JOB COMPLEXITY, PERFORMANCE, AND WELL-BEING: WHEN DOES SUPPLIES-VALUES FIT MATTER?

By Jason D. Shaw, N. Gupta. 2004

156 citations recorded by the source corpus.

We extend person‐job fit research by investigating job performance as a moderator of the supplies‐values fit relationship with strain outcomes (somatic complaints and depression). Drawing on cybernetic stress and psychological centrality perspectives, we argue that supplies‐values misfit relates to lower well-being levels when job performance is low but that this effect is attenuated when job performance is high. The results are consistent with this prediction across 3 studies that provide progressively more rigorous tests of the hypothesis. Implications of the results for theoretical and empirical person‐job fit research are addressed. There is consistent and compelling evidence that fit (or misfit) between individual preferences for various tasks characteristics and the characteristics actually present in the job is related to a variety of health and wellbeing outcomes (e.g., Caplan, Cobb, French, Harrison, & Pinneau, 1980; Edwards, 1996; Edwards & Parry, 1993; French, Caplan, & Harrison, 1982). The supplies‐values (S‐V) or needs‐supplies fit approach to stress offers conceptual extensions over job demands (e.g., Cooper & Marshall, 1976) or psychophysiological response theories (e.g., Parker & DeCotiis, 1983) by incorporating both the situations an individual encounters in the environment (task characteristics, in this case) and the individual’s preferences for, or interests in, jobs with these attributes. S‐V fit is defined as

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/f511e32d16fba42a04896da26201474ed4ad42cc

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In Organizational Behavior and Human Resource Management

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Citations in the corpus

How individualism–collectivism orientations predict happiness in a collectivistic context (2009, background): “Although these cooperative behaviors could give rise to reciprocal acts, thus producing greater satisfaction and positive emotions, they do not fit well with the individualistic values of these employees, this misfit lowering PWB (Edwards 1996; Shaw and Gupta 2004 ).”
Perceptions of Organizational Virtuousness and Happiness as Predictors of Organizational Citizenship Behaviors (2010, methodology): “These variables were inserted for control, because they have been related to well-being (Arthaud-Day et al., 2005; Hellgren and Sverke, 2003; Keyes et al., 2002; Lyubomirsky et al., 2005, 2006; Rego and Cunha, 2009b; Shaw and Gupta, 2004).”
Person–organization fit, OCB and performance appraisal: Evidence from matched supervisor–salesperson data set in a Spanish context☆ (2008, background): “…is also preliminary evidence showing that relationships between managers and co-workers (Erdogan, Kraimer & Liden, 2004; Strauss et al., 2001) and even job performance (Shaw & Gupta, 2004) may influence the nature of the fit-in construct, thus moderating its relationship with resulting variables.”
When Preference Is Not Satisfied but the Individual Is (2014, unknown): “The theory of need fulfillment (Dawis & Lofquist, 1984; Locke, 1976) suggests that individuals will experience positive job attitudes to the extent that their needs are fulfilled (see also Edwards & Shipp, 2007; Kristof, 1996; Shaw & Gupta, 2004).”
A meta‐analytic investigation into the moderating effects of situational strength on the conscientiousness–performance relationship (2009, methodology): “Shaw and Gupta (2004) used O NET to determine that job complexity misfit has a negative effect on the well-being of low performers, but little effect on high performers.”
A SOCIAL-STRUCTURAL PERSPECTIVE ON EMPLOYEE- ORGANIZATION RELATIONSHIPS AND TEAM CREATIVITY (2014, result): “This approach is consistent with the view that task complexity refers to how extensively the job makes multiple “demands that require skill and training on the part of job incumbents” (Schaubroeck, Ganster, & Kemmerer, 1994: 427; see also Shaw & Gupta, 2004).”
Work Stress and Employee Health (2013, result): “…explained by ratings from different sources. further evidence for convergence has been provided by studies (Schaubroeck, Ganster, & Kemmerer, 1994; Shaw & Gupta, 2004: Study 2; Xie & Johns, 1995) that have utilized self and other measures of job complexity to assess interactive effects of job…”