Development of the Person–Family Fit Construct: An Extension of Person–Environment Fit into the Family Domain

Abstract

This article defines a person’s environment as a combination of work and family environments by extending the person–environment fit theory to include the family domain. The study extends the person–environment fit construct by including person–job fit, person–organization fit, person–group fit, person–supervisor fit (all in work environment) and person–family fit (family environment). In the two studies that were carried using operational-level employees from various industries, we empirically develop a scale for the new concept person–family fit, validated person–family fit scale and the person–environment fit construct. This study makes several theoretical contributions including defining person–family fit construct, developing a scale to measure the same and confirming its inclusion into the person–environment fit construct. Managerial implications are provided to ensure person–job fit, person–group fit, person–supervisor fit and person–family fit in the working environment.

Person–Organisation Fit and Occupation Selection in Bangladesh: A Study on Bangladesh Civil Service Applicants

“…To fill these gaps in the literature, the present study offers a theoretical framework to examine underlying mechanisms and boundary conditions that seem to be striking in the link between the TPB core variables and job-seeking intentions of unemployed university graduates. Because of the compelling importance of perceived person-organisation (P-O) fit, defined as the extent to which applicants perceive that they are well suited to the working environment of a potential recruiting firm (Padmasiri et al, 2019), this article examines the impacts of P-O fit on the job-seeking process, specifically regarding the hypotheses suggested by the TPB. To the best of our knowledge, while most studies have centred mainly on Western societies, adequate empirical research investigating the efficacy of the TPB in determining the job-seeking intentions of unemployed graduates in a developing country like Bangladesh is unavailable in this field.…”