Person–Environment Fit

By Beryl Hesketh, Barbara Griffin. 2015

335 citations recorded by the source corpus.

Subfields: Demography, Economics and Econometrics, Safety Research

View Paper: https://www.semanticscholar.org/paper/b873f8db2d0ea6fa05e34134caef278c5e4bc087

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Demography

In Economics and Econometrics

In Safety Research

Citations in the corpus

Exploring Individual and Organizational Factors Contributing to Compassion Satisfaction, Secondary Traumatic Stress, and Burnout in Domestic Violence Service Providers (2013, methodology): “…better examine the effects of the interactions between the various organizational and individual risk and protecttive factors on burnout, secondary traumatic stress, and compassion satisfaction, we drew upon theories of person–environment fit (P-E fit; for a review, see Kristof-Brown & Guay, 2011).”
Person–organization fit and employee outcomes: test of a social exchange model (2013, background): “Research in a new cultural setting is important because it contributes to the assessment of the generalizability of the P–O fit theory developed in Western settings (Parkes, Bochner and Schneider 2001; Kristof-Brown and Guay 2010).”
Engaged and Productive Misfits: How Job Crafting and Leisure Activity Mitigate the Negative Effects of Value Incongruence (2016, background): “Indeed, “misfit is a subject that has been largely overlooked by researchers . . . we know little about how they behave or cope” (Kristof-Brown & Guay, 2011: 38–39).”
Channel integration quality, perceived fluency and omnichannel service usage: The moderating roles of internal and external usage experience (2018, background): “Channel choice breadth refers to the degree to which customers can freely access information and service from different channels for their needs satisfaction, which is often considered as an important cause for customer commitment and engagement [39,40].”
Employer–Employee Congruence in Environmental Values: An Exploration of Effects on Job Satisfaction and Creativity (2014, neutral): “O fit only weakly associates with employee taskrelated performance (Kristof-Brown et al. 2005), due to the fact that task-related performance depends critically on an employee’s job proficiency, rather than on value congruence (Kristof-Brown and Guay 2011).”
Resolution, Relief, and Resignation: A Qualitative Study of Responses to Misfit at Work (2017, neutral): “Participants ’ descriptions can provide a deeper level of insight into the experience of misfit as it occurs naturally (Billsberry, Ambrosini, Moss-Jones, & Marsh, 2005; Kristof-Brown & Guay, 2011; Shipp & Jansen, 2011).”
The Dynamic Relationships of Work Affect and Job Satisfaction with Perceptions of Fit (2014, background): “…measure it indirectly (i.e., employees separately report on each attribute and researchers statistically combine them to determine fit) or directly (i.e., employees directly report on their perceived level of fit; Edwards et al., 2006; Kristof‐Brown & Billsberry, 2013; Kristof‐Brown & Guay, 2010).”