Toward a Multidimensional Theory of Person-Environment Fit

By Karen J. Jansen, Amy Kristof‐Brown. 2006

391 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/926b2cb3a11ab66b79b9ec8689479365826672d3

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Citations in the corpus

Testing a Multidimensional Theory of Person-Environment Fit (2010, methodology): “For example, Jansen and Kristof-Brown (2006) predicted that PJ and PP forms of fit will be evident during job search, while PO and PJ forms of fit will be prominent during socialization.”
A Person-Environment Fit Approach to Volunteerism: Volunteer Personality Fit and Culture Fit as Predictors of Affective Outcomes (2008, background): “It has been suggested, for example, that the strength of the relationship between P-E fit measures and affective outcomes may depend on the context in which fit and outcomes are established (Jansen & Kristof-Brown, 2006).”
Perceived Overqualification at Work: Implications for Extra-Role Behaviors and Advice Network Centrality (2018, background): “Subsequently, Jansen and Kristof-Brown (2006) argued for interactive effects because individuals would downplay the cognitive dissonance that would arise from having fit on one dimension when they fit on a different dimension.”
Development of a Multidimensional Instrument of Person–Environment Fit: The Perceived Person–Environment Fit Scale (PPEFS) (2016, background): “Recent advances in fit research have described this integrative view as the “nested” or “holistic” view (Jansen & Kristof-Brown, 2006; Kristof-Brown & Guay, 2011).”
Person-Organization Value Congruence: How Transformational Leaders Influence Work Group Effectiveness (2011, background): “In so doing, we answer calls from both the leadership (Yammarino, Dionne, Chum, & Danserau, 2005) and the person-environment (PE) fit literatures (Jansen & Kristof-Brown, 2006) by conceptualizing transformational leadership and follower value congruence at the group level of analysis.”
Does West “Fit” with East? In Search of a Chinese Model of Person–Environment Fit (2015, background): “This finding echoes the current call to examine multidimensional theories of fit (Jansen & Kristof-Brown, 2006), which posit that, in reality, people interact with various parts of their environment simultaneously.”
When the Romance is Over: Follower Perspectives of Aversive Leadership (2007, background): “…of a leader’s aversive leadership behaviors and a range of traditional follower outcomes that might be negatively impacted by a potential “horns” effect, or reverse halo effect (see Bowman, 1999; Jansen & Kristof-Brown, 2006), when leaders engage in intimidation or reprimanding behaviors.”
When Does Public Service Motivation Fuel the Job Satisfaction Fire? The Joint Moderation of Person–Organization Fit and Needs–Supplies Fit (2015, background): “When public servants’ needs are not met by a particular set of jobs (low needs–supplies fit), but share the organization’s values (high person–organization fit), for example, executives may consider a possible intra-organizational job rotation or transfer to enhance their needs–supplies fit before d”
Person-organization and person-supervisor fits: Employee commitments in a Chinese context (2011, background): “Second, despite earlier notions about the likely interplay of different fits, where one type of fit buffers misfit on another one (Jansen & Kristof-Brown, 2006), this study did not find such an interaction effect.”
Resolution, Relief, and Resignation: A Qualitative Study of Responses to Misfit at Work (2017, unknown): “They were quite capable of describing parts of the environment with which they fit and those with which they did not, reinforcing the idea that “ individuals are simultaneously embedded in multiple aspects of the environment ” (Jansen & Kristof-Brown, 2006: 197).”
Interrupting the Workplace: Examining Stressors in an Information Technology Context (2015, background): “This is similar to response-based researchers, who contend that multiple aspects of the environment combine to form a stressful environment that cooperatively influences a variety of outcomes (Jansen & Kristof-Brown, 2006).”