Effects of Person-environment fit on employee attitudes and behaviors
MetadataShow full item record
Scholars have long been searching for ways to improve individual and organizational outcomes and theories of person-environment fit have suggested its importance in relation to employee attitudes and behaviors. However, previous research on fit has not been very successful in providing integrating knowledge and empirical evidence to support it. This dissertation seeks to explore the effects of P-E fit on employee attitudes and behaviors in the public and non-profit sectors. In order to achieve this objective, this study first provides a comprehensive review on conceptualizations, operationalizations, and measurement of P-E fit. Then, chapter three introduces two sets of subjective P-E fit measures (i.e., OFM and AFM) developed in this study based on the conceptualization of needs-supplies fit. Next, this study examines the effects of P-E fit, as a multi-dimensional construct, on employee attitudes and behaviors. The results from O-logit regression models show that P-E fit is an important determinant of satisfaction, commitment, and work motivation. Specifically, they suggest that P-O fit, compared to P-J fit, has a greater impact on organizational commitment and job satisfaction while the findings from OFM and AFM show a mixed result for work motivation. For the effects of P-E fit on behavioral outcomes, the results from this dissertation partially support that P-E fit is a significant predictor of prosocial behavior and employee absenteeism. For example, the evidence from OFM support that P-E fit is a positive determinant of employees’ civic participation but it does not explain the variations in volunteering hours of employees. Overall, the findings from this dissertation suggest that P-E fit is a significant determinant of employee attitudes while requiring further evidence regarding behavioral outcomes. Findings also suggest that P-O fit, compared to P-J fit, has a greater impact on employee attitudes and behaviors in the public and non-profit sectors. The sectoral differences for the effects of P-E fit have been also found in some areas. Chapter six discusses the implications of these findings as well as suggestions for future research on the topic.