The Effects of Positive Affect, Person-Job Fit, and Well-being on Job Performance

Lin, Yi; Yu, Chia‐Jung; Yi, Chin-Cheh

doi:10.2224/sbp.2014.42.9.1537

Cited by 82 publications

(66 citation statements)

References 22 publications

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“…When the employee's ability and the complexity of the job do not fit, this can lead to poor job performance. In an empirical study, Lin et al (2014) provided evidence to support the positive relationship between person-job fit and employee job performance. Therefore, two hypotheses are proposed:…”

Section: Person-job Fit and Employee Well-being And Performancementioning

confidence: 99%

The Effects of Inclusive Leadership on Job Performance through Mediators

Nguyen

Trinh

et al. 2019

AAMJ

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This study aims to investigate the direct effects of inclusive leadership on person-job fit, employee well-being, and innovative behaviour. It also extends existing research to observe the role of mutual recognition respect and intrinsic motivation in job performance. By using a structural equation model approach to analyse the data survey from 387 respondents, who were working at interior design and construction companies, the results revealed that inclusive leadership has a positive impact on key determinants such as employee well-being, person-job fit, and innovative behaviour. However, person-job fit and employee well-being had no significant direct impact on job performance. The study also identified the mediating role of innovative behaviour in the linkage between personjob fit and job performance. Moreover, the results recognised two potential mediators as mutual recognition respect and intrinsic motivation could create a relationship between employee well-being and job performance. The findings highlighted theoretical and empirical contributions to further understanding of the roles of leader-member exchange policies on job performance. Finally, some managerial implications were suggested to enhance job performance in the workplace.

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Section: Person-job Fit and Employee Well-being And Performancementioning

confidence: 99%

The Effects of Inclusive Leadership on Job Performance through Mediators

Nguyen

Trinh

et al. 2019

AAMJ

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“…Previous research has revealed the positive effects of person-job fit on organizational citizenship behavior and job performance and the negative impact on turnover intention (Hassan et al, 2012;Lin et al, 2014). Therefore, person-job fit is an essential goal in job searching and occupational mobility.…”

Section: Career Success Criteria Clarity and Person-job Fitmentioning

confidence: 99%

Career Success Criteria Clarity as a Predictor of Employment Outcomes

Zhou

et al. 2020

Front. Psychol.

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Drawing on the goal-setting theory and social cognitive career theory (SCCT), this study empirically proposes an operational definition of career success criteria clarity (CSCC) and further explores its impact on career satisfaction, person-job fit, and subjective wellbeing through the mediating role of career decision-making self-efficacy (CDSE). A pilot study of 231 samples showed that the CSCC scale had good reliability and validity. To further test the effects of CSCC on crucial employment outcomes, as well as the mediating role of CDSE, 240 employees were included in an additional survey. Structural equation modeling path analysis supported all the expected hypotheses. Results indicated that: (1) CSCC was positively correlated to career satisfaction; (2) CSCC was positively correlated to person-job fit; (3) CSCC was positively correlated to subjective well-being; (4) CSCC was positively correlated to CDSE; (5) CDSE fully mediated the relationship between CSCC and career satisfaction; (6) CDSE fully mediated the relationship between CSCC and person-job fit; and (7) CDSE partly mediated the relationship between CSCC and subjective well-being. The results contributed to social cognitive career theory model and provided suggestions for both the career educators and consultants.

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“…The notion of well-being essentially relates to a broad notion of happiness (Ryan & Deci, 2001;Waterman, 1993), and as mentioned in Lu (2001), the notion denotes an assessment of life of an individual, including life satisfaction and positive effect. There are two dimensions of well-being, namely subjective well-being (SWB) and psychological well-being (PWB) (Lin et al, 2014), where the former relates to the life evaluation made by individuals, and the latter relates to living a full life based on own prospect (e.g., transforming happiness from potential to achievement) and having the awareness concerning the nature of the outlook of human development.…”

Section: Psychological Well-being and Job Performancementioning

confidence: 99%

The effect of ethical leadership on management accountants’ performance: the mediating role of psychological well-being

Ahmad

ALshbiel

2019

Problems and Perspectives in Management

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This paper examined the impacts imparted by ethical leadership on both the performance and well-being of management accountants employed in public shareholding companies operating in Jordan. The mediating effect of psychological well-being was also examined. In testing the study hypotheses, analysis was performed on 93 obtained responses. The structural equation modeling (SEM) approach was used. From the outcomes, the ethical leadership level has significant impact on the psychological well-being of management accountants, while ethical leadership indirectly and significantly affects job performance, but only by way of psychological well-being. All these lend support to the mediating role of the psychological well-being of employees in the delineation of the link existing between ethical leadership and employee performance. Limitations and implications of the study are discussed. The directions of forthcoming studies are proposed as well.

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The Effects of Positive Affect, Person-Job Fit, and Well-being on Job Performance

Cited by 82 publications

References 22 publications

The Effects of Inclusive Leadership on Job Performance through Mediators

The Effects of Inclusive Leadership on Job Performance through Mediators

Career Success Criteria Clarity as a Predictor of Employment Outcomes

The effect of ethical leadership on management accountants’ performance: the mediating role of psychological well-being

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