4 Person–Environment Fit in Organizations: An Assessment of Theoretical Progress

By J. Edwards. 2008

333 citations recorded by the source corpus.

Subfields: Clinical Psychology, Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/c872c532d50e340941e28e3760e1c711e016dc81

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Citations in the corpus

Leadership emergence in multicultural teams: The power of global characteristics (2013, background): “In the last decades, P-E fit has been the main research concept as it emphasizes the influential effect of contextual factors on organizational behavior processes (Edwards, 2008).”
Does Public Service Motivation Always Lead to Organizational Commitment? Examining the Moderating Roles of Intrinsic Motivation and Ethical Leadership (2017, background): “…and organizations share public service values (i.e., person–organization [P-O] fit; Wright & Christensen, 2010) and the extent to which the organizations satisfy their salient needs, desires, or preferences—a needs–supplies fit (N-S fit; Cable & DeRue, 2002; Edwards, 2008; Kristof-Brown, 1996).”
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): “…roles that are typically ascribed to the group; Eagly and Karau, 2002), expectancy violation (i.e., positive counterstereotypical traits eliciting favorable evaluations), and person-work fit (i.e., degree of alignment between persons' characteristics and the demands of their work; Edwards, 2008).”
Work engagement, job design and the role of the social context at work: Exploring antecedents from a relational perspective (2013, background): “Similarly, Person-Environment Fit theory (Edwards, 2008), which discusses the congruence between individual needs and environmental rewards, also suggests a potential mediation.”
Work engagement: Further reflections on the state of play (2011, positive): “Combining person–environment fit theory (Edwards, 2008) with JD-R theory (Bakker, 2010; Bakker & Demerouti, 2008), we argue that a misfit between the person and the environment will result in tension and foster the inclination to change the work environment.”
Proactive personality and job performance: The role of job crafting and work engagement (2012, background): “Person-environment fit theory has argued that employees leave the organization when there is no fit between their abilities and needs on the one hand, and organizational demands and supplies on the other hand (Edwards, 2008; Schneider et al., 1997).”
When Preference Is Not Satisfied but the Individual Is (2014, positive): “CONCLUSION It appears that the concept of fit requires refinement and extension insofar as its boundary conditions are concerned (Edwards, 2008).”
Does West “Fit” with East? In Search of a Chinese Model of Person–Environment Fit (2015, methodology): “Second, to advance theories of PE fit in general, we offer a contextualized Chinese model of PE fit that can shed light on extant Western PE fit models (Edwards, 2008; Judge, 2007; Whetten, 2009).”
The Thin Line Between Empowering and Laissez-Faire Leadership: An Expectancy-Match Perspective (2018, background): “…procedures to examine (in)congruence hypotheses avoids many shortcomings, such as reliance on simple statistical techniques that lose nuanced information between the two component measures (e.g., correlation or calculated gap score; Edwards, 2008; Fleenor et al., 2010; Gibson et al., 2009).”
Event System Theory: An Event-Oriented Approach to the Organizational Sciences (2015, result): “Similarly, and consistent with PE fit theory and research (Edwards, 2008), when events fit more with a person’s development stage by meeting the distinct needs and demands of that stage, events are more likely to have a larger impact.”
Activating the Forces of Public Service Motivation: Evidence from a Low‐Intensity Randomized Survey Experiment (2015, methodology): “Th is notion of a positive eff ect of external PSM activation on time expenditure willingness is consistent with person–environment fi t theory (Edwards 2008; Kristof-Brown, Zimmerman, and Johnson 2005).”
Ethical and Unethical Leadership: Exploring New Avenues for Future Research (2010, background): “…have predominately studied congruence between persons and jobs, persons and organizations, persons and groups, and persons and supervisors (see Edwards, 2008; Kristof, 1996; Kristof-brown, zimmerman, & Johnson, 2005, for reviews). despite the growing literature, there has been little…”