Person-Environment Fit Theory

Armitage, Lynne; Amar, Johari Hussein Nassor

doi:10.1201/9781003128830-2

Cited by 12 publications

(3 citation statements)

References 12 publications

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“…The first career theory considered is the theory of work adjustment which asserts that vocational choice is maximised when there is congruence between an individual's characteristics and their work environment (Strauser et al 2021). Employees adopt certain behaviours to increase compatibility between their skills and abilities and their job requirements (Armitage & Nassor Amar 2021;Van Ruysseveldt, Van Wiggen-Valkenburg & Van Dam 2021). This means that women who desire career progression and its associated benefits will strive to exhibit personal attributes that are in line with their expected outcomes (e.g., they will work hard, engage in skills development, and seek opportunities).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

The role of personal factors and skills development in women’s career advancement

Fitong Ketchiwou,

van der Walt

2023

South African Journal of Economic and management Sciences

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Background: Women have been climbing the organisational ladder at a slower pace than men. Several reasons have been cited for women's slow progress to senior positions, but little attention has been given to the role of personal responsibility in women's career progress. Yet personal factors are vital for skills development and career advancement. Aim:The aim of the study is to determine whether skills development influences women's career advancement, and to establish whether selected personal factors influence women's skills development and their career advancement.Setting: The study focused on women working in the service sector in Johannesburg, South Africa. Method:The study was quantitative in nature, and a survey strategy was used. The final sample consisted of 412 women. Results:The results reveal that personal responsibility is essential for the skills development and career advancement of women. Also, skills development is vital for women's career advancement. Conclusion:Women need to take the lead in planning their careers, and they should intentionally engage in developmental activities that influence their career outcomes.Contribution: Previous research has given little attention to the role women play in their own skills development and career advancement. Also, insufficient consideration has been given to skills development to achieve career advancement. The study fills this gap in knowledge regarding women's career advancement.

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Section: Theoretical Backgroundmentioning

confidence: 99%

The role of personal factors and skills development in women’s career advancement

Fitong Ketchiwou,

van der Walt

2023

South African Journal of Economic and management Sciences

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“…To achieve business success and survive in the increasing war for talent, companies must provide suitable workplaces for their workforce regardless of where employees perform their work (Carnevale and Hatak, 2020; Gigauri, 2020; Donthu and Gustafsson, 2020). An environment that is optimally adapted to employees’ work is beneficial to fulfilling tasks effectively (Armitage and Nassor Amar, 2021). Right now, it is more important than ever for companies to understand the relevant factors that influence the productivity and turnover intention of their employees when working from home to position themselves for the future.…”

Section: Introductionmentioning

confidence: 99%

Is the success of working from home a matter of configuration? – a comparison between the USA and Germany using PLS-SEM

Voll,

Pfnür

2023

JCRE

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Purpose The world of work is constantly changing. The COVID-19 pandemic has reinforced working from home, and there is an increasing demand for flexibility regarding the workplace. There is little empirical evidence on the mechanisms and factors that influence employee outcomes, such as productivity and turnover intention, at the workplace and at home. In addition, it is unclear whether the workplace characteristics that influence employee outcomes vary between different nations due to country-specific circumstances. The paper aims to address these two issues. Design/methodology/approach The research model applied in this study is based on the job demands-resources (JD-R) and environmental demands-resources models using German (n = 429) and USA (n = 507) survey samples. Partial least squares structural equation modelling is used to analyse the influence of workplace characteristics (isolation, family–work interference, equipment/facilities and skill variety) on employee outcomes (satisfaction, burnout, productivity and turnover intention). Additionally, a multi-group analysis is used to explore group differences in the factors influencing satisfaction, burnout, productivity and turnover intention between employees in Germany and the USA. Findings The results reveal that significant determinants of productivity and turnover intention include isolation, family–work interference, equipment/facilities and skill variety. Isolation and equipment/facilities are identified as the most important demands and resources of the home workplace. Some significant differences are found between Germany and the USA. The positive effect of isolation on burnout is significantly stronger in the USA than in Germany, whereas the positive effect of family–work inference on burnout is stronger in Germany than in the USA. The negative effects visible for the relations between burnout and satisfaction, and satisfaction and turnover intention are stronger in Germany than in the USA. The positive effect of burnout on turnover intention is stronger in the USA compared to Germany. Originality/value The study adds empirical evidence to the JD-R theory by analysing the influence of the home workplace characteristics on employee outcomes in different countries for the first time using a multi-group analysis. In addition, the study reveals new insights into the differences between the knowledge workforces in Germany and the USA by uncovering how key factors influence employee outcomes such as productivity and turnover intention, partially carried by varying length of experience in work from home between both of these countries. Insights from this study can support corporate real estate managers to make better decisions on the design of employees’ home workplaces and the integration of work from home into the company’s workspace concept.

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“…Following the environmental theory of stress (Edwards et al, 1998;Armitage and Nassor Amar, 2021;De Cooman and Vleugels, 2022), the workplace should fit the employee's personality. Recently, the explanation of the origin of stress and coping with it through environmental influences has become both generalized and effective (Altomonte et al, 2020;Bluyssen, 2022).…”

Section: Introductionmentioning

confidence: 99%

A new instrument to measure healthy workplace qualities: the People in the Office Scale

Pavlova,

Reznichenko,

Nartova-Bochaver

2023

Front. Psychol.

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This research is aimed at developing a new instrument to assess the healthy workplace qualities based on the environmental theory of stress, and ideas of salutogenic and biophilic design. A total of 319 respondents participated in the study (19–72 years; Mage = 40.86, SDage = 12.70; 69% women). Additionally, nine judges were invited to evaluate the items of the scale for content validity. Using a mixed inductive/deductive method, which included literature analysis and in-depth interviews, an initial pool of 56 items was collected. From the initial pool of 56 items, the more relevant ones were selected. This list named thePeople in the Office Scale (POS)was subjected to a full psychometric examination. Results of the Exploratory and Confirmatory Factor Analyses show thatPOShas satisfactory structural and content validity, reliability, and measurement invariance across sex and age. In its final form,POSincludes 27 items and five subscales:Ergonomics;Internal Communications;External Infrastructure;Freedom of Action; andWorkplace as a Life Narrative. Convergent validity measured by correlatingPOSscores with the variables of restorative environment, workplace attachment, and organizational cynicism was satisfactory. Divergent validity measured by correlating with mental health, was also satisfactory. This new instrument can be recommended for use in both practice and research to provide evidence-based design guidance.

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Person-Environment Fit Theory

Cited by 12 publications

References 12 publications

The role of personal factors and skills development in women’s career advancement

The role of personal factors and skills development in women’s career advancement

Is the success of working from home a matter of configuration? – a comparison between the USA and Germany using PLS-SEM

A new instrument to measure healthy workplace qualities: the People in the Office Scale

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