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Plutt, Jessica A. "Body Cathexis, Fit Satisfaction, and Fit Preferences Among Black and White Plus-Sized Women." University of Akron / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=akron1310422362.
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Kennedy, Michael. "An integrative investigation of person-vocation fit, person-organization fit, and person-job fit perceptions." Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4768/.
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Person-environment (PE) fit has been considered one of the most pervasive concepts in psychology. This study presents an integrative investigation of three levels of PE fit: person-vocation (PV) fit, person-organization (PO) fit, and person-job (PJ) fit, using multiple conceptualizations (e.g., value congruence, needs-supplies fit) of each fit level. While a trend in the PE fit literature has been the inclusion of only one fit level with a single conceptualization, researchers call for the addition of multiple conceptualizations of multiple fit levels in a single study. Traditionally, PO fit has been conceptualized as value congruence, whereas PV fit has remained untouched in the literature investigating the direct measurement of fit perceptions. Therefore, new fit perceptions scales assessing PO fit using a needs-supplies fit conceptualization and PV fit using a variety of conceptualizations were introduced. To address the limitation of employing direct measures, common method variance was modeled with a positive affect factor. The study accomplished two objectives. First, a previously supported three-factor model of fit perceptions consisting of PO value congruence (PO-VC), PJ needs-supplies (PJ-NS), and PJ demands-abilities (PJ-DA) fit was strongly replicated. Second, this model was expanded by examining additional conceptualizations (needs-supplies, demands-abilities fit, value, personality, and interest congruence) of fit levels (PV, PO, and PJ fit). Results suggested that professionals make distinctions based on both the fit level and fit conceptualization and these fit perceptions uniquely influence their attitudes and behaviors. A six-factor model (PO-VC, PJ-NS, PJ-DA, PO needs-supplies fit [PO-NS], PV demands-abilities fit [PV-DA], and general PV fit) best fit the data. Providing ample evidence of construct validity, PO fit perceptions (PO-VC and PO-NS fit) were related to the organization-focused outcome of organizational identification, whereas the profession-focused outcome of occupational commitment was exclusively predicted by PV fit perceptions (PV-DA and general PV fit). As expected, both needs-supplies fit perceptions (PO-NS and PJ-NS fit) predicted intentions to quit and job satisfaction. Recommendations for future research are suggested.
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Awando, Maxwell Omondi. "Pre-tenured Faculty Job Satisfaction: An Examination of Personal Fit, Institutional Fit and Faculty Work-life." Diss., Virginia Tech, 2014. http://hdl.handle.net/10919/47794.
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The purpose of this study is to explore job satisfaction among pre-tenured faculty. More specifically I was interested in examining demographic and personal fit factors, fit with the norms and values of the institution among pre-tenured faculty in different institutional types. The sample for the study included all pre-tenured faculty members who completed the COACHE 2009- 2010 job satisfaction survey. The COACHE survey was administered to pre-tenured faculty at 149 four-year colleges and universities in 2009-2010. The conceptual framework for this study is grounded in a modified version of the structural model of job satisfaction by Olsen et al., (1995). The application of exploratory factor analysis followed by stepwise multiple-regression was used to construct and discover dimensions or factors that predict global job satisfaction affecting pre-tenured faculty members.
The results of the stepwise multiple-regression revealed that the three constructs of variables differ by institution type. A combination of five variables: effectiveness of work-life balance policies, satisfaction with time available for faculty work, satisfaction with tenured collegiality, satisfaction with autonomy of faculty work, satisfaction with compensation, and satisfaction with support services were the most significant predictors of job satisfaction for pre-tenured faculty members. Institutional fit variables were stronger significant predictors of fit and job satisfaction compared to demographic and personal fit variables. The findings of this study underscore the importance of university administrators to pay particular attention to extrinsic dimension of the faculty work to job satisfaction to fulfill institutional mission.Ph. D.
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Rodgers, Carrie Anne. "Person-job fit and person-organization fit as components of job seeking." CSUSB ScholarWorks, 2000. https://scholarworks.lib.csusb.edu/etd-project/1608.
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Job seekers have often made job choices based upon the degree to which they fit the tasks requirements of the job. This concept is referred to as person-job (P-J) fit. In addition, research has suggested that job seekers self-select organizations to work for based upon the perceived fit between themselves and the organization. This concept is referred to as person-organization (P-O) fit.
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Filkins, Carol R. "A study of the relationship between occupational stress and person-environment fit." Virtual Press, 1990. http://liblink.bsu.edu/uhtbin/catkey/722448.
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The purpose of this study was to examine the relationship between personenvironment fit (P-E fit) and occupational stress. All 31 employees of the University Police Department of Ball State University were invited to participate in the study on a voluntary basis, and were assured anonymity. Participants completed a demographic information sheet and three questionnaires: the Work Environment Scale, Ideal (WES-I) and Real (WES-R) versions, and the Occupational Stress Inventory (OSI). Twenty-two participants turned in completed test packets. Raw scores were calculated and graphed for individuals (OSI) and the entire group (WES). A correlation matrix with Pearson r as the correlation coefficient among the 14 OSI subscales and the 10 WES subscales was used to examine the relationship between P-E fit and occupational stress. Different patterns of occupational stress and work environment were found. The three job subgroups (police officers, radio dispatchers, and "other") exhibited different levels of occupational stress, with the most difference in the Physical Environment subscale. The group perceptions of the ideal and real work environments were different on every WES subscore, indicating employees wanted improvement in each area tested. Radio dispatchers were found to have the widest gap between their ideal and real work environments. There appeared to be no significant relation between occupational stress and P-E fit for this small sample. The results suggested an inverse relationship between a University police department employee's occupational stress and how well that employee fits the work environment for four variables: Role Insufficiency, Role Boundary, Vocational Strain, and Psychological Strain. Those who fit the work environment least scored highest on the Rational/Cognitive Coping variable, the only statistically significant correlation. It is possible the work environment may have such a powerful effect on personal life that it is unaffected by personal efforts to change it. Recognition of the different work environments and occupational stress levels could be useful in departmental planning. Further study is suggested.Institute for Wellness
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Johnson, Joi Alesha. "Impact of the Prophecy Job Fit Predictor on New Graduate Nurse Satisfaction." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7019.
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Research has shown that job satisfaction influences retention of nurses, and policies focused on nursing satisfaction are more beneficial for retaining new nurses than adjusting work hours and wages. The prophecy job fit predictor is a quality improvement initiative designed to identify where a nurse should be assigned based on behavior, clinical capabilities, and personality assessment. The practice-focused question for this project focused on whether satisfaction rates of recently graduated registered nurses were influenced by their unit placement. The conceptual frameworks that guided this project were the plan, do, study, and act method and Herzberg's 2-factor theory. Data were obtained from surveying a cohort of 54 graduate nurses in 3 hospital locations in 6 specialty units. Results obtained using 1-way ANOVA and a Likert scale showed that graduate nurse satisfaction rates increased when assigned to their best fit unit: prophecy job fit 58.33% with a mean score of 3.34 (Hospital A), prophecy job fit 20% with a mean score of 3.1 (Hospital B), prophecy job fit 33.33% with a mean score of 3.1 (Hospital C). The results showed that the prophecy job fit predictor during nursing orientation can guide nurses into the appropriate specialty unit and increase nursing satisfaction. The implications of these findings for positive social change in nursing practice include the benefits of using the prophecy job fit predictor when assigning graduate nurses to their hospital setting to address the nursing shortage.
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Dong, Beibei Zou Shaoming Evans Kenneth R. "The effects of customer participation on service outcomes a fit perspective /." Diss., Columbia, Mo. : University of Missouri--Columbia, 2009. http://hdl.handle.net/10355/6762.
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Title from PDF of title page (University of Missouri--Columbia, viewed on Feb 11, 2010). The entire thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file; a non-technical public abstract appears in the public.pdf file. Dissertation advisor: Dr. Shaoming Zou and Dr. Kenneth R. Evans. Vita. Includes bibliographical references.
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Schoon, Hilary J. "Person-supervisor fit implications for organizational stress, organizational commitment, and job satisfaction /." Connect to this title online, 2008. http://etd.lib.clemson.edu/documents/1219849186/.
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Gorman, C. Allen, and X. Zheng. "Prosocial Identity Fit and Work Outcomes: The Mediating Role of Life Satisfaction." Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/etsu-works/7770.
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Issah, Mohammed. "The Relationship Between Perceptions of Fit and Job Satisfaction among Administrative Staff in a Midwestern University." Bowling Green State University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1374514295.
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Carrasco, Heather. "THE IMPORTANCE OF FIT: FOSTERING JOB SATISFACTION AND RETENTION IN EARLY CHILDHOOD EDUCATORS." CSUSB ScholarWorks, 2019. https://scholarworks.lib.csusb.edu/etd/861.
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The primary objective of this study is to foster career outcomes such as job satisfaction and turnover intentions in early childhood educators (ECEs). ECEs are defined as individuals teaching children from the age range of birth to 5 years old and work in child care programs. The focus on ECEs population was due to the fact they work in demanding environments with little wage incentives, and as a result, they experience high levels of job dissatisfaction, which in turn leads to turnover. Research has demonstrated that most ECEs are intrinsically motivated, but previous research has not quantitatively tested this construct in a model. A third objective is to explore the role of person-organization fit (P-O fit) and person-job fit (P-J fit) as mediators. Prior research has examined fit a mediator for the K-12 teacher population but it has not been explored in ECEs. The last objective of this study is to investigate distributive justice on career outcomes through P-O fit and P-J fit. Data for the study were collected from a community-based sample. The participants were teachers that worked in the field of early childhood education. Our findings show educators’ motivation and perceptions of organizational justice have a considerable impact on their career outcomes. Our results provide support for the mediation model that we hypothesized. This study can also assist in the selection of early childhood educators by utilizing the intrinsic motivation to work with children to identify which educators are intrinsically motivated and assess their fit as it relates to a specific organization.
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Brandon, John R. "An exploratory factor analysis examining traits, perceived fit, and job satisfaction in employed college graduates." Ashland University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=ashland1322756914.
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Puccio, Gerard J. "Person-environment fit : using Kirton's Adaptor-Innovator theory to determine the effect of stylistic fit upon stress, job satisfaction, and creative performance." Thesis, University of Manchester, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.303305.
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Parr, Jacqueline Nicole. "The Impact of True Fit® Technology on Millennial Consumer Confidence and Satisfaction in their Online Clothing Purchase." Thesis, University of North Texas, 2017. https://digital.library.unt.edu/ark:/67531/metadc1062912/.
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This study examines the use of True Fit® technology by millennial consumers and its impact on consumer confidence and satisfaction with respect to online sizing. In the apparel industry, there is a lack of size standards among retailers, and as a result consumers will encounter frequent size variations in their clothing size. Difference sizing technology has been developed to address the sizing issue. One is True Fit® which unlike other sizing technologies, uses mathematical algorithms to compile large amounts of data from designers. The purpose of this study was to analyze consumer confidence and satisfaction after True Fit® has been used to make a sizing decision while online shopping. The technology acceptance model (TAM) was used as the basis for the theoretical framework for this study. TAM explores how current advances in technology are influencing consumers' behaviors and attitudes. The variables studies included perceived ease of use, perceived usefulness, attitude, intent to use True Fit®, confidence and satisfaction. The methodology used in the study is a quantitative method consisting of an online survey and a True Fit® task, where consumers were exposed to True Fit® prior to answering questions about the use of sizing technology. The results of the study suggest the dependent variable of confidence and satisfaction with the sizing technology was positively affected by the intent to use True Fit®. Thus, it can be inferred that consumers felt positively about adopting apparel size technology and that technology such as this would have wide application in the future.
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Woolfolk, Tara N. "A qualitative exploration of program satisfaction and fit among African-American mothers in the Parents as Teachers program one size does not fit all /." Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file, 194 p, 2006. http://proquest.umi.com/pqdweb?did=1216750841&sid=3&Fmt=2&clientId=8331&RQT=309&VName=PQD.
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Jones, Michelle R. "An Investigation of Fit, Style, and Accessibility of Ready-To-Wear Clothing for Tall Women." Thesis, Virginia Tech, 1996. http://hdl.handle.net/10919/36799.
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Tall women's satisfaction with Tall clothing was examined in regard to fit, style, and accessibility. In addition, anthropometric measurements (stature, neck to waist, waist to ankle, shoulder to wrist) of tall women were compared with reported fit problems with Tall clothing, with the measurements from commercial standard PS 42-70, and with two racial groups. Data were gathered from 75 women who were at least 5 feet 8 inches and between 18 and 54 years old.
The subjects were satisfied with the overall fit of Tall clothing, but were dissatisfied with the style, and reported buying Misses' size for most clothing. The subjects rated style as more important than fit and were more satisfied with the overall style of Misses' clothing than with the style of Tall clothing. The subjects appeared to buy Misses' clothing despite their dissatisfaction with fit, in order to have the desired styles.
The reported fit problems with Tall clothing were too short hiplines in skirts and too short hemlines in button-up blouses. When compared with the measurements for Tall in PS 42-70, the subjects' measurements were significantly larger. Comparisons of measurements between Black subjects and White subjects revealed no significant differences.
Style appeared to be a major influence in tall women's dissatisfaction with and the purchase of Tall clothing. Therefore, manufacturers need to consider aesthetic qualities when developing garments for this market and should revise sizing systems to accommodate the fit needs of Tall women.
Master of Science
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Kamaludin, Bashirah. "The relationship between fit and job performance and job satisfaction among engineers at Telekom Malaysia." CSUSB ScholarWorks, 1999. https://scholarworks.lib.csusb.edu/etd-project/1531.
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Bissett, Megan Frances. "The role of values and value congruence for job satisfaction, person organisation fit, work engagement and resilience." Thesis, University of Canterbury. Psychology, 2014. http://hdl.handle.net/10092/9171.
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There has been a recent increase in research investigating the relationship between values and value congruence in the workplace and how this leads to positive organisational outcomes. This study investigated the congruence between employees’ values and their perceptions of organisational values, and how this relates to the organisational outcomes of job satisfaction, work engagement, person organisation fit and resilience. Participants were asked to rate eight values related to the workplace, in relation to how they thought about the values individually and how they perceived their organisation rated the eight values. These ratings were then used to analyse the relationship between values and value congruence and each of the four organisational outcomes. The proposed relationships were tested using data collected from an online survey of 120 employees from nine New Zealand based organisations. The results of hierarchical regression analyses showed that values and values congruence is significantly related to job satisfaction, work engagement, person organisation fit and resilience. However the significant relationships were dependent on certain values for each of the four outcomes. Which implies certain values are more salient for each of the outcomes. The results were also discussed in terms of the practical implications for organisations and areas of possible future research.
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Beattie, Mark A. "An Investigation of Person-Environment Fit, Satisfaction, and Burnout among NCAA Division II Intercollegiate Student-Athletes." The Ohio State University, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=osu1558614008062943.
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Haggerty, Abbi L. "Turnover Intentions of Nonprofit Fundraising Professionals: The Roles of Perceived Fit, Exchange Relationships, and Job Satisfaction." VCU Scholars Compass, 2015. http://scholarscompass.vcu.edu/etd/3802.
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This study explores the turnover intentions of fundraisers employed by 501(c)(3) public charities in the United States. Specifically, the study considers the effects of the following variables on fundraisers’ intentions to leave their current position (in the short-term and long-term) and/or the profession of fundraising: perceptions of fit with organization and job; exchange relationships between employees and their organization and supervisor; overall job satisfaction; culture of philanthropy; salary; age; and organizational size. Through a secondary analysis of a national data set, multiple regression analysis identifies the variables that are statistically significant predictors of turnover intentions.
Perceived person-organization fit, job satisfaction, and age are supported as the significant predictors of long-term turnover intentions. Fundraisers who believe they fit well with the culture of their organization, are highly satisfied with their job, and are older will likely stay in their position longer. Perceived person-organization fit and job satisfaction are supported as the significant predictors of short-term turnover intentions. Similar to long-term turnover intentions, but without the effect of age, fundraisers who perceive a high level of congruence with their organization’s culture, and who are satisfied with their job, are less likely to have plans to give notice. Lastly, perceived person-job fit and job satisfaction are supported as the significant predictors of intentions to leave the field of fundraising. Fundraisers who report that their position is a good match for their abilities, and who are highly satisfied in their position, are more likely to remain committed to fundraising as a career.
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Biedrzycki, Sonja-Blanca, and Dennis Vall. "Passar du in i organisationen? : En undersökning av relationen mellan Person-organization fit och arbetstillfredsställelse." Thesis, Högskolan i Gävle, Avdelningen för arbetshälsovetenskap och psykologi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-33069.
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Syftet med studien var att undersöka om person-organization fit påverkar arbetstillfredsställelse. Vidare var syftet också att undersöka om kön och ålder påverkar person-organization fit och arbetstillfredsställelse. P-O fit är kongruensen mellan individens och organisationens mål eller värderingar. P-O fit är en faktor som påverkar arbetstillfredsställelse. Undersökningen utfördes genom en enkät som delades på sociala medier med totalt 106 respondenter mellan åldrarna 21 till 69. Alla deltagarna arbetade minst deltid upp till heltid. Enkäten baserades på Minnesota Satisfaction Questionnaire (MSQ) ochPerson-Organization Fit Scale (POFS). Resultatet visade att både P-O fit och ålder korrelerar med arbetstillfredsställelse. Vidare visade resultatet att män upplever högre skattad arbetstillfredsställelse. P-O fit är därför en viktig faktor som influerar den anställda att nå en hög arbetstillfredsställelse, eftersom en anställd vill arbeta på en organisation som är i samma linje som ens egna värderingar. Genom att uppleva hög arbetstillfredsställelse ökar även flexibiliteten vilket vidare bidrar till mer effektivt arbete från arbetstagaren.The purpose of the study was to investigate whether person-organization fit affects job satisfaction. Furthermore, the purpose was also to investigate whether gender and age affect person-organization fit and job satisfaction. P-O fit is the congruence between the individual's or the organization's goals or values. P-O fit is a factor that affects work satisfaction. The survey was constructed and shared on social media with a total of 106 respondents between the ages of 21 to 69. All participants worked at least part-time with most full-time. The survey was based on the Minnesota Satisfaction Questionnaire (MSQ) and the Person-Organization Fit Scale (POFS). The result showed that both P-O fit and age correlate with job satisfaction. Furthermore, the results showed that men experience higher estimated work satisfaction. P-O fit is therefore an important factor that influences the employee to achieve a high level of job satisfaction, since an employee wants to work at an organization that is in the same line as one's own values. By experiencing high job satisfaction, flexibility also increases, which further contributes to more efficient work on the part of the employee.
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Rainer-Jeanes, Earline. "Clothing interest, leisure activity continuity and their association to clothing fit satisfaction for women 55 years and older." Thesis, This resource online, 1994. http://scholar.lib.vt.edu/theses/available/etd-07102009-040413/.
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Yu, Angel On Kei. "The outcome of person-job fit: A test of the realistic information hypothesis." CSUSB ScholarWorks, 1995. https://scholarworks.lib.csusb.edu/etd-project/1232.
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Yen, Wen-Shen. "Person-environment fit: work-related attitudes and behavioral outcomes in continuing care retirement communities." Diss., Kansas State University, 2012. http://hdl.handle.net/2097/14757.
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Doctor of PhilosophyDepartment of Hospitality Management & Dietetics
Chihyung Ok
Academics and practitioners alike have studied the concept of person-environment fit (P-E fit) during the last two decades. How well a person fits the work environment may be an effective indicator of attitudes and behaviors in organizations. P-E fit is not completely conceptualized, so existing studies of fit theory have focused only on particular dimensions of fit leading to contradictory results. Therefore, Study 1, using multi-dimensional environment fit, tested relationships among the environment fits, work related attitudes, and outcomes at the individual, group, and organization levels. In addition, Study 2 examined the effect of relationship qualities between hierarchical levels (supervisor-subordinate) and multi-dimensional fit on employee turnover intention. To empirically test the proposed relationships, 288 foodservice employees at continuing care retirement communities (22 facilities) statewide submitted questionnaires. Of these, 261 and 254 were usable in study 1 and study 2, respectively, for further data analysis. The results of structural equation modeling (Study 1) suggested that employee need-supply fit, demand-ability fit, person-group fit, and person-organization fit were positively related to employee need satisfaction. Further, need satisfaction was positively related to outcome variables like work engagement, interpersonal citizenship behavior, and organizational commitment. Results of hierarchical multiple regressions (for Study 2) showed that employee need-supply fit perception related negatively to turnover intention. The study also found that the leader-member exchange relationship moderated the need-supply fit and turnover intention. Thus, a close exchange relationship between leaders and subordinates could keep subordinates from leaving because of a need-supply misfit. Further discussion and managerial implications of the findings along with directions for future studies are provided.
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Karakurum, Muge. "The Effects Of Person-organization Fit On Employee Job Satisfaction, Performance And Organizational Commitment In A Turkish Public Organization." Master's thesis, METU, 2005. http://etd.lib.metu.edu.tr/upload/12606110/index.pdf.
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The notion of person-organization fit (P-O fit) is concerned with identifying the antecedents and consequences of compatibility between employees and the
organizations in which they work, as part of interactional psychology. Literature on
consequences of P-O fit has demonstrated significant relationships with various
individual outcomes.
The main purpose of the present study was to examine the effects of P-O fit
operationalized as value congruence between the employee and the organization, on job
satisfaction, organizational commitment and performance of employees working in a
public organization at both individual-level and cross-level analysis by utilizing
multiple measures of fit. The secondary purpose was to compare multiple measures of
fit in terms of their power in predicting individual outcome variables and investigate the
level of association between direct and indirect fit and whether direct fit contributed to
prediction over and above indirect fit measures.
One hundred and eighty employees of a public organization filled out the
questionnaire. Cross-level analysis could not be performed because of inadequate level
of agreement between respondents. Results revealed that both direct and indirect fit
measures were significant predictors of individual outcome variables at individual-level
analysis except for supervisor ratings of task performance and overall performance,
which were solely predicted by direct fit. Direct fit was the most consistent and
effective predictor of individual outcome variables and made a consistent unique
contribution to prediction of outcome variables over and above indirect fit measures.
The results and implications of the study were discussed and limitations of the study
were addressed.
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Sharom, N. Q. B. "The relationship between person-organization fit and employee outcomes : the mediating role of psychological need satisfaction and employee attitudes." Thesis, University of Salford, 2017. http://usir.salford.ac.uk/43350/.
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The purpose of this thesis is to conduct an empirical research study of academicians in Malaysian higher education institutions. The first objective is to examine the relationships between person-organization fit (P-O Fit), psychological need satisfaction (PNS), employee attitudes and employee outcomes in higher education institutions in Malaysia. The second objective is to investigate the mediating effects of PNS on the relationships between P-O Fit and employee attitudes. The third objective revolves around examining the mediating effects of employee attitudes on the relationship between P-O Fit and employee outcomes. The final objective is to investigate the mediating effects of employee attitudes on the relationships between PNS and employee outcomes. The study was conducted based on personally administered questionnaires. Data obtained from 295 academicians and their supervisors through multi-source ratings have been collected, which represents 53% response rate. The PLS-SEM used in this study allowed the analysis of the simultaneous method with mediation relationships. The results of the present study found that there were positive relationships between P-O Fit and PNS and affective OC, PNS and employee attitudes and outcomes, and continuous OC and in-role performance. Moreover, PNS also mediated the relationship between P-O Fit and employee attitudes. The current study concludes that continuous OC represents competitive mediation of the relationship between PNS and OCB. The implications of the study findings and directions for future research are discussed at the end of this study.
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Schantz, April D. "Impact of Person-Environment Fit upon Strain and Well-Being for Emergency Responders." FIU Digital Commons, 2018. https://digitalcommons.fiu.edu/etd/3768.
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This dissertation used a person-environment fit theoretical framework to examine the influence of person-job misfit as an organizational stressor on strain and well-being outcomes for emergency responders. Independent variables consisted of job attributes such as skill variety, task identity, task significance, autonomy and job-based feedback. These job characteristics are often used in work redesign efforts as they are amendable to organizational change initiatives. Dependent variables included strain outcomes relevant to those working in emergency services: physical symptoms, burnout, and secondary traumatic stress. Also, to include a positive aspect of emergency services work, the well-being outcome of compassion satisfaction was examined. Data were collected from 358 emergency responders across the United States via online survey, including law enforcement, firefighters, police/fire/medical dispatch, emergency medical technicians, and paramedics. Methodology utilized polynomial regression analysis in which joint linear and curvilinear effects from two predictors upon one outcome correspond to a three-dimensional response surface reflecting the fit-outcome relationship. This approach allowed a detailed examination of the nature of fit and the nature of misfit for each job attribute in relation to strain and well-being. Maximum likelihood with bootstrapping was used to estimate model parameters and test response surface features.
Findings identified several influential fit-outcome relationships including skill variety fit-compassion satisfaction (a1 = 0.366), task identity fit-burnout (a2 = -0.083), task significance fit-burnout (a1 = -0.241) task significance fit-compassion satisfaction (a1 = 0.496,), job-based feedback fit-physical symptoms (a1 = -3.807), job-based feedback fit-burnout (a1 = -0.323), and job-based feedback fit-compassion satisfaction (a1 = 0.391). In terms of misfit, task identity misfit was related to secondary traumatic stress (a3 = -0.209) and job-based feedback misfit was related to burnout (a3 = -0.234). Conclusions regarding identified fit-outcome relationships suggested a potential to reduce frequency of physical symptoms, burnout, and secondary traumatic stress and increase employees’ experience of compassion satisfaction by considering employees’ preference for these job characteristics. On the basis of these findings, opportunities for Emergency Services Management agencies to facilitate wellness for personnel, as well as future research directions are discussed.
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Rogers-Sharer, Shelly Leigh. "Internal Attributes That Mitigate Perceived Job Insecurity: Improving Employee Satisfaction." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/762.
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Employee satisfaction has been found to have a strong relationship with perceived job security. This study explored job insecurity in an unstable global economy. Specifically, it examined internal attributes of employees, hypothesizing that such attributes would enable employees to better cope with work-related stressors such as job insecurity. Specific attributes of personality and employability were assessed as potential moderators of job satisfaction and security, utilizing the theory of work adjustment and person-environment correspondence as theoretical frameworks. The specific attributes included facets of conscientiousness and neuroticism as well as dispositions of employability including openness to change at work, work and career resilience, work and career proactivity, career motivation, and work identity. Multiple regression tests analyzed the relationship between these internal attributes and both job insecurity and satisfaction on a convenience sample of 100 participants from 2 companies. Participants completed online assessments of the Minnesota Satisfaction Questionnaire; the NEO Personality Inventory, 3rd edition (NEO-PI-3); and the Dispositional Measure of Employability. The findings of this study showed significant relationships between both work and career resiliency and vulnerability and both job satisfaction and perceived job security. Employees, employers, and future researchers may benefit from the findings. Results suggest options for improving the work environment by enabling employees to derive greater satisfaction and security and by providing employers areas for training opportunities. Additionally, future research could explore methodologies, such as mindfulness and cognitive appraisal, which may further increase resiliency and decreasing vulnerability.
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Cheng, Jen-Li. "The Taiwanese Bank Employee's personality stereotype : an exploration of its predictive power on organisational commitment, job satisfaction, and person-organisation fit." Thesis, University of East Anglia, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.543371.
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There has been much research in western cultures about job-related personality stereotypes and about the relationships among personality, demographic characteristics, organisational commitment, job satisfaction, and person-organisation fit. However, there is a paucity of such studies based on eastern cultures. This research addresses such omissions. Having identified, and in cases devised, valid and reliable personality, organisational commitment, job satisfaction, and person-organisation fit measures suitable for use with a Taiwanese population, this research identifies if there is personality stereotype for Taiwanese bank employees and explores the relationships among Taiwanese bank employees' personality, demographic characteristics, organisational commitment, job satisfaction, and person-organisation fit Eighteen hundred personality questionnaires (CPAI-2; Cheung et al., 2001) were distributed to employees in three banks in Taiwan. A total of 847 questionnaires were returned and the data analysed using SPSS. Comparing the means generated for each of the 28 scales of the CPAI-2 with secondary data from a general population study by Cheung et al. (2004), show male and female Taiwanese bank employees possess a stereotypical personality. Significant differences were found in the scales of all four personality factors of the CPAI-2 (Cheung et al., (2001) - Social Potency, Accommodation, Dependability, and Interpersonal Relatedness) for both male and female bank employees A further study of Taiwanese bank employees (N=388) found a total of 70 significant relationships (30 for males and 40 for females) among the 28 personality scales, affective, continuanceperson-organisation fit. Indeed, seven personality scales were found to significantly predict organisational commitment, job satisfaction, and person-organisation fit for male and 14 for female Taiwanese bank employees. Only three personality scales were significant predictors for both males and females but did not predicted the same outcome for both genders. Overall, the amount of variance accounted for by personality for both males and females was low. Adding demographic characteristics into the regression only marginally increased the amount of variance accounted for. Reflecting upon analyses of each bank's history, nature of business, and interviews with salient managers in each bank (3 in Chang Hwa, 2 in TaiShin, and 1 in SinoPac), the data were re-analysed by each individual bank to address each bank's unique organisational culture. The results show increases in the amounts of variance accounted for by personality and demographic characteristics in 18 out of 30 possibilities but there is no similar pattern of results for either males or females or indeed across each of the three banks. For example, in the SinoPac bank male employees' affective commitment increases to 43% from 19.1%, continuance commitment to 41.9% from 11.1%, normative commitment to 23.1 % from 3.3%, job satisfaction to 38.6% from 20.6%, but not person-organisation fit. Such effects, however, are not found for the SinoPac bank's female employees where the amounts of variance accounted for all decreased, except for person organisation fit, which increased from 8.2% to 19.8% The research findings are discussed and psychometric recommendations are made for each bank's recruitment and retention strategies. The research's limitations and suggestions for further research are also made, and normative commitment, job satisfaction, andperson-organisation fit. Indeed, seven personality scales were found to significantly predict organisational commitment, job satisfaction, and person-organisation fit for male and 14 for female Taiwanese bank employees. Only three personality scales were significant predictors for both males and females but did not predicted the same outcome for both genders. Overall, the amount of variance accounted for by personality for both males and females was low. Adding demographic characteristics into the regression only marginally increased the amount of variance accounted for. Reflecting upon analyses of each bank's history, nature of business, and interviews with salient managers in each bank (3 in Chang Hwa, 2 in TaiShin, and 1 in SinoPac), the data were re-analysed by each individual bank to address each bank's unique organisational culture. The results show increases in the amounts of variance accounted for by personality and demographic characteristics in 18 out of 30 possibilities but there is no similar pattern of results for either males or females or indeed across each of the three banks. For example, in the SinoPac bank male employees' affective commitment increases to 43% from 19.1%, continuance commitment to 41.9% from 11.1%, normative commitment to 23.1 % from 3.3%, job satisfaction to 38.6% from 20.6%, but not person-organisation fit. Such effects, however, are not found for the SinoPac bank's female employees where the amounts of variance accounted for all decreased, except for person organisation fit, which increased from 8.2% to 19.8% The research findings are discussed and psychometric recommendations are made for each bank's recruitment and retention strategies. The research's limitations and suggestions for further research are also made.
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Mathis, Diane Lynne, and Virginia Lynne Reed. "Differences between personality traits of DCS intake and carrier workers, their goodness of job fit, and its effect on job satisfaction." CSUSB ScholarWorks, 2001. https://scholarworks.lib.csusb.edu/etd-project/2081.
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The purpose of this study was to determine if there is a different personality trait between Department of Children's Services, intake and carrier workers. If there is a difference, does it effect job satisfaction when the worker is placed in a position that is not compatible with their personality trait?
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Palmer, Leah L. "Examining Quality of Hire as a Function of Person-Organization and Person-Job Fit at "PharmCo"." TopSCHOLAR®, 2015. http://digitalcommons.wku.edu/theses/1456.
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In response to the millennial job-hopping fad and increasingly low retention rates organizations are facing, it is more important than ever that the best-fit candidate is chosen for the position and the organization. There are two common ways fit is typically defined: person-organization (P-O) fit is the congruence between an employee and the characteristics of a company; person-job (P-J) fit is the match between an employee’s knowledge, skills, and abilities (KSAs) and the requirements of the job in the organization (Edwards, 1991; Kristof, 1996). A large pharmaceutical company developed a quality of new hire criterion measure as a function of both P-O fit and P-J fit; that measure is examined in the current study. Results were limited because there were only six quality of hire ratings for managers included in the data set. Furthermore, no significant differences were found in quality of hire ratings for individual contributors based on their division (i.e., human health, support function, scientist, manufacturing, or animal health). Because of limitations (e.g., small sample size) many ideas for future research are discussed.
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Nadler, Dustin Ryan. "The influence of social class on academic outcomes: A structural equation model examining the relationships between student dependency style, student-academic environment fit, and satisfaction on academic outcomes." OpenSIUC, 2013. https://opensiuc.lib.siu.edu/dissertations/692.
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The purpose of this study was to investigate the relationship between college students' social class and their academic outcomes. A structural equation model was proposed, hypothesizing that a student's socioeconomic status (SES) is related to their motives for attending college, thus influencing their perception of fit at the university, their satisfaction with the university, their academic self-efficacy, and their grades, attendance, and likelihood for retention.. The results from a sample of 500 undergraduate students show that overall, the hypothesized model was a borderline good fit of the data. While SES was negatively related to interdependent motives for attending college, it was not related to independent motives for college. Independent motives for attending college were positively related to perceptions of fit at the university, while interdependent motives were not. Finally, fit at the university was positively related to satisfaction, which was related to intention for retention, class attendance, and academic self-efficacy. Academic self-efficacy was significantly related to students' grade point average. These results suggest that students from low SES backgrounds are more interdependent. Further, those who are more independent feel a greater sense of fit with the university and are more likely to be satisfied, express commitment to continuing at the university, and attend their classes. These results provide support for a proposition that higher education institutions should value students who have different types of motives and to consider what is communicated to students through programs and expectations that are focused on independent values.
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Volpone, Sabrina DeeAnn. "IT IS A SMALL WORLD AND IT IS ONLY GETTING SMALLER: EXPLORING THE RELATIONSHIP BETWEEN SOCIAL NETWORK CHARACTERISTICS AND OUTCOMES WHILE ACCOUNTING FOR THE INFLUENCE OF MEDIATORS AND MODERATORS." Diss., Temple University Libraries, 2013. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/220318.
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Business Administration/Human Resource ManagementPh.D.
In this manuscript I examine outcomes associated with social networks in organizations. Specifically, I consider how two characteristics of social networks (i.e., centrality, tie strength) can affect the performance and satisfaction of employees at work. Then, I explore the role that perceptions of fit (i.e., person-group fit, person-organization) may play in mediating the relationship between social network characteristics and (a) employee performance and (b) job satisfaction. Moreover, I investigate boundary conditions of the aforementioned mediated relationships (i.e., social network characteristics - fit perceptions - employee performance; social network characteristics - fit perceptions - job satisfaction). First, I consider how individual differences (i.e., racioethnicity, sex) generate employee dissimilarity that likely moderates the relationship between structural network characteristics and perceived fit in the mediated relationships proposed. Second, I examine an organizational variable (i.e., perceived diversity climate) as a first and second stage moderator of the aforementioned mediated relationships. Overall, it is necessary to investigate the relationships proposed in the model, because studying social networks helps us to understand why employees interact with certain individuals (or not with others) and how organizational outcomes are affected by employees' choices regarding their social networks.
Temple University--Theses
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Saltz, Jessica Lynne. "Beyond simple similarity the relationship of leader-follower personality fit with follower satisfaction with the leader and follower commitment to the organization /." College Park, Md. : University of Maryland, 2004. http://hdl.handle.net/1903/1797.
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Thesis (Ph. D.) -- University of Maryland, College Park, 2004.Thesis research directed by: Psychology. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
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Huang, Hsin-Chieh, and 黃信潔. "The Effect of Hospital Employees’ Communication Satisfaction on Person-Organization Fit ─ Person-Job Fit as the Moderator." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/438kt5.
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碩士長榮大學
醫務管理學系碩士班
103
Purposes One of the factors that contribute to the manpower shortage in the healthcare organizations is the lack of an appropriate channel for the lower-level employees to communicate their problems efficiently. This problem results in a low consensus and a poor person-organization fit between employee and organization and employees’ inability to seek after the vision and mission of the organization. Nevertheless, the employees are required to have not only the passion to achieve the vision and mission of the hospital, but also the professional competence to meet the job requirements. This study aimed to examine the impact of the communication satisfaction on the person-organization fit as well as the moderating role of person-job fit. Methods The study conducted a cross-sectional survey among employees from two regional level hospitals in Taiwan through a stratified sampling approach from the medical, technical, nursing, and administration departments. Among the 850 questionnaires that were distributed, 707 were responded and 637 were effective (with a 74.94% effective response rate). After data cleaning, descriptive analysis and difference test were conducted. Then a series of hierarchical regression analyses was implemented to examine the relationship between communication satisfaction and person-organization fit, and the moderating effect of person-job fit. Results The communication satisfaction of the employees positively influenced the person-organization fit, especially the communication satisfaction with their supervisors (β=0.457, p=0.000). In the hierarchical regression analysis, the interaction of communication satisfaction with personal-job fit significantly influenced the person-organization fit. An interference figure was obtained. Person-job fit was divided into "high groups" and "low groups", and the results show that the influence of communication satisfaction on person-organization fit for the "high group" employees was greater than the "low group" employees. Conclusions Healthcare organizations need to carefully examine the rights of the employees and listen to their opinions, especially through the communication between supervisor and employee in order to improve the person-organization fit. The study also shows the importance for the hospitals to examine the person-job fit of the employees in order to increase operational performance. Therefore, it is suggested that not only should healthcare organizations improve the communicative relationship with employees, they should also incorporate the person-job fit theory while hiring and new employees.
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Lin, Jia-Chin, and 林嘉勤. "The Research of Job Satisfaction and Performance-Regulatory Fit Perspective." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/21692684510405451578.
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碩士中原大學
企業管理研究所
97
Employees are significant parts and resource of a corporation. Under today’s competitive environment, selecting talents effectively to improve production and service efficiency is now a challenge to corporate management. Outstanding employees must be handled properly to let them enjoy their work while making contributions to the job. Therefore, how to select proper staffs and positioning the talents for the appropriate tasks has become an important mission and assignment of human resource management. Moreover, one thing that cannot be neglected is that job motive is an important factor affecting subsequent job performance. Managers should make best matches of staff personalities and jobs, and observe closely the changes affecting job performance, make suitable adjustment of job function, change working environment, and utilize incentive programs to satisfy the employees, while achieving job performance and organization competiveness. Personality is a major basis for corporate recruitment. The main purpose of this paper is to study how properly matched job content would bring out greatest satisfaction and performance. According to regulatory fit concept raised by Higgins (1997), dividing samples into two different goal oriented groups, which are promotion oriented and prevention oriented. Whether staff personalities fit job nature would influence employees’ work attitude and result, therefore, employer should authorize different goal oriented employees with suitable jobs, and keep an eye on the subsequent result changes, while offer proper stimulation to develop long term job efficiency. This paper is based on “adjustment focus” as research basis. Most scholars use it for purchasing motives and intention researches that can be proofed to enhance stronger convincing effects. This research is the first attempt, which applies promotion/prevention theory viewpoint to corresponding job nature, proactive and conservative respectively, and studies the influences on working result from two groups of different goal oriented employees under fit/non-fit situation. Further find out how working results are interfered by job motives. We can draw to the conclusion that personality and job nature matching have obvious effect on working results. Therefore, corporate should arrange their employees according to their personalities with corresponding job nature, and give appropriate inspiration based on job motives. Thus, make improvement on the design, planning and application towards human resource recruiting; training; job arrangement and employment.
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HUANG, SZU-CHI, and 黃思綺. "The Relationship Between Fit and Job Satisfaction—Gender as Moderator." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/2e95b9.
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碩士嶺東科技大學
國際企業系碩士班
107
In recent years, the issue of "gender mainstreaming" has gradually risen, and other laws on gender power, such as the Work Equality Law, the Gender Equality Education Law, and the Sexual Harassment Prevention Law, all emphasize the equal human rights protection that both sexes should enjoy. The early traditional concept, "man earns, women reason." Men should bear the family economy, women should be responsible for taking care of the family at home, and the impression has gradually been overthrown. In this study, we conducted a questionnaire to investigate the influence of Fit and Job Satisfaction due to gender differences. This study is based on the professional gender of the workplace staff, such as police, military, firefighters, financial services, traditional and electronic manufacturing personnel. Through the study, 300 questionnaires were distributed and 250 were returned. We further excluded 50 questionnaires due to incomplete and invalid answers, which left a total of 200 (80%) valid questionnaires in our study. The sampling method used was convenience sampling. The SPSS frequency distribution, reliability analysis, and the multiple regression analysis were used determine the relationship between dependent and independent variables. The results support most of the hypotheses. In conclusion, we found different genders will affect fit and job satisfaction.
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Hsueh, Julia, and 薛婉婷. "The relationship of personality-job fit to satisfaction and organizational commitment." Thesis, 1997. http://ndltd.ncl.edu.tw/handle/85441357497388295418.
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Feng, Li-Chun, and 馮麗淳. "Effect of Employee’s Proactive Personalities and Task Autonomy Characteristics Fit on Job Satisfaction based on Person-Organization Fit Theory." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/90609659387384544820.
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碩士國立高雄大學
經營管理研究所
99
In recently years, Person-Organization Fit (P-O Fit) has become the popular conceptualization between employees and organizations. Organizations should take the question seriously about that how to arrange employee to right and suitable place and how to increase the relationship between employees and employers. Therefore, this study applies the need-supply fit (i.e., one of P-O fit perspectives) to explore the fit relationship between employee’s personality (high proactive personality and low proactive personality) and task autonomy (high task autonomy and low task autonomy). In addition, the study examines whether the need-supply fit influences job satisfaction. A purposive sampling method will be adopted to select various types of finance, marketing, transport, catering, and human resource consultant in Taiwanese service industry. Once a firm is selected, participants will be recruited from various departments to participate in the survey. Participants from various departments in service sectors will be chosen because heterogeneous samples of employees in the service industry are more likely to be sought there. The current study investigates P-O fit theory based on the needs-supplies congruence perspective in an attempt to extend the application of P-O fit theory. In addition, the findings of the relationship between the need-supply fit and job satisfaction may provide the suggestion that organizations can assign or rearrange employees to a suitable task to make them feel satisfaction when they do their job.
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CHANG, CHIUNG-FANG, and 張瓊芳. "The Relationship among Person-Environment Fit, Job Satisfaction and Organization Commitment: The Moderating Effect of Communication Satisfaction." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/dgf54c.
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碩士國立臺灣科技大學
企業管理系
106
The purpose of this study was to examine the relationship between person-environment fit (person-organization fit, person-job fit and subordinate-supervisor fit), job satisfaction and organization commitment. Based on person-environment fit theory, this study explored the mediating effect of job satisfaction between person-environment fit and organization commitment. This study also explored the moderating effect of communication satisfaction on the relationship between person-environment fit and organization commitment. We used questionnaire survey to conduct this study and collected employee data. We obtained 239 valid questionnaires. Our study results showed that (1) person-environment fit (person-organization fit, person-job fit and subordinate-supervisor fit) positively related to job satisfaction; (2) person-environment fit (person-organization fit, person-job fit and subordinate-supervisor fit) positively related to organization commitment; (3) job satisfaction mediated the relationship between person-environment fit (person-organization fit, person-job fit and subordinate-supervisor fit) and organization commitment; (4) the moderating effect of communication satisfaction between person-organization fit and organization commitment was supported, but person-job fit and subordinate-supervisor fit were not supported.
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Chen, Pei, and 陳沛. "The Study of Relationship between Person Job Fit、Person Organization Fit and Job Satisfaction: The Mediating Effect of Successful Aging." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/71832540914884215813.
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碩士國立臺灣科技大學
企業管理系
102
According to the past research, person job fit and person organization fit will lead to positive reactions on the Job Satisfaction when employees face it. Population ageing is gradually serious. However, the aging around the world, the word “Successful Aging” is very important. The key point in research wants to know that employees is successful aging, whether person job fit and person organization fit will lead to positive reactions on the job satisfaction or not. Instead of the past view, the mediating effect of successful aging explore the impact of person job fit and person organization fit and job satisfaction. In this study, conducted the survey questionnaire distributed, 238 were recovered. Study found that The Study of Relationship between person job fit、person organization fit and job satisfaction: The mediating effect of successful aging. .
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Lin, Yu-ting, and 林昱廷. "Assessing the relationships of team personality, job satisfaction and team performance: team-organization fit and team-job fit as mediators." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/10948287552434370534.
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碩士大同大學
資訊經營學系(所)
100
This paper outlines the development of person-environment fit theory, which emphasizes the congruence between the person and their working environment. This paper was aimed at investigating the interplay of two facets of person-environment fit with job- and organization-level outcomes, mainly attributed to provide useful insights for more effective management. The study based on a sample of 83 groups in Taiwan. The data were self-reported. Structural equation modeling (SEM) were applied to test the hypotheses. This paper investigates the relationship between team personality, person-organization fit, person-job fit, job satisfaction and group performance. First, the results revealed that is significant interactions between facets of person-organization fit and group performance. Second, we found that is significant interactions between team personality, person-organization fit and person-job fit. Third, person-job fit were positively related to job satisfaction and group performance. The results show that team personality influence on the job satisfaction as person-job fit as a mediator. Also, person-job fit effect on the team performance as job satisfaction as a mediator. Finally, we discuss the limitations and future research directions and implications for practice are discussed.
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Chin, Hung-chi, and 金洪琦. "The effects of Person-Supervisor Fit and Person-Workgroup Fit on role performance, job satisfaction and perceived support: The Airline crew." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/70102522150803595017.
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碩士國立中山大學
人力資源管理研究所
98
Previous researches about the Person-Environment Fit were mainly based on the points of view of Person-Organization Fit and Person-Job Fit. Researches based on the points of view of Person-Supervisor Fit (P-S Fit) and Person-Workgroup Fit (P-G Fit) was less made. But nowadays, more and more companies adopt team approach for the organization of the main mold of operation. How to establish a harmonious group and enhance group’s and individual performance becomes an important issue. The main purpose of this research is base on Fit Theory to examine Person-Supervisor Fit and Person-Workgroup Fit between crew, their supervisor and their coworker in every flight. In this study, Person-Supervisor Fit and Person-Workgroup Fit were defined as independent variables; role performance, job satisfaction and perceived support were defined as dependent variables. The relationship between independent and dependent variable are deeply discussed. There are 136 pairs of questionnaires surveyed by employees and their supervisors. Supervisor Leadership Profile (SLP) and Workgroup Characteristics Profile (WCP) were reduced to 16 of 25 statements as Q ranking items, and Q methodology was applied for measuring P-S Fit and P-W Fit. Regression analysis was used to further explore the dependent variable on the independent variable''s influence. The result indicate that：First, employee with high P-G Fit, has more job satisfaction, the correlation between P-G Fit and job satisfaction is significant; second, employee with high P-S Fit, has more perceived supervisor support, the correlation between P-S Fit and perceived supervisor support is significant; third, employee with high P-G Fit, has more perceived coworker support, the correlation between P-G Fit and perceived coworker support is weak significant. This research further represents the direction of future research and practical meaning of management.
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Chen, Chwun-De, and 陳純德. "A Study of Using Task-Technology Fit on User Satisfaction of ERP System." Thesis, 2001. http://ndltd.ncl.edu.tw/handle/53367576103231038299.
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碩士中原大學
資訊管理研究所
89
Because of the radical change of external competition environment and increased management complexities, traditional information systems cannot afford to support enterprise the real-time and needed information. Furthermore, as Y2K problem and worldwide major manufacturer add fuel to the ERP implementation flames dramatically, enterprises rashly to adopt ERP system falling over one another. ERP system is known as a best practice for enterprise. However, the academic community still has few studies on ERP system utilization and performance evaluation, and most of researches are still focus on adoption factors, implementation modes, and critical success factors of implementations in Taiwan. Few studies are made to develop an empirical and opera ionized measuring instrument, or to find out the concrete performance contribution of ERP system. This paper, based on task-technology fit theory, tries to sum up all relative constructs and adopt the questionnaire of Goodhue and Thompson (1995) and Goodhue (1998) through the discussion of task characteristics, technology characteristics and task-technology fit. From the fitness of users task requirement and ERP system, we try to examine the user satisfaction of ERP system and explore the relationship between ERP system utilization and individual performance impact. We focus some important questions, such as (1) user satisfaction of ERP system; (2) whether user’s task characteristics and technology characteristics of ERP system will influence task-technology fit; (3) whether task-technology fit will influence user satisfaction of ERP system; (4) whether task-technology fit will influence ERP system utilization. Through the effort and contribution made by this paper, we hope to build up a practical and fair ERP system performance measurement criterion, and to be a reference of criterion generation to other systems in the near future. From research results we find that task-technology fit of ERP is relatively high and it does make high user satisfaction, individual and organization impacts. Besides, though work efficiency is raised and information requirement is satisfied, it can not change users’ beliefs and attitudes significantly and promote them to explore other functions of ERP further. This paper suggests that researchers should strengthen their researches on individual characteristics in order to encourge the increasing and feedback of system utilization and frequency. This paper not only uses impirical data to have an examination on task-technoloy fit theory, but it contributes a effective measuring criterion to ERP system also. Practitioners could use it to have a diagnostics on system problems and to be an integration reference between ERP, supply chain management and customer relationship management systems.
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Ching-Yi, Pan, and 潘靜儀. "A Study of Travel Motivation and Satisfaction of Chinese FIT Travelers in Kaohsiung." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/35629343438889192359.
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碩士國立高雄餐旅大學
餐旅管理研究所在職專班
102
In July 2008 Mainland tourist groups were officially granted permission to travel in Taiwan. The increasingly frequent cross-strait exchanges and transformation in cross-strait relations have brought more tourism-related industry development opportunities. Mainland tourist groups have steadily grown to become Taiwan’s largest source of tourists. In June 2011 the government officially opened up individual visits to Mainland tourists. An empirical study on Mainland tourists as individual visitors in Taiwan was conducted to explore the attractiveness of Kaohsiung’s overall travel environment and tourists’ travel satisfaction, which shall serve as a reference for operators in the future development of Kaohsiung tourism marketing strategies. Findings show that: (1) The main factors contributing to Mainland tourists’ satisfaction while on individual visits in Kaohsiung are summarized into six factors: “price”, “humanities and culture”, “travel information”, “transportation”, “food”, and “accommodation”, all of which produced a significant impact. Ranked in order, they are: “price”, followed by “humanities and culture”, “travel information”, and “accommodation” which had the least impact; (2) The analysis of Mainland tourists’ different travel motives as individual visitors in Kaohsiung; (3) As for Mainland tourists on individual visits who background”, “age”, “marital status”, “occupation”, “monthly income”, and “travel companion” showed significant differences in terms of travel satisfaction.
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Mutsvunguma, Patricia S. "Ethical climate fit, leader-member exchange and employee job outcomes." Thesis, 2012. http://hdl.handle.net/10539/11321.
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The study sought to investigate whether the effects of an employee’s fit or misfit with the ethical climate of an organisation is mitigated or exacerbated by the quality of the leader-member exchange experienced. The outcome variables looked at includes organisational commitment, job satisfaction and turnover intentions. Data was gathered from a total sample of 125 employees from three different non profit making organisations. Pearson Product Moment Correlations and moderated regressions were used to address the main research questions of the study. Despite, the implied theoretical link between ethical climate fit and leader member exchange, partly as a function of the constructs being centred on the notion of fit, and the role organisational leaders play in the formation of ethical climates, no significant moderation effects were found. Both variables were found to relate significantly to all job outcomes, but no combined effects of these variables on job outcomes were found. The findings of the study highlight a need for further empirical research on these concepts, and for the inquiring of existing theoretical propositions linking leaders to ethical climates.
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江達隆. "The Influence of Job Satisfaction, Organizational Commitment and Person-Organization Fit on Organizational Misbehavior." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/54648589770858805419.
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碩士大葉大學
國際企業管理學系碩士班
92
According to the past literature, the researches on the field of organizational behavior mostly focus on positive side about the organizational members’ attitudes, seldom to touch the issue on negative attitudes or even the organizational misbehavior in workplace. In this way, in this study we mainly confer the influences of the organizational misbehavior through the perspectives of job satisfaction, organizational commitment and person-organization fit. Data were collected via the questionnaire survey by convenience sampling method, and 856 valid samples were selected. The main results of this study were presented as followings： 1. After factor analysis, this study extracts three categories of organizational misbehavior, which are inactive behavior, crooked behavior about obtain benefit, and harmful behavior. 2. It is discovered from the analysis results through the structural equation model that job satisfaction、organizational commitment and person-organization fit are significant negative related to the organizational misbehavior.
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Huang, Wei Chung, and 黃威權. "A Study of the Relationships among Behavioral Integrity, Person- Supervisor Fit and Job Satisfaction." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/30522576908041082841.
Full textAbstract:
碩士大葉大學
管理學院碩士在職專班
100
Based on research recent years, some scholars pointed out that employees are affected by perceptions of their supervisor’pattern of word-action consistency, such acts are called behavior integrity. In addition, as the mediating variable of this study is Per-son-Supervisor fit, one new field in Person-Environment fit which is quite popular in organizational behavior research nowadays. So, this study is aimed to investigate the relationship and to discover the influence between Behavioral integrity, Person- Super-visor fit, and Job satisfaction of elementary school teachers. The studied population is elementary school teachers in northern Taiwan, and all valid questionnaires are 400 copies, thus all collection of real result as follow: 1. Behavioral integrity and Job satisfaction have significant positive relationship. 2. Behavioral integrity and Person-Supervisor fit have significant positive relationship. 3. Person-Supervisor fit and Job satisfaction have significant positive relationship. 4. Person-Supervisor fit was found to have partially mediating effects between Behavioral integrity and Job satisfaction. According to the conclusion of this study, when a Supervisor owns highly behavioral integrity, it will appear to mediate impacts of Job satisfaction through the person-supervisor fit.
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Hsieh, Ming-Hui, and 謝明輝. "The Studies of the Relationships among Handling Conflict, Team Values Fit, and Team Satisfaction." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/03232284450004488295.
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碩士國立體育學院
教練研究所
91
The purpose of the study was to investigate: (1) the relationship between the styles of handling conflict and team satisfaction, (2) the relationship between team values fit and team satisfaction, and (3) the relationship among handling conflict, team values fit, and team satisfaction. The study was proceeded from 2003 April 1 to 2003 April 18. Data were collected from three hundred and fifty eight male and female athletes who participated in basketball, volleyball, table tennis, and badminton in four universities of northern Taiwan. By means of Pearson product-moment correlation and section regression, the study compiled statistics to make us realize the relationship among handling conflict, team values fit, and team satisfaction and predict any probable situation. The results were as follows. 1. The avoiding style of handling conflict had the significantly positive effect upon predicting team satisfaction. 2. The orientation toward teams of team values fit had the significantly positive effect upon predicting team satisfaction. 3. The interaction of the above-mentioned two ways did not have any predictive effect upon team satisfaction.
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CHEN, CHIEN-NI, and 陳倩妮. "Explore The Intention of Clinical Nursing Staff Job Fit, Job Satisfaction and Organization Retention." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/10792187849726672075.
Full textAbstract:
碩士玄奘大學
應用心理學系碩士在職專班
103
The present study aims to explore the applicability of the theory of job adjustment in nursing fields, and to explore the relationships of job fit, job satisfaction and organization retention in nurses in Miaoli County in Taiwan. Participants were 281 nurses from two accredited excellence hospital in Miaoli County. A total of 257 participants completed all questionnaires, with a response rate of 81.46%. The sample data were analyzed by using frequency, percentage, t test, one-way ANOVA, pearson’s product-moment correlations and structural equation modeling implemented in SPSS 20.0 and Amos 5.0. The results revealed several findings as follows: 1. Four factors are extracted from the Job Adjustment Scale of Clinical Nursing Staff—"the Fit of Personal Ability and Ability Requirements", "the Fit of Personal Values and Reinforce Pattern", "Intrinsic Satisfaction" and "Extrinsic Satisfaction". The scale shows an acceptable reliability (Cronbach’s α ＝ .974). 2. The structural equation modeling indicated that the correlations of organization retention of clinical nursing staffs with Extrinsic Satisfaction are highest (β = .31, p < .001), followed by marriage (β = .25, p < .001), followed by the Fit of Personal Values and Reinforce Pattern (β = .21, p <.01). 3. The correlations of organization retention of clinical nursing staffs with age (β = .15, p > .05), seniority (β = .16, p > .05), salary (β = .05, p > .05), Intrinsic Satisfaction (β = .02, p > .05) and the Fit of Personal Ability and Job Requirements (β = .08, p > .05) are non-significant. Conclusions： Nursing manpower shortage is a global problem. The results of this study indicated that the wills of organization retention achieve in stable stages in nurses older than 30 years of age, service years exceeding five years or in married nurses. This study suggested that if a hospital would retain a clinical nurse to service at least five years, the hospital nursing supervisors should concern the fit of personal values and salary reinforcement and extrinsic satisfaction, in other words, individual’s values should in congruence with work salaries. In addition, the extrinsic satisfaction of elastic salary adjustment, fair promotion opportunities and flexible working arrangements should be emphasized. Furthermore, the instrument designed in this study— the Job Adjustment Scale for Clinical Nursing Staff is a reliable and valid scale for the assessment of the job adjustment of clinical nursing staffs. The scale can be used in futrther study as a tool for assessing the will of retention in nurses. Final, in further study the model is suggested to include more factors such as work-family confict, personality traits and salary increases to make the theoretical framework more completed.