Person–organization fit and helping behavior: How and when this relationship occurs

Vila‐Vázquez, Guadalupe; Casal, Carmen Castro; Álvarez-Pérez, Dolores

doi:10.1007/s12144-021-01708-5

Cited by 8 publications

(8 citation statements)

References 69 publications

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“…Moreover, employees’ fit to telework was negatively related to involuntariness in telework. This finding seems to be in line with previous studies suggesting that P–J fit relates to better outcomes, and thus may contribute to decreasing less favorable ones, such as involuntary reasons for being teleworkers (Vila-Vázquez et al. , 2021).…”

Section: Discussionsupporting

confidence: 92%

“…Moreover, employees' fit to telework was negatively related to involuntariness in telework. This finding seems to be in line with previous studies suggesting that P-J fit relates to better outcomes, and thus may contribute to decreasing less favourable ones, such as involuntary reasons for being teleworkers (Vila-Vázquez et al, 2021). In fact, according to the self-determination theory, while voluntary reasons are seen as high quality and sustained motivations, involuntary reasons are associated with short-term gains on targeted outcomes (Deci et al, 2017).…”

Section: Theoretical Implicationssupporting

confidence: 91%

“…The current study investigated the relationship between employees’ fit to telework and voluntariness and involuntariness in telework. Drawing on P–J fit theory, a significant relationship among these variables would be expected (Vila-Vásquez et al. , 2021).…”

Section: Discussionmentioning

confidence: 99%

“…Referring to the relationship between employees' fit to telework and voluntariness and involuntariness in telework, bearing in mind previous studies showing P-J fit is associated with better outcomes, such as job engagement and employees' helping behaviour (Vila-Vázquez et al, 2021), we hypothesize that the higher the individuals' perception of fit to telework, the higher their voluntariness in telework, and the lower their involuntariness in telework. Hence, we make the following hypothesis:…”

Section: Employees' Fit To Telework and (In)voluntariness In Teleworkmentioning

confidence: 99%

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Employees’ fit to telework and work well-being: (in)voluntariness in telework as a mediating variable?

Lopes

Dias

Sabino

et al. 2022

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PurposeThe present study aims to examine the mediating role of (in)voluntariness in teleworking in explaining the relationship between employees’ fit to telework and work well-being (i.e. work engagement and exhaustion).Design/methodology/approachA cross-sectional survey design was used in this study. The sample comprised 222 individuals performing telework in Portugal. Statistical analyses employed were descriptive statistics, Pearson’s correlation, confirmatory factor and structural equation analyses, and mediation analysis using Hayes Process macro.FindingsThe findings confirmed the hypothesis that employees’ fit to telework raises the voluntariness in telework and decreases involuntariness in telework. However, contrary to expectations, no significant relationships were found between voluntariness in telework, work engagement and exhaustion. Yet, involuntariness in telework showed a significant role in decreasing work engagement and increasing workers’ exhaustion. The mediating role of involuntariness in telework was confirmed in explaining the relationship between employees’ fit to telework and exhaustion.Practical implicationsManagers in global firms can draw from the results to understand how employees’ fit to telework directly and/or indirectly contributes to work well-being and develop human resource (HR) management practices aiming to increase employees’ fit to telework.Originality/valueAlthough teleworking is already studied, to the best of the authors’ knowledge, no studies have analyzed the same conceptual model employees’ fit to telework, (in)voluntariness in teleworking and work well-being.

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Section: Discussionsupporting

confidence: 92%

Section: Theoretical Implicationssupporting

confidence: 91%

Section: Discussionmentioning

confidence: 99%

Section: Employees' Fit To Telework and (In)voluntariness In Teleworkmentioning

confidence: 99%

See 2 more Smart Citations

Employees’ fit to telework and work well-being: (in)voluntariness in telework as a mediating variable?

Lopes

Dias

Sabino

et al. 2022

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“…The second looks at individual differences that increase unethical behaviour, such as malevolent traits. Other individual risk factors include moral efficacy (Hannah et al 2011), self-control (Baumeister and Alghamdi 2015), and how well one's values fit with those of the organization (Vila-Vázquez et al 2021).…”

Section: Individualmentioning

confidence: 99%

Empirical Research on Military Ethical Behaviour

Messervey

Squires

2021

Handbook of Military Sciences

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This chapter presents an overview of key empirical research examining ethical and unethical behaviour in the military. Early research examined the impact of atrocities on the psychological well-being of Vietnam War veterans. In later conflicts, researchers examined battlefield attitudes, behaviours, willingness to report fellow unit members for ethical violations, and the adequacy of training. In addition to battlefield ethics, researchers have also investigated individual, situational, and organizational factors that increase the risk of unethical behaviour (i.e., ethical risk factors). This chapter summarizes research that highlights how individual differences in moral identity and malevolent traits can impact ethical and unethical behaviour among military personnel. It also discusses how situational factors, such as sleep deprivation and anger, can increase the likelihood of military personnel engaging in unethical behaviour. Lastly, the chapter discusses how organizational factors, such as ethical climate and culture and ethical leadership, play a role in ethical and unethical behaviour.

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The impact of daily flow on employees’ daily innovative behavior: disentangling the within-level mediation effect of job involvement and the cross-level moderation effect of person-organization fit

Peng,

Yuan,

Xie

et al. 2024

Curr Psychol

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Person–organization fit and helping behavior: How and when this relationship occurs

Cited by 8 publications

References 69 publications

Employees’ fit to telework and work well-being: (in)voluntariness in telework as a mediating variable?

Employees’ fit to telework and work well-being: (in)voluntariness in telework as a mediating variable?

Empirical Research on Military Ethical Behaviour

The impact of daily flow on employees’ daily innovative behavior: disentangling the within-level mediation effect of job involvement and the cross-level moderation effect of person-organization fit

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