to broaden the theory of person-environment fit concerning organizational upshots. [ABSTRACT FROM AUTHOR]

This study aims to evaluate the past experiences of military employees employed in public institutions in the context of person-job and person-organization fit and to examine the meaning they attribute to work. Case study was preferred among qualitative research designs. The data were obtained by semi-structured interview technique and the participants consisted of 12 administrative personnel of military-based working in a public institution. Findings reveal that participants generally transfer between institutions out of their choice and desire to be with their family. Past experiences make adapting to a new job and working environment difficult. Expectations of work appropriate to competence, respect, and discipline in the work environment come to the fore. To prevent negative situations, there is a need to provide orientation training to employees who transfer between institutions and to employ them in jobs and tasks appropriate to their abilities and skills. [ABSTRACT FROM AUTHOR]

This study investigates the impact of Person-Job Fit on Turnover Intention, with Work-Family Conflict and Work Engagement serving as mediators, among employees of fast food restaurants in East Jakarta. Employing correlational research methods and hypothesis testing, the study included 110-220 respondents selected through purposive sampling. Data were collected via questionnaires and analyzed using Structural Equation Modeling (SEM) with AMOS software. The findings indicate that Person-Job Fit does not have a direct effect on Turnover Intention. However, Person-Job Fit negatively influences Work-Family Conflict and positively influences Work Engagement. Additionally, Work-Family Conflict positively affects Turnover Intention, while Work Engagement negatively affects Turnover Intention. The study offers valuable insights for companies on the importance of aligning job roles with employees to enhance loyalty and decrease turnover intentions. [ABSTRACT FROM AUTHOR]

The purpose of this study is to investigate the impacts of organizational support, person-job fit, and person-organization fit, both separately and in combination, on organizational commitment at Boyolali University's academic and administrative personnel. Saturated sampling was used to get the data from a questionnaire, with 58 individuals in the overall sample size. This study used a case study technique in conjunction with quantitative research methodology. Using SPSS 25, the instrument data and hypothesis testing were carried out. The findings showed that, with a sig. value of 0.116>0.05 and a t-value of 1.599t-table of 1.672, the variable (X2) Person-Organization Fit had a positive and significant effect on the variable (Y) Organizational Commitment. Additionally, with a sig. value of 0.127 > 0.05 and a t-value of 1.549 < t-table of 1.672, the variable (X3) Organizational Support had no discernible impact on the variable (Y) Organizational Commitment. With a sig. value of 0.000<0.05, the F-test showed that Organizational Support, Person-Job Fit, and Person-Organization Fit all together had a significant influence on Organizational Commitment. An adjusted R2 value of 0.750 was found in the determination test, indicating that 75% of the variance in the dependent variable can be explained by the independent factors, with the remaining 25% being impacted by other independent variables. [ABSTRACT FROM AUTHOR]

BACKGROUND: Transformational leadership is critical in today's organizations from a social exchange perspective as it helps create a positive work environment, drives innovation and change, and leads to improved organizational effectiveness. OBJECTIVE: The purpose of this study is to test the direct effect of transformational leadership on person-job fit (PJ fit), person-organization fit (POF), and organizational citizenship behavior (OCB). This study also examines the mediating role of PJ fit and POF on the relationship between transformational leadership and OCB. METHODS: This study collects data using a cross-sectional survey from professional lecturers of three selected public universities in Southeast Sulawesi - Indonesia. A total of 221 purposively sampled responses are utilized in the data analysis. A quantitative approach with structural equation modeling (SEM) via Amos 21.0 software is used to test the proposed hypotheses. RESULTS: The findings acknowledge that transformational leadership seems to have a direct positive effect on PJ fit, POF and OCB. Also, this study reveals that PJ fit and POF have significant positive effects on OCB. This study further unveils that PJ fit and POF fully mediate the relation between transformational leadership and OCB. CONCLUSION: The results indicate that the more transformational leadership behaviors are demonstrated by leaders within organization, the more PJ fit and POF of followers will accomplish and experience with their organization, which in turn, increase OCB. It further means that transformational leadership can be crucial for recent organizations from a social exchange perspective by promoting healthy relationships and positive outcomes by encouraging followers to engage in behaviors that benefit the organization. [ABSTRACT FROM AUTHOR]

Purpose: This research investigates the dynamic nature of IM tactics in job interviews with a focus on the Pakistani culture. Though, candidates use different IM types of tactics meaningfully to create specific impressions and the individual differences and outcomes associated with these combinations. This study seeks to understand honesty-humility, extraversion self-esteem, and self-monitoring influence the use of honest and deceptive IM tactics and their subsequent impact on interview performance. Design/Methodology/Approach: Questionnaires were given to 209 business students as part of mock interviews that involved 10 professional interviewers. The study employed self-report measures on personality traits, IM tactics, and interview performance, and data analysis was done through Partial Least Squares Structural Equation Modeling (PLS-SEM). Findings: The present research offers empirical support for the hypothesis that honesty-humility, extraversion self-esteem and self-monitoring significantly predict the use and effectiveness of IM tactics in improving interview performance. Honest IM tactics, which improve perceived job and organizational fit, lead to better performance outcomes, while deceptive IM tactics do not. Implications/Originality/Value: The findings advocate for incorporating personality assessments into the hiring process to better understand candidates' predispositions towards certain IM tactics. This helps in selecting individuals who align well with organizational values and job requirements.

Abstract Background Although the phenomenon of high turnover rate in the elderly care industry has existed for a long time, there are few studies that have constructed frameworks to comprehensively analyze the strength of the effects of various factors on the turnover intention of elderly care workers.. This study analyzed the impact of different types of perceived human resource management practices on elderly care workers’ turnover intentions and whether this relationship is moderated by person-job fit and ownership of elderly care institutions. Methods This is a cross-sectional and regional survey study. The study included questionnaire survey data from a total of 305 elderly care workers from 42 elderly care institutions in 21 provinces in China during June to September 2021. Descriptive statistics, Pearson correlation coefficient, multiple regression, and heterogeneity analyses were performed. Results Perceived work environment ( $$\beta$$ β =-0.5164, p< 0.01), perceived occupational protection ( $$\beta$$ β =-0.3390, p< 0.01), perceived welfare benefits ( $$\beta$$ β = -0.2620, p< 0.01) and perceived competency training ( $$\beta$$ β = -0.1421, p< 0.1) were all significantly and negatively related to turnover intentions, the quality of perceived work environment has the greatest impact on elderly care workers’ turnover intentions. Under the moderating effects of person-job fit and ownership of elderly care institutions, there existed heterogeneity between perceived human resource management and turnover intentions among elderly care workers. High level of person-job fit and elderly care institutions’ public feature can effectively weaken the negative impact of each type of perceived human resource management on turnover intention among elderly care workers. Conclusions The managers of elderly care institutions should optimize the management mechanism, typically pay attention to elderly care workers’ working environment, formulate and improve the professional standards and job requirements for elderly care workers, promote the public welfare value of nursing care services, and strengthen the sense of honor and responsibility of elderly care workers to reduce the turnover rate.

Modern workplaces increasingly use algorithmic management practices (AMPs), which shape task assignment, monitoring, and evaluation. Despite the potential benefits these practices offer, like increased efficiency and objectivity, their impact on workforce well-being (WFW) has raised concerns. Drawing on self-determination theory (SDT) and conservation of resources theory (COR), this study examines the relationship between algorithmic management practices and workforce well-being, incorporating job burnout (JBO) and perceived threat (PT) as parallel mediators and person–job fit (PJF) as a moderator. The research employed a cross-sectional survey design targeting 2450 KOSGEB-registered manufacturing SMEs in Istanbul, Turkey. A sample of 666 respondents participated, and the data were analyzed using Smart PLS 4, employing structural equation modeling to test the proposed model. The results indicated that algorithmic management practices significantly increased job burnout and perceived threat, both of which negatively impacted workforce well-being. However, the direct effect of algorithmic management practices on workforce well-being was non-significant. Person–job fit moderated the relationships between algorithmic management practices and both job burnout and perceived threat, further influencing workforce well-being. The findings underscore the critical need for organizations to balance algorithmic efficiency with human-centric practices. Prioritizing person–job fit and fostering transparency in algorithmic processes can mitigate negative impacts, enhance employee well-being, and drive sustainable organizational success in the digital age.

Introduction: The aim of this study is to explore the mediating effect of emotional exhaustion (EE) between core self-evaluations (CSE), personjob fit (PJ fit) and service recovery performance (SRP). The current research also examines whether organizational dehumanization (OD) moderates the relationship between two antecedents, EE and SRP. Methods: We collected time-lagged and multi-source data from star-rated hotels in three cities in China. In particular, direct supervisors of frontline employees (FLEs) rated their SRP (N = 32 supervisors and their 212 immediate employees). The hypotheses were gauged via PROCESS (version 3.4). Results: The results indicate that CSE and PJ fit alleviate FLEs' EE, which subsequently advances their SRP. OD moderates the direct impact of two antecedents on EE and SRP. Moreover, OD moderates the indirect influence of two antecedents on SRP through EE. Discussion: The hospitality literature currently lacks an in-depth understanding of the underlying mechanism through which CSE and PJ fit affect FLEs' SRP. This study incorporates EE as a mediator of the CSE's and PJ fit's impact on SRP, and to the authors' knowledge, this is the first attempt to evaluate whether OD moderates the direct influence of CSE and PJ fit on SRP and the indirect impact of CSE and PJ fit on the aforementioned outcome via EE. [ABSTRACT FROM AUTHOR]

Despite much research into the conditions that counteract the detrimental effect of CI on service employees, cognitive processes explaining such effects and boundary conditions remain under-researched. Our study bridges this gap by investigating the day-level association among customer incivility (CI), rumination, and job performance (JP) and the buffering effect of perceived person-job (P-J) fit in this relationship, drawing on CAT. We conducted daily surveys on 135 service employees over five consecutive workdays using multilevel analysis. As predicted, on days when service employees experienced CI, their rumination increased, which negatively affected their JP the following day. However, perceived P-J fit weakened the relationship between day-specific CI and rumination, such that only service employees who perceived low P-J fit engaged in increased rumination after experiencing CI. Furthermore, the indirect effect of CI on the following JP via rumination was significant only for service employees with a poor P-J fit. [ABSTRACT FROM AUTHOR]

An increasing number of studies explore the relationship between ethical leadership and subordinates' work behavior. However, it remains unclear whether ethical leadership affects subordinates' perceptions of the person-job fit and perceived person-organization fit. We examine the effects of ethical leadership on subordinates' sense of person-environment fit in terms of its effect on displays of positive and negative behaviors. We collected data from 414 employees from various industries over three time periods. Hypotheses were tested using structural equation modeling (SEM). The SEM results show that person-job fit and person-organization fit mediate the effects of ethical leadership on proactive, and unethical behavior. Person-organization fit mediates the effects of ethical leadership on proactive behavior by the organization and unethical behavior by the organization. These results have implications for management. [ABSTRACT FROM AUTHOR]

Abstract Introduction The objective of this research was to investigate the effect of person-job fit on occupational commitment among Chinese kindergarten teachers, and to identify strategies for improving the occupational commitment of this professional group. Methods A survey was conducted among kindergarten teachers utilizing the Occupational Commitment Scale, Person-job Fit Scale, Occupational Well-being Scale, and Perceived Organizational Support Scale, resulting in the acquisition of 1539 valid data. Results A significant positive correlation was observed between person-job fit and occupational commitment, with occupational well-being serving as a partial mediator in this association. Additionally, the direct effect of person-job fit on occupational commitment was moderated by perceived organizational support. Specifically, a significant positive correlation between person-job fit and occupational commitment was evident when the scores of perceived organizational support were below 0.21, whereas a significant negative correlation was observed when the scores of perceived organizational support were above 1.67. Conclusions In order to enhance the degree of occupational commitment among kindergarten teachers, it is imperative to pay attention to their person-job fit, perceived organizational support, and occupational well-being.

Purpose – Job crafting plays an essential role in job design since it is a new approach from the employee’s perspective to the manager. However, little research has investigated the hotel industry’s job crafting, particularly in the food and beverage department. Therefore, this study examines the relationship between job crafting and organizational commitment through the mediating role of person-job fit in the food and beverage department in five-star hotels. Design/methodology/approach – This study presents a conceptual framework with eight constructs. In this study, a self-administered questionnaire was used to collect data from full-time food and beverage employees in a five-star hotel. The proposed model was examined using confirmatory factor analysis, reliability analysis, validity analysis, standardized path coefficients, and the Sobel test for mediation analysis. Findings – According to the findings of this study, job crafting factors impact the person-job fit of food and beverage employees. The results also demonstrate that job crafting, and organizational commitment are mediated by person-job fit. The originality of the research – This paper adds a new chain to job design practices in the hospitality industry (i.e., job crafting leads to person-job fit, which enhances employees’ organizational commitment). Practical implications – Employee job crafting impacts the hotel by improving the fit of employees to their jobs, which leads to higher organizational commitment. As a result, hotel job designers should update their job design methodologies to include job crafting practices for hospitality employees.

This study investigated what skills and abilities volunteer applications consider to be important when applying for a volunteer position at a mega-sports event. The results were analyzed by gender and according to person???job fit theory. Data were obtained from the online volunteer application form for the Gold Coast 2018 Commonwealth Games. Two questions were used: gender, and one of the open-ended questions that asked "Anything else we should know about you?" A total of 29,373 cases were analyzed by Leximancer. This study identified six important themes: people , experience , love , sport , current situation , and business. For female volunteer applicants, people and love were identified as the most important themes, whereas business and sport were more likely to be prominent for male volunteer applicants. This research helps event organizations develop their selection strategies to match and adjust their volunteering jobs to the needs and abilities of volunteers. [ABSTRACT FROM AUTHOR]

Copyright of Revista Organizações em Contexto is the property of Revista Organizacoes em Contexto and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Zeitschrift für Diversitätsforschung und -Management is the property of Verlag Barbara Budrich GmbH and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In the study, the relationship and possible effect between perceived overqualification of bank employees, and work stress and job boredom are investigated. The sample of the research consists of 219 private bank employees operating in Kocaeli. The research, using the survey method, is a quantitative study. The data are analyzed using the SPSS program. According to the results obtained, it is determined that there is a statistically significant and positive relationship between perceived overqualification, and both work stress and job boredom. In addition to these results, it is stated that perceived overqualification had a statistically significant and positive effect on both work stress and workplace boredom. While studies on these variables are scarce in foreign literature, no studies dealing with research variables are found in the Turkish literature. This situation creates the originality of the study and it contributes to the literature. [ABSTRACT FROM AUTHOR]

Social workers' mental health issues in China have contextually important meanings, which result from its situation of extensive development and limited resources, and result in more developmental problems in the next stage. To fill research gaps in perspectives, participants and empirical evidence, this study used the Conservation of Resources theory framework and a nationally representative sample to examine a moderated mediation model. A sample of 5,965 Chinese social workers was obtained from the China Social Work Longitudinal Study in 2019. The results indicated that the relation between person–job fit and social workers' depression was partially mediated by their emotional exhaustion. In addition, the indirect effect was moderated by supervisor support, coworker support and manager support in the workplace. This study provides a resource-based mechanism to understand social workers' mental health issues in the context of the developing world. Practical implications on improving social workers' person–job fit, emotional exhaustion and work support were also discussed. [ABSTRACT FROM AUTHOR]

The person-job fit algorithm has become a crucial task in the online recruitment industry for matching resumes with suitable jobs and making recommendations. However, individuals' resumes and users' interaction records contain personal privacy information, which resumes and records cannot use in a public environment. This paper proposes a person-job fit framework with federated learning and privacy protection. It can utilize the user data stored locally on the user-side to train the model and ensure that the user's private data are not uploaded to the server-side. In addition, it prevents users' uploaded gradients from revealing private information by applying adaptive differential privacy techniques. However, federated learning suffers from a nonindependent homogeneous distribution of user data, which can lead to a user-side learned job representation with its own bias. Therefore, we introduce the idea of contrastive learning to guide user-side training to alleviate user-side bias and improve model performance. Experiments on real datasets show that our framework ensures higher performance while preserving user privacy data compared to typical person-job fit methods. [ABSTRACT FROM AUTHOR]