The relationship between person-environment fit and outcomes: An integrative theoretical framework.

By J. Edwards, Abbie J. Shipp. 2007

432 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/f1b0603fd90b43cc38a2e69d57d94433de6dd98a

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Citations in the corpus

Person-Group Fit (2015, background): “For complementary fit, however, a more cognitive assessment of potential need-fulfillment is made (Edwards & Shipp, 2007; French et al., 1982; Kristof-Brown & Guay, 2011).”
Employee Retirement: A Review and Recommendations for Future Investigation (2010, unknown): “Ekerdt, Kosloski, and DeViney (2000) found that the closer the perceived proximity of retirement, the more motivated workers were to engage in both formal and informal retirement planning activities.”
4 Person–Environment Fit in Organizations: An Assessment of Theoretical Progress (2008, background): “Stronger theories go further by describing the form of this relationship, such as whether the function relating P–E fit to an outcome is symmetric about the point of P–E fit (French et al, 1974 ; Locke, 1976 ) and whether the effects of P–E fit depend on the absolute levels of the person and envir”
Competition, autonomy, and prestige: Mechanisms through which the Dark Triad predict job satisfaction ☆ (2015, background): “When personality characteristics are taken to exemplify individual’s needs, and work climate is taken to exemplify organizational supplies (Kristof, 1996), fit would, by definition, imply a more satisfied individual (Edwards & Shipp, 2007).”
The Presence of Something or the Absence of Nothing: Increasing Theoretical Precision in Management Research (2010, unknown): “…1992), negotiation (Northcraft, Preston, Neale, Kim, & Thomas-Hunt, 1998), stress (Ferris et al., 2006; Muse, Harris, & Field, 2003), job design (Champoux, 1992; Xie & Johns, 1995), person–environment fit (Edwards & Shipp, 2007), and the quality of work life (Rice, McFarlin, Hunt, & Near, 1985).”
Exploring the Fit between Doctoral Students' and Supervisors' Perceptions of Resources and Challenges vis-à-vis the Doctoral Journey (2012, background): “Fit refers to the congruence between individuals and their environments (Edwards, 2007; Edwards, Cable, Williamson, Schurer Lambert, & Shipp, 2006; Kristof, 1996).”
Testing a Multidimensional Theory of Person-Environment Fit (2010, background): “In short, there are many forms of fit (Edwards and Shipp, 2007), researchers do not know if all forms of fit have been identified (Billsberry et al.”
A self-determination perspective of strengths use at work: Examining its determinant and performance implications (2016, background): “More generally, this argument finds support in the person–environment fit literature, which purports that congruence between the person and the environment will result in positive outcomes (Edwards & Shipp, 2007).”
Comprehensibility, manageability and meaningfulness at work: Construct validity of a scale measuring work-related sense of coherence (2013, background): “…in which the development of SoC is influenced by both stressors and general resistance resources (Antonovsky, 1979), the transactional model of stress (Lazarus & Folkman, 1984), the health-development model (Bauer, Davies & Pelikan, 2006) and the personenvironment-fit model (Edwards & Shipp, 2007).”
Testing Fit Patterns with Polynomial Regression Models (2015, background): “(Edwards & Shipp, 2007).”
Socially Responsible Human Resource Management and Employee Support for External CSR: Roles of Organizational CSR Climate and Perceived CSR Directed Toward Employees (2017, background): “Supplies– values fit theory posits that supplies–values misfit is likely to have negative employee consequences, such as compromised employee work performance, job dissatisfaction, and intention to quit or actual turnover (Edwards 2007).”
Engaged and Productive Misfits: How Job Crafting and Leisure Activity Mitigate the Negative Effects of Value Incongruence (2016, background): “They are likely to sense that they are lacking something important and valuable to them—that a fundamental need is not quite fulfilled (Edwards & Shipp, 2007).”
Does an intrinsic work value orientation strengthen the impact of job resources? A perspective from the Job Demands–Resources Model (2011, background): “The match between the environments' supplies and employees' values may instead contribute to employees' optimal functioning (Edwards & Shipp, 2007 ).”
Clarifying the Relationship Between Public Service Motivation and In-Role and Extra-Role Behaviors: The Relative Contributions of Person-Job and Person-Organization Fit (2017, background): “For instance, the environment has been studied on the level of the supervisor, the job, the organization, and the vocation (Edwards & Shipp, 2007).”
Belonging Mediates Effects of Student-University Fit on Well-Being, Motivation, and Dropout Intention (2018, background): “…a nd is n ot to fields it is assumed that a P-E fit effect will positively affect well-being and motivation and negatively affect behavioral intentions to drop out of the environment (e.g., Chatman, 1989; Kristof, 1996; Edwards & Shipp, 2007; for a metaanalysis, see Verquer, Beehr, & Wagner, 2003).”
Does Seeing “Mind Acts Upon Mind” Affect Green Psychological Climate and Green Product Development Performance? The Role of Matching Between Green Transformational Leadership and Individual Green Values (2018, background): “However, in the field of human resource management, good interactions between leaders and employees are the key to achieving sustainable development [13,70,71].”