Fit Happens Globally: A Meta-Analytic Comparison of the Relationships of Person–Environment Fit Dimensions with Work Attitudes and Performance Across East Asia, Europe, and North America

By In-Sue Oh, Russell P. Guay, Kwanghyun Kim, C. Harold, Jong-hyun Lee, Chang-goo Heo, Kanghyun Shin. 2014

339 citations recorded by the source corpus.

Subfields: Communication, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/6776487cfbdaf8c7ee80f091de97b8659c8ee572

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In Communication

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

ADHD-like behavior and entrepreneurial intentions (2013, background): “…role of both individual and environmental (or organizational) factors in determining career decisions and outcomes (KristofBrown et al., 2011; 2005; Kristof, 1996; Oh et al., 2013), including entrepreneurial intentions (Lee et al., 2011) and entrepreneurial performance (Markman and Baron, 2003).”
Leader emotional intelligence and subordinate job satisfaction:a meta-analysis of main, mediator, and moderator effects (2016, neutral): “We argued that national cultures may contain trait-relevant cues that can activate one’s psychological traits because national cultures shape social norms and specify the types of values that are rewarded (Oh et al., 2014).”
The Yin and Yang of entrepreneurship: Gender differences in the importance of communal and agentic characteristics for entrepreneurs' subjective well-being and performance (2019, background): “These statistics are each within acceptable ranges (Neter et al., 1989), indicating that multicollinearity is not a major threat to the integrity of the results.”
Perceived Overqualification and Collectivism Orientation: Implications for Work and Nonwork Outcomes (2020, background): “Because the needs for meaningful work are poorly satisfied among those who feel overqualified (Luksyte & Spitzmueller, 2016; Maynard & Parfyonova, 2013), these workers will focus less on finding, cherishing, and building compatibility with group members (Oh et al., 2014).”
Resolution, Relief, and Resignation: A Qualitative Study of Responses to Misfit at Work (2017, positive): “…including reduced employee deviance, cynicism, withdrawal, and turnover (Harold, Oh, Holtz, Han, & Giacalone, 2016; Mulki, Jaramillo, & Locander, 2006; Naus, Van Iterson, & Roe, 2007), as well as better contextual and task performance (Kristof-Brown, Zimmerman, & Johnson, 2005; Oh et al., 2014).”