UNDERSTANDING NEWCOMERS’ ADAPTABILITY AND WORK-RELATED OUTCOMES: TESTING THE MEDIATING ROLES OF PERCEIVED P–E FIT VARIABLES

By Mo Wang, Yujie Zhan, Elizabeth A. McCune, D. Truxillo. 2011

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Performance Adaptation (2014, background): “Although sparse, empirical research examining the reliability and validity of the I-ADAPT measure (e.g., Almahamid et al., 2010; Wang et al., 2011) has typically used an abbreviated or modified version.”
Navigating Uncharted Waters (2015, background): “Specifically, extraversion (e.g., Gruman & Saks, 2011; Wanberg & Kammeyer-Mueller, 2000), neuroticism (e.g., Wanberg & Kammeyer-Mueller), conscientiousness (e.g., Wanberg & Kammeyer-Mueller), agreeableness (e.g., Gruman & Saks), and openness to experience (e.g., Wanberg & KammeyerMueller; Wang et al”
Development of a Multidimensional Instrument of Person–Environment Fit: The Perceived Person–Environment Fit Scale (PPEFS) (2016, background): “The attraction-selection-attrition framework in relation to PO fit has been shown to be associated with employee job performance (Kim, Aryee, Loi, & Kim, 2013), job satisfaction (Cable & DeRue, 2002; Kim et al., 2013; McCulloch & Turban, 2007; Vancouver & Schmitt, 1991; Wang et al., 2011), turnover ”
Career Adaptability With or Without Career Identity (2018, background): “Such modifiers include organizational culture (Wang et al., 2011), knowledge frameworks (Ito & Brotheridge, 2005), and individual characteristics (Zacher, 2014).”