Linking Proactive Personality to Well-Being: The Mediating Role of Person-Environment Fit

Liao, Pen-Yuan

doi:10.1177/21582440211040118

Cited by 16 publications

(11 citation statements)

References 98 publications

(187 reference statements)

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“…Boon et al . (2011), Mostafa and Gould-Williams (2014) and Liao (2021) also supported the influence of person-organization fit on job satisfaction, which can be associated with workplace well-being. The results of this study is in line with the above mentioned authors, since it was proven that person-organization fit has a positive effect on workplace well-being .…”

Section: Discussionmentioning

confidence: 78%

“…Nevertheless, researchers like Boon et al . (2011), Mostafa and Gould-Williams (2014) and Liao (2021) have also supported the influence of person-organization fit on job satisfaction, which is associated with workplace well-being. Takeuchi and Takeuchi (2013) underscored the importance of exploring the psychological needs of employees in their study.…”

Section: Theory and Hypothesesmentioning

confidence: 82%

“…A thorough review of the scientific literature reveals that studies concentrating on personorganization fit have primarily emphasized outcomes related to the employee, such as organizational commitment (Lv and Xu, 2018), intention to leave the organization (Abdalla et al, 2018;Jin et al, 2018) and organizational citizenship behavior . Nevertheless, researchers like , Mostafa and Gould-Williams (2014) and Liao (2021) have also supported the influence of person-organization fit on job satisfaction, which is associated with workplace well-being. Takeuchi and Takeuchi (2013) underscored the importance of exploring the psychological needs of employees in their study.…”

Section: The Relationship Between Person-organization Fit Relationshi...mentioning

confidence: 99%

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Investigating the impact of person-organization fit on employee well-being in uncertain conditions: a study in three central European countries

Jaškevičiūtė,

Zsigmond,

Berke

et al. 2023

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PurposeThe objective of this research is to explore the relationship between person-organization fit and employee well-being in the context of uncertainty across three Central European countries: Lithuania, Slovakia and Hungary.Design/methodology/approachThis study employed a survey-based approach to gather primary data from Lithuania, Slovakia and Hungary, resulting in a total of 1,140 respondents. The survey utilized a structured questionnaire designed with a five-point Likert scale. The questionnaire consisted of three main sections: person-organization fit, employee well-being and demographic information. Person-organization fit was assessed through a 3-item scale, while employee well-being was evaluated using an 18-item scale that included 3 dimensions: life well-being, workplace well-being and psychological well-being. Partial least squares structural equation modeling (PLS-SEM) was employed to analyze the survey data.FindingsThe findings of the study reveal significant positive relationships between person-organization fit and three dimensions of employee well-being – life well-being, workplace well-being and psychological well-being – in three Central European countries: Lithuania, Slovakia and Hungary. Notably, there were discernible differences between Hungary and Lithuania, as well as between Slovakia and Lithuania. Conversely, no significant distinctions were observed between Hungary and Slovakia in relation to these variables.Originality/valueThis research has the potential to shed light on how the alignment between individual values and organizational values impacts employee well-being, particularly within the context of volatile periods such as the COVID-19 pandemic. This understanding can guide organizations in fostering a work environment that supports employees. Furthermore, the results of this study create the prospect of providing actionable guidance to organizations aiming to strengthen their approaches for enhancing employee well-being across dimensions such as life well-being, workplace well-being and psychological well-being.

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Section: Discussionmentioning

confidence: 78%

Section: Theory and Hypothesesmentioning

confidence: 82%

Section: The Relationship Between Person-organization Fit Relationshi...mentioning

confidence: 99%

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Investigating the impact of person-organization fit on employee well-being in uncertain conditions: a study in three central European countries

Jaškevičiūtė,

Zsigmond,

Berke

et al. 2023

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“…Proactive personality literature has shown that proactive personality is positively associated with job satisfaction (e.g., Liao, 2015Liao, , 2021 and career satisfaction (e.g., Jawahar & Liu, 2017). There is a limited number of studies that have explored the role of proactive personality in the academic context and the relationship between proactive personality and academic satisfaction.…”

Section: Proactive Personality (O Proactivity)mentioning

confidence: 99%

Assessing the impact of courage and proactive personality on Italian and Spanish psychology students in career transitions: A multigroup analysis

Platania

Morando

Magnano

et al. 2023

Australian Journal of Career Development

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The instability resulting from major changes in recent decades has fostered a climate of uncertainty and risk that has had repercussions in terms of unemployment, social inequality, and precariousness. To cope with this phenomenon, especially in the context of career transitions, individuals have had to activate multiple psychological resources. In particular, these resources are required in the transition from academic life to the world of work and in the propensity and courage to make certain choices. In our study, we examined two main hypotheses: the mediating effect of courage and proactive personality in the relationship between career adaptability and university satisfaction in a sample of 657 (336 Italian and 321 Spanish) psychology students attending their final year of studies; through a multigroup analysis, the comparison of the two different subsamples, coming from different cultural contexts: Italian and Spanish. The results suggest important differences between these two groups.

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“…A poor P-E fit can lead to decreased job satisfaction, well-being, motivation, and commitment and increased turnover (Kristof-Brown et al, 2005). Implementing remote and smart working, for instance, can lead to increased feelings of isolation and disconnection from the organization and can negatively impact employees' well-being and motivation (Liang et al, 2022;Liao et al, 2021). Additionally, job insecurity and role ambiguity can lead to increased stress and anxiety among employees, negatively impacting their well-being and productivity (Sverke et al, 2002;Van der Heijden et al, 2004).…”

Section: Introductionmentioning

confidence: 99%

Organizing for Sustainable Development

Angeli¹,

Metz²,

Raab³

2022

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The role and meaning of sustainable development have been recognized in the scientific literature for decades. However, there has recently been a dynamic increase in interest in the subject, which results in numerous, in-depth scientific research and publications with an interdisciplinary dimension. This edited volume is a compendium of theoretical knowledge on sustainable development. The context analysed in the publication includes a multi-level and multi-aspect analysis starting from the historical and legal conditions, through elements of the macro level and the micro level, inside the organization.Organizing Sustainable Development offers a systematic and comprehensive theoretical analysis of sustainable development supplemented with practical examples, which will allow obtaining comprehensive knowledge about the meaning and its multi-context application in practice. It shows the latest state of knowledge on the topic and will be of interest to students at an advanced level, academics and reflective practitioners in the fields of sustainable development, management studies, organizational studies and corporate social responsibility.

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Linking Proactive Personality to Well-Being: The Mediating Role of Person-Environment Fit

Cited by 16 publications

References 98 publications

Investigating the impact of person-organization fit on employee well-being in uncertain conditions: a study in three central European countries

Investigating the impact of person-organization fit on employee well-being in uncertain conditions: a study in three central European countries

Assessing the impact of courage and proactive personality on Italian and Spanish psychology students in career transitions: A multigroup analysis

Organizing for Sustainable Development

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