A Review of:“Fundamentals of Psychology”. By FRANK A. GELDARD. ( New York, John Wiley and Sons. ) [Pp.437.] 57s.

Edwards, Elisabeth

doi:10.1080/00140136308930700

Cited by 8 publications

(11 citation statements)

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“…P-J fit is one of the most studied and individual-focused types of fit, ensuring that employees have the technical expertise to do their assigned work and make a valuable contribution (Werbel and DeMarie, 2005). P-J fit refers to the match between the job requirements (knowledge, skills and abilities) and the employee's qualifications, or the match between the employee's needs and the needs of the job (Edwards, 1991). That is, two different types of P-J fit have been identified.…”

Section: Theoretical Background and Hypothesis Developmentmentioning

confidence: 99%

We need to talk about kinship: how kinship weakens turnover intentions among academicians at private higher education institutions in Indonesia

Pariyanti

Adawiyah

Wulandari

2022

JARHE

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PurposeThere are two objectives in this study. First, testing the relationship between person-organization fit (P-O fit) and person-job fit (P-J fit) on turnover intentions. Second, examining the moderating role of kinship on the relationship between P-O fit and P-J fit on turnover intentions.Design/methodology/approachThis research was conducted at private universities in Lampung with a total of 282 respondents. The analytical method used to test the research hypothesis was moderated regression analysis (MRA)FindingsThere are five proposed hypotheses, and all of them are supported. The findings of this study reveal that P-O fit and P-J fit are predictors that are negatively related to turnover intentions. Furthermore, kinship moderates the relationship between P-O fit and P-J fit on turnover intentions.Research limitations/implicationsThis study adds to the literature on turnover intentions in universities and underscores some important advances and contributions in developing a human resource management theory related to social capital. Based on the findings of this study, organizations are expected to pay more attention to P-O fit, P-J fit and kinship to reduce the level of turnover intentions. Employers are expected to choose people who match the organization's values and work and create interpersonal relationships between them to reduce turnover intentions, which mean the findings extend the theory of attraction-selection-attrition (ASA), social exchange and social capital. These findings provide theoretical and pragmatic insights for human resource management practitioners and relevant stakeholders.Practical implicationsPractically, the concepts of P-O fit and P-J fit are important to be considered by the leadership because creating a suitable environment for employees will trigger positive behaviors. Leaders must find the right people for the environment and the right environment for the employees. Furthermore, this study has implications for a relational approach to overcoming turnover intentions in the workplace. The relational approach is in the form of kinship. Organizations that encourage opportunities for social interaction among members can reduce employee turnover and tend to create positive social capital.Social implicationsIn social practice, kinship connects people in an organization. The existence of kinship in an organization helps academicians get relational and emotional support from coworkers and superiors so that they will feel a family relationship that may not be found in other organizations, which eventually reduces turnover intentions.Originality/valueThe originality of this study lies in investigating the moderating role of kinship on the relationship between P-O fit and turnover intentions. Kinship in this study is different from research in general. “Kinship” here is based on a kinship perspective because of the peculiarities of Asian culture, especially in Indonesia, namely kinship without blood relations and marriage.

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Section: Theoretical Background and Hypothesis Developmentmentioning

confidence: 99%

We need to talk about kinship: how kinship weakens turnover intentions among academicians at private higher education institutions in Indonesia

Pariyanti

Adawiyah

Wulandari

2022

JARHE

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“…Person-job fit consists of "demands-abilities fit" which indicates congruence between the requirements of a job and the abilities of the individual performing these jobs and "needssupplies fit" which highlights a fit between the needs of a person and the supplied attributes of a job (Cable and DeRue, 2002;Edwards, 1991). It is important for organizations and employees to adequately pay attention to person-job fit because it has a positive effect on employees' job performance (Lin et al, 2014).…”

Section: Hypotheses Developmentmentioning

confidence: 99%

“…Person-job fit and perceived internal employability Employees need to have the necessary abilities and skills to match job requirements to perform those jobs effectively (Cable and DeRue, 2002). In the case of a high person-job fit, individuals may perform in a better way because their current abilities are sufficient to manage various job demands (Edwards, 1991). Such individuals are motivated to perform even better in the workplace due to the fulfilment of their needs (Lin et al, 2014).…”

Section: Regulatoryfocused Job Crafting and Employabilitymentioning

confidence: 99%

“…As high person-job fit, mainly demands-abilities fit, indicates better alignment between the job requirements and individuals' abilities, we argue that such individuals may be more confident about their capabilities and therefore they are more likely to manage various job requirements successfully. This may enhance their work performance (Edward, 1991) and consequently, contribute to raising their internal employability. Similarly, individuals with higher needs-supplies fit at the workplace may be more willing to make efforts to achieve organizational goals which make them more valuable within their organization.…”

Section: Hypotheses Developmentmentioning

confidence: 99%

“…Berg et al, 2013;Guo and Hou, 2022;Kooij et al, 2017;Tims et al, 2016) i.e. to undertake jobs that are in sync with their abilities and needs (Cable and DeRue, 2002;Edwards, 1991). This may be even more useful in the case of a changing operating environment (Petrou et al, 2015).…”

Section: Introductionmentioning

confidence: 99%

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Regulatory-focused job crafting, person-job fit and internal employability–examining interrelationship and underlying mechanism

Sameer

Priyadarshi²

2022

EBHRM

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PurposeThis paper examines the relationships between regulatory-focused job crafting, i.e. promotion- and prevention-focused job crafting, person-job fit and internal employability and explores the direct and underlying mediation process using conservation of resources and job demands-resources theories.Design/methodology/approachSurvey data collected from 425 executives of India based public sector enterprises were used to test hypotheses.FindingsPromotion- and prevention-focused job crafting respectively had a contrasting relationship with needs-supplies fit. The relationship with demands-abilities fit was statistically significant only in the case of prevention-focused job crafting. These two job crafting forms respectively had a positive and a negative effect on internal employability, both directly as well as indirectly through person-job fit.Practical implicationsEmployees can pursue promotion-focused job crafting and avoid prevention-focused job crafting to improve their person-job fit as well as internal employability which subsequently may have multiple favourable outcomes at an organizational and individual level.Originality/valueThe study, for the first time, empirically investigates the differential role of individuals' efforts in the form of promotion- and prevention-focused job crafting, in influencing internal employability and explains its underlying mechanism through person-job fit. These interrelationships may have important implications for employees' job demand management process and job choices.

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Do family factors affect the usage intention of smart homes? A PLS-SEM empirical study from China

Cui,

Tang,

Hassan

2024

APJML

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PurposeDespite the enormous benefits, smart homes (SHs) are still not widely adopted by residents in China. Furthermore, research on the intention to use SHs has overlooked the role of family factors. Thus, this study aims to propose a new research model to examine the impact of family factors on the usage intention (UI) of SHs.Design/methodology/approachThis study collected 265 valid data from potential users of SHs in China using a convenience sampling method. The PLS-SEM method was applied to test the research model and related hypotheses.FindingsThe empirical results confirm the mediating role of optimism (OP) in perceived family support (PFS)/perceived family trust (PFT) and attitude (AT). Unsurprisingly, the results validated the relationship between perceived usefulness (PU), attitude (AT) and UI of SHs through TAM theory. Besides, this study also identified the moderating effect of perceived risk (PR) between AT and UI.Practical implicationsTo improve SH adoption, practitioners should focus on family factors and utilize family influence to promote the spread of smart home reputation. Besides, SH practitioners should enhance user trust and reduce perceived risks through technological upgrades and security measures.Originality/valueBased on the Social Impact Theory and Technology Acceptance Model (TAM), this study is an empirical attempt to explore the impact of family factors on the intention to use SHs, expanding the research on smart home adoption.

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A Review of:“Fundamentals of Psychology”. By FRANK A. GELDARD. ( New York, John Wiley and Sons. ) [Pp.437.] 57s.

Cited by 8 publications

References 0 publications

We need to talk about kinship: how kinship weakens turnover intentions among academicians at private higher education institutions in Indonesia

We need to talk about kinship: how kinship weakens turnover intentions among academicians at private higher education institutions in Indonesia

Regulatory-focused job crafting, person-job fit and internal employability–examining interrelationship and underlying mechanism

Do family factors affect the usage intention of smart homes? A PLS-SEM empirical study from China

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