Journal articles: 'Fit and satisfaction'

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Ali, Imran. "Examining the Role of Person-Environment Fit in Improving Teaching Satisfaction and Subjective Well-Being." International Journal of Asian Business and Information Management 8, no. 4 (October 2017): 1–14. http://dx.doi.org/10.4018/ijabim.2017100101.

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The current study examines the influence of person-environment fit constructs including; person-organization fit, person-job fit, person-vocation fit, person-group fit and person-person fit between teaching satisfaction and life satisfaction among faculty members. The study uses data collected from 509 faculty members teaching in different colleges and universities of Pakistan. The study found significantly positive influence of all person-environment fit dimensions including; person-organization fit, person-job fit, person-vocation fit, person-group fit and person-person fit on teaching satisfaction and life satisfaction perceptions among faculty members in Pakistan.

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Berisha, Gentrit, and Rrezon Lajçi. "Fit to Last? Investigating How Person-Job Fit and Person-Organization Fit Affect Turnover Intention in the Retail Context." Organizations and Markets in Emerging Economies 11, no. 22 (December 30, 2020): 407–28. http://dx.doi.org/10.15388/omee.2020.11.40.

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Retail supermarket chains face high turnover that creates costs and compromises customer satisfaction. Turnover intention is influenced by the fit or misfit of employees to the job and the organization, as well as their satisfaction with the job and the commitment to the organization. This paper investigates the relationship of person-job (P-J) and person-organization (P-O) fit with job satisfaction and organizational commitment. A total of 211 questionnaires from employees in the retail supermarket chains in Kosovo were collected. Regression analysis is used to test the relationships between fit constructs and work attitudes as outcomes and their effect on turnover intention. Bootstrap mediation is used to test the direct and indirect effect of fits on turnover intention. Results show that person-job fit and person-organization fit have a significant positive effect on job satisfaction and organizational commitment. All these constructs have a negative effect on turnover intention. P-J and P-O fit have a direct negative effect on turnover intention, which is also partially mediated by job satisfaction and organizational commitment. This paper supports previous evidence that P-J and P-O fit have a positive effect on work attitudes and eventually reduce turnover intention. The direct effect of fits on turnover intention is stronger than the indirect effect, mediated by job satisfaction and organizational commitment.

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Wiegand, Justin P., and Robert Bruno. "Job Satisfaction and Union Participation: The Role of Fit." Labor Studies Journal 43, no. 4 (July 26, 2018): 297–319. http://dx.doi.org/10.1177/0160449x18787052.

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Job satisfaction’s role as an antecedent to union participation has often been proposed as a negative relationship, but empirical support is lacking. To clarify boundary conditions of this relationship, we turn to the exit-voice tradeoff and the attraction-selection-attrition framework. We suggest a negative job satisfaction–union participation relationship exists only among workers lacking fit with their colleagues (“person-workgroup fit”). We employed a distance-based measure of person-workgroup fit to analyze data from 777 workers across three unions (90 percent public sector) located in a large Midwestern city. Results indicate fit’s moderating role—relatively high fit workers participate in union activities irrespective of their job satisfaction, but workers with relatively low fit participate more when dissatisfied with their jobs. Our findings inform theory on antecedents of union participation and the strategic choices unions face in organizing and reinvigorating lay activism.

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Wang, Wei, Yi Wang, Yi Zhang, and Jing Ma. "Spillover of workplace IT satisfaction onto job satisfaction: The roles of job fit and professional fit." International Journal of Information Management 50 (February 2020): 341–52. http://dx.doi.org/10.1016/j.ijinfomgt.2019.08.011.

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Chen, Xiao, Min Liu, Chaojie Liu, Fang Ruan, Yan Yuan, and Change Xiong. "Job Satisfaction and Hospital Performance Rated by Physicians in China: A Moderated Mediation Analysis on the Role of Income and Person–Organization Fit." International Journal of Environmental Research and Public Health 17, no. 16 (August 12, 2020): 5846. http://dx.doi.org/10.3390/ijerph17165846.

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This study tested the effect of person–organization fit (P-O fit) in mediating the link between job satisfaction and hospital performance with income as a moderator. A questionnaire survey was conducted on 301 physicians from two public hospitals in Zhejiang province of China. Respondents were asked to rate their job satisfaction, value congruence (P-O fit) with the hospital, and the hospital’s performance. The mediating effect of P-O fit on the link between job satisfaction and hospital performance was tested through partial least squares-structural equation modeling (PLS-SEM). Income was introduced to the model as a moderator on the “P-O fit → hospital performance” and “job satisfaction → hospital performance” path, respectively. Higher job satisfaction and P-O fit were associated with higher ratings on hospital performance (p < 0.01). P-O fit had a partial mediating effect on the association between job satisfaction and hospital performance, accounting for 73% of the total effect. The effects of P-O fit and job satisfaction on hospital performance were stronger in the respondents with higher income. Overall, high job satisfaction is associated with high ratings on hospital performance, which is partially mediated through P-O fit. Value congruence is particularly important when financial tools are used to incentivize hospital physicians.

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Jin, Xiu, and Sang Woo Hahm. "The Way to Improve Employees' Job Satisfaction in Korean Social Enterprises: The Moderating Effects of Person-Organization Fit, Person-Job Fit, and Person-Supervisor Fit." International Journal of Financial Research 10, no. 5 (June 10, 2019): 347. http://dx.doi.org/10.5430/ijfr.v10n5p347.

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Human resources play a key role in achieving a high level of organizational performance and the importance is still emphasized in our society. Nonetheless, organizations are experiencing negative phenomena such as job exhaustion and turnover. One of the key factors that can reduce these negative factors is seen as job satisfaction. In this regard, this research is an empirical study that it focused on the improvement of job satisfaction among organizational members who work in Korean social enterprises. In order to improve their job satisfaction, we focused on organizational communication and verified its role and emphasized its importance through its influence on job satisfaction. To improve the effect of organizational communication, we verified the role of person-organizational fit, person-job fit, and person-supervisor fit. These three types of fit were identified as ways to increase the influence of organizational communication on job satisfaction. Therefore, we examined the moderating effect of these three types of fit on the relationship between organizational communication and job satisfaction. The empirical results showed that the higher the three types of fit, the greater the influence of organizational communication on job satisfaction. Furthermore, by comparing the impacts of the three types of fit on job satisfaction, we identified what is the most essential fit. Based on the results of empirical analysis, this research discussed practical implications for improving organizational member's job satisfaction in Korean social enterprises and provides future research plans for the performance of Korean social enterprises.

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Andela, Marie, and Margot van der Doef. "A Comprehensive Assessment of the Person–Environment Fit Dimensions and Their Relationships With Work-Related Outcomes." Journal of Career Development 46, no. 5 (July 25, 2018): 567–82. http://dx.doi.org/10.1177/0894845318789512.

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Our aim was to better understand the relationship between person–environment fit (PE fit) and several work-related outcomes, that is, burnout, job satisfaction, and turnover intention. To achieve this goal, direct effects of PE fit on these variables were explored as well as the indirect effects of PE fit on turnover intention through burnout and job satisfaction. The study was conducted on an occupationally heterogenous sample of 571 employees in France. Four types of fit were taken into account (person–job fit [PJ fit], person–organization fit [PO fit], person–group fit [PG fit], and person–supervisor fit [PS fit]). Correlations, regression, and mediation analyses were performed. Results indicated that the four dimensions of PE fit were positively related to job satisfaction and negatively associated with burnout and turnover intention. PJ fit and PO fit were more strongly correlated with these three work-related outcomes than PG fit and PS fit. Mediation analyses indicated that job satisfaction fully mediated the relationship between PJ fit, PO fit, PS fit, and turnover intention, while burnout partially mediated these relationships.

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Chowdhary, Usha, and Nadine V. Beale. "Plus-Size Women's Clothing Interest, Satisfactions and Dissatisfactions with Ready-to-Wear Apparel." Perceptual and Motor Skills 66, no. 3 (June 1988): 783–88. http://dx.doi.org/10.2466/pms.1988.66.3.783.

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Seventy-one large-size women (Size 16 and over) participated in an assessment of their clothing interest, satisfactions, and dissatisfactions with ready-to-wear apparel for six types of apparel and seven factors such as color, fabric, fashion, fit, selection, size, and style. Analysis showed that the respondents were satisfied with five of the six apparel categories. However, opinion regarding satisfaction differed by size and age. Fit and size were the most common problem areas. Satisfaction and problems were associated with specific articles of apparel. Several implications were discussed.

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Issah, Mohammed. "Perception of Fit and Job Satisfaction Among Administrative Staff in a Mid-Western University in the United States of America." SAGE Open 11, no. 2 (April 2021): 215824402110275. http://dx.doi.org/10.1177/21582440211027564.

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The purpose of the study is to contribute to the understanding of the impact of perception of fit and job satisfaction among administrative staff members at a university and to determine the fit component (Person-Organization fit, Person-Job fit) that predicts job satisfaction. This study used a correlational design with online survey data provided by 170 administrative staff members in a Midwestern university in the United States. Overall, administrative staff members were satisfied with their job. Regression analysis revealed that Person-Job fit was the stronger predictor for overall job satisfaction and satisfaction with the Work Itself, Pay, and Promotion Opportunities subscales. Age and years of service revealed statistically significant mean difference in satisfaction with the Promotion Opportunities facet. Male administrative staff members perceived to fit better than the female staff with their jobs. The study is limited to one university; therefore, the results are not generalizable. In addition, it relied on self-reported data and used standard multiple regression for analysis. Data were analyzed and the results confirmed the impact of perception of fit on job satisfaction, and that better fit leads to higher job satisfaction.

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Freeman, Patrick. "Roadmap for Member Satisfaction – Is Your Vision 2020?" ACSMʼs Health & Fitness Journal 24, no. 1 (2020): 39–41. http://dx.doi.org/10.1249/fit.0000000000000538.

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Shah, Sheeraz, and Mehlab Ayub. "The Impact of Person-Job Fit, Person-Organization Fit on Job Satisfaction." Journal of Entrepreneurship, Management, and Innovation 3, no. 1 (January 15, 2021): 57–76. http://dx.doi.org/10.52633/jemi.v3i1.51.

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It has been observed in many organizations that some employees feel unsatisfied with their work, the justification behind the dissatisfaction could be due to various reasons such as skills and abilities of an employee if not match with the job or task requirements or the work assigned is not according to individual capabilities. As far as the previous studies are concerned, it is revealed that person job fit, and person organization fit have a significant positive relationship with job satisfaction. Thus, in this regard, this study was conducted to examine the relationship between person-job fit, and person-organization fit on job satisfaction. To gather the primary data, a questionnaire was adopted from previous similar published studies. The data were collected from employees working at Aspin Pharma, a pharmaceutical company in Karachi, Pakistan. The total number of study sample was 313 employees out of which 173 useable responses were employed for data analyses. In addition, this research study has adopted a descriptive survey design, and which utilized primary data to obtain information on the study variables. The method of the research is mono method, and the examination of the study is based in quantitative research through descriptive statistics to measure the multi-dimension of employee satisfaction, person job fit, and person organization fit. To conclude, the result reveals that Person Job Fit as well as Person Organization Fit have a significant relationship with job satisfaction. The study findings will be useful for managerial decision makers to improve person job and organization fit dimensions in their organization to enhance employee satisfaction and work productivity.

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Watjatrakul, Boonlert, and Vimolluck Vatanapitukpong. "Satisfaction With ERP System Implementation." International Journal of Enterprise Information Systems 17, no. 4 (October 2021): 98–117. http://dx.doi.org/10.4018/ijeis.2021100106.

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While many studies explain factors influencing the success of ERP implementation, little is known about the system outcome to satisfy user expectations based on the concepts of task-technology fit and person-task fit. The study examines the effects of fits between user interfaces, task interdependence, and user knowledge on system utilization and performance impacts leading to user satisfaction with ERP system implementation. Based on the structural equation modeling analysis and two-way interaction test results, a user interface dampens the positive effect of task interdependence on task-technology fit while it strengthens the positive effect of user knowledge on task-technology fit. Task interdependence dampens the positive effect of user knowledge on system utilization. The results provide guidance on how to enhance the system impacts on user performance and encourage the system usage resulting in user satisfaction with the ERP system implementation. The paper provides detailed discussions of the results, the implications for theory and practices, and the study limitations.

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GĘBCZYŃSKA, Magdalena. "Job satisfaction in project-based organization." Scientific Papers of Silesian University of Technology. Organization and Management Series 2020, no. 146 (2020): 113–29. http://dx.doi.org/10.29119/1641-3466.2020.146.9.

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Purpose: the purpose of this article is to examine how different factors, such as: person organization fit, supervisor support, rewards, organizational commitment and work engagement simultaneously affect the employee job satisfaction in project-based organization. Design/methodology/approach: This research applies fuzzy set Qualitative Comparative Analysis (fs/QCA). The sample of the study includes 17 cases of Polish consulting firms, and the fieldwork contains information from series of surveys. The survey includes five scales (person organization fit, supervisor support, rewards, organizational commitment and work engagement) in the form of statements to which respondents indicate their level of agreement/disagreement on a five-point Likert scale. Findings: empirical research indicated the configurations of factors which lead to job satisfaction in PBO, pecially, (C1): person organization fit, supervisor support and 16 organizational commitment and (C2): rewards, organizational commitment and work engagement with absence of supervisor support and (C3): person organization fit, rewards and work engagement influence job satisfaction in project-based organization. Research limitations/implications: the first limitation relates to the data source – the data in this study come from a limited research sample-consulting firms. Second, this study considered and examined few factors of job satisfaction selected based on critical analysis of the literature and future studies could include other variables. Practical implications: the results of research have practical implications for managers of project-based organization, because they provide them with configuration of factors which lead to job satisfaction. Originality/value: using of fs/QCA, which enabled simultaneous studying the effect of selected factors and it is an original contribution to the research on job satisfaction in PBO.

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Xiao, Yuyin, Minye Dong, Chenshu Shi, Wu Zeng, Zhenyi Shao, Hua Xie, and Guohong Li. "Person–environment fit and medical professionals’ job satisfaction, turnover intention, and professional efficacy: A cross-sectional study in Shanghai." PLOS ONE 16, no. 4 (April 27, 2021): e0250693. http://dx.doi.org/10.1371/journal.pone.0250693.

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Objectives Using the person-environment (PE) fit theory, this study aims to explore factors affecting medical professionals’ job satisfaction, turnover intention, and professional efficacy, and to examine individual characters associated with PE fit. Design and methods This study used data from the sixth National Health Service Survey conducted in 2018, with a focus on job outcomes among medical professionals in Shanghai. The reliability and validity of the tools for measuring PE and job outcomes were calculated. A structural equation model was used to examine the relationship among person-job (PJ) fit and person-group (PG) fit, job satisfaction, turnover intention, and professional efficacy. Finally, a hierarchical regression model was used to analyze the association between demographic variables and the PJ and PG fit. Results PG fit was directly and positively associated with job satisfaction and professional efficacy. PJ fit had a direct and positive association with job satisfaction but had a direct and negative association with turnover intention. The indirect association of PJ fit with turnover intention was statistically significant. The results from the hierarchical regression analysis showed that younger physicians generally had a lower level of PJ fit and older physicians with higher education tended to have a lower level of PG fit. Conclusions Medical professionals with higher PJ or PG fit have higher job satisfaction, and those with higher PG fit have higher professional efficacy. The impact of PJ fit on turnover intention was mediated by job satisfaction. Healthcare managers should take actions to effectively promote medical professionals’ PJ and PG fit to improve their retention and efficiency.

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Rayton, Bruce, Zeynep Y. Yalabik, and Andriana Rapti. "Fit perceptions, work engagement, satisfaction and commitment." Journal of Managerial Psychology 34, no. 6 (August 12, 2019): 401–14. http://dx.doi.org/10.1108/jmp-02-2018-0074.

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Purpose The purpose of this paper is to explore the relationship between fit (organization and job) perceptions and work engagement (WE). Design/methodology/approach The authors deployed a two-wave survey among 377 clerical employees of the specialist lending division of a large UK bank, with the waves separated by 12 months. Findings The results show a positive relationship between person organization (PO) and person job (PJ) fit perceptions (at Time 1) and WE (at Time 2). Job satisfaction (JS) and affective commitment (AC) dual-mediate these relationships. The effect of PO fit on WE manifests primarily via AC, while the effect of PJ fit manifests primarily via JS. Practical implications The study indicates that organizations should consider the fit of employees to their jobs and the organization when designing interventions intended to increase WE. Also, potential synergies exist between organizational interventions designed to influence employee attitudes focused on similar units of analysis: e.g., PJ fit with JS or PO fit with AC. Originality/value This study provides the first investigation of the dual-mediation, via JS and AC, of the effects of both PJ and PO fit on WE. Furthermore, the use of a time-lagged design strengthens the evidence for the novel hypotheses of this study and enables verification of findings in the extant literature.

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Brieger, Steven A., Dirk De Clercq, Jolanda Hessels, and Christian Pfeifer. "Greater fit and a greater gap." International Journal of Entrepreneurial Behavior & Research 26, no. 4 (December 12, 2019): 561–94. http://dx.doi.org/10.1108/ijebr-03-2019-0185.

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Purpose The purpose of this paper is to understand how national institutional environments contribute to differences in life satisfaction between entrepreneurs and employees. Design/methodology/approach Leveraging person–environment fit and institutional theories and using a sample of more than 70,000 entrepreneurs and employees from 43 countries, the study investigates how the impact of entrepreneurial activity on life satisfaction differs in various environmental contexts. An entrepreneur’s life satisfaction arguably should increase when a high degree of compatibility or fit exists between his or her choice to be an entrepreneur and the informal and formal institutional environment. Findings The study finds that differences in life satisfaction between entrepreneurs and employees are larger in countries with high power distance, low uncertainty avoidance, extant entrepreneurship policies, low commercial profit taxes and low worker rights. Originality/value This study sheds new light on how entrepreneurial activity affects life satisfaction, contingent on the informal and formal institutions in a country that support entrepreneurship by its residents.

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Hardiyanto, Dedy, and Hidajat Hendarsjah. "Analysis of The Relationship Between Pay Level Satisfaction and Individual Work Performance With Person–Environment Fits (Person–Job Fit, Person–Organisation Fit, and Person–Group Fit) as Moderating Variables." Asian Journal of Technology Management (AJTM) 14, no. 2 (2021): 128–40. http://dx.doi.org/10.12695/ajtm.2021.14.2.2.

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In this study, we examined the effect of pay level satisfaction on individual work performance moderated by person–environment fits, namely person–job fit, person–organisation fit, and person–group fit. This study used a survey questionnaire of 297 conductors of PT Kereta Api Indonesia Persero. The study results show that pay level satisfaction has a positive and significant association with individual work performance. In contrast, person–environment fit does not affect individual work performance, as the unsupported analysis results evidence. This article concludes with directions for future research on the relationships among pay level satisfaction, person–environment fit, and individual work performance and their various implications for management practice. Keywords: Pay level, satisfaction, person–environment fit, individual work performance, conductor

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Putri, Rizqi Anggraheni Rasito, and Parmin Parmin. "Pengaruh Person Job Fit, Person Organization Fit Terhadap Komitmen Organisasi dengan Job Satisfaction sebagai Variabel Intervening." Jurnal Ilmiah Mahasiswa Manajemen, Bisnis dan Akuntansi (JIMMBA) 4, no. 5 (August 24, 2022): 597–612. http://dx.doi.org/10.32639/jimmba.v4i5.155.

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This study aims to analyze the level of commitment of non-civil servant employees at the Kebumen Samsat Office. This study uses the variables Person Job Fit and Person Organization Fit to analyze the effect of Non-PNS Employee Organizational Commitment. In addition, this study uses the Job Satisfaction variable as an intervening variable to analyze the effect of Person Job Fit, Person Organization Fit on Organizational Commitment of Non-PNS employees at the Kebumen Samsat Office. The population in this study were non-civil servants at the Kebumen Samsat Office, amounting to 39 people. The sampling technique used is a saturated sample so that the entire population is used as a sample. Data collection techniques using a questionnaire. Data analysis used is validity test, reliable test, classic assumption test, hypothesis test, correlation analysis, Sobel test and path analysis. Data processing tools using SPPS 25.0 for windows. The results of this study indicate that Person Job Fit has a positive and significant effect on Job Satisfaction. Person Organization Fit does not directly affect Job Satisfaction. Person Job Fit has a positive and significant effect on Organizational Commitment. Person Organization Fit has a positive and significant effect on Organizational Commitment. Job Satisfaction has a positive and significant effect on Organizational Commitment. Job Satisfaction can mediate the influence of Person Job Fit on organizational commitment. Job Satisfaction can mediate the influence of Person Organization Fit on Organizational Commitment.

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Ellis, Christina, Susan Troncoso Skidmore, and Julie P. Combs. "The Hiring Process Matters: The Role of Person–Job and Person–Organization Fit in Teacher Satisfaction." Educational Administration Quarterly 53, no. 3 (January 10, 2017): 448–74. http://dx.doi.org/10.1177/0013161x16687007.

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Purpose: Teachers’ satisfaction with their jobs has reached the lowest point in 25 years. One contributing factor is when teachers experience information-poor hiring processes and do not obtain an accurate preview of their positions, their person–organization (P-O) fit, and person–job (P-J) fit. Sparked by a renewed focus on the variables that can influence teacher satisfaction, the purpose of this study was to examine the relationships among accurate job preview, P-O and P-J fit, and job satisfaction among teachers. Research Approach: Drawing on existing literature, a mediation model was hypothesized. Using existing data collected by the Center for Research, Evaluation, and Advancement of Teacher Education, a structural equation model was tested with a sample of 729 newly hired teachers. Specifically addressed was the extent to which P-O and P-J fit mediated the relationship between accurate job preview and satisfaction. Findings: Accurate job preview predicted future P-O and P-J fit. Higher levels of P-O and P-J fit were linked to higher teacher satisfaction rates. Accurate job previews worked through P-J fit and P-O fit to result in increased teacher satisfaction. Additionally, 53.3% of the variance in satisfaction with the campus was explained by the model. Implications for Research and Practice: Providing newly hired teachers with accurate job previews was related to higher satisfaction rates, so school and district leaders should consider ways to increase candidates’ knowledge during the hiring process about specific school settings and students’ needs.

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Ratih Indriyani and Monica Bellinda Sutanto. "PERANAN PERSON ORGANIZATION FIT DAN PERSON JOB FIT DALAM MENINGKATKAN JOB SATISFACTION DENGAN WORK ENGAGEMENT SEBAGAI MEDIASI." Majalah Ekonomi 26, no. 1 (July 19, 2021): 8–28. http://dx.doi.org/10.36456/majeko.vol26.no1.a3950.

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Job satisfaction is an important factor in achieving the sales person's self-compatibility with the work environment. Conformity in question is the suitability of individual values with person organization fit and the suitability of individual characteristics person job fit. With this suitability, work engagement will be higher. This study was conducted to analyze the effect of person organization fit and person job fit on job satisfaction through work engagement. This type of research is quantitative research with purposive sampling technique. Research data were collected by distributing questionnaires to all sales persons of PT World Innovative Telecommunication answers to the questionnaire collected as many 220 respondents. The data was processed using partial least squares (PLS) data analysis techniques. The results of the study stated that person organization fit and person job fit had an effect on job satisfaction through work engagement. This proves that work engagement can significantly mediate the effect of person organization fit and person job fit on job satisfaction sales person PT World Innovative Telecommunication.

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Gębczyńska, Magdalena, and Anna Kwiotkowska. "Paths to Explain Employee Job Satisfaction. A Fuzzy-Set Analysis." Multidisciplinary Aspects of Production Engineering 1, no. 1 (September 1, 2018): 569–76. http://dx.doi.org/10.2478/mape-2018-0072.

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Abstract Job satisfaction is one of the most researched topics in management literature taking into consideration the fact that it has been found out that this concept has many practical implications in the workplace. Job satisfaction is very complex phenomenon which is influenced by numerous factors. Previous studies provide a partial view of job satisfaction, because they are usually focused on the relationship between a single factor and job satisfaction, without taking a global view to indicate how different factors simultaneously affect job satisfaction. The purpose of this paper is to investigate how different factors such as: work family balance, teamwork, personal environment fit, job security and supervisor support simultaneously influence job satisfactions. The sample of the study includes employees of Polish small and medium enterprises (SMEs). Fuzzy-set qualitative comparative analysis is used to analyze data collected in surveys from 274 employees. The results contribute to research on job satisfaction by outlining several combinations of factors which create a paths to explain employee job satisfaction: (1) teamwork and supervisor support, (2) personal environment fit, job security and supervisor support with absence of work family balance, (3) work family balance, job security and supervisor support.

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Fahrizal, Abdul Rahman Lubis, and Sofyan. "THE EFFECT OF ORGANIZATIONAL CULTURE AND PERSON-ORGANIZATION FIT ON ORGANIZATIONAL PERFORMANCE MEDIATED BY EMPLOYEE COMMITMENT AND JOB SATISFACTION IN GENERATION Y AT PT PLN (PERSERO) ACEH REGIONAL MAIN UNIT." International Journal of Business Management and Economic Review 05, no. 05 (2022): 36–49. http://dx.doi.org/10.35409/ijbmer.2022.3430.

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This research aims to examine the Organizational Culture and Person-Organization Fit (PO Fit) influence on Organizational Performance Mediated by Employee Commitment and Job Satisfaction among “Generation Y” at PT PLN (Persero) Aceh Regional Main Unit (PLN Aceh). This research uses a population of 701 PLN Aceh employees whose age is in generation Y. Due to the relatively large population, the sampling uses the Slovin formula and produces 255 employees. Sampling using cluster random sampling technique. Data were collected by questionnaires which were measured by Likert. The data was tested through SEM-AMOS. The results prove that culture and PO Fit affect commitment and satisfaction; Culture, PO Fit, commitment, and satisfaction affect performance; and Commitment and satisfaction both partially mediate the influence of culture and PO Fit on performance. This explains that the performance improvement function is a function to create a positive culture in the organization, improve PO Fit, strengthen commitment, and increase job satisfaction.

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Stoermer, Sebastian, Arno Haslberger, Fabian Jintae Froese, and Albert Lorenz Kraeh. "Person-Environment Fit and Expatriate Job Satisfaction." Thunderbird International Business Review 60, no. 6 (July 17, 2017): 851–60. http://dx.doi.org/10.1002/tie.21920.

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Ng, Catherine, and Aspa Sarris. "Distinguishing Between the Effect of Perceived Organisational Support and Person–Organisation Fit on Work Outcomes." Australian and New Zealand Journal of Organisational Psychology 2 (August 1, 2009): 1–9. http://dx.doi.org/10.1375/ajop.2.1.1.

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AbstractWhile previous research has contributed to our understanding of the effect of person-organisation fit on a range of job outcomes (e.g., Chatman, 1989; Kristof-Brown & Jansen, 2007; Schneider, 1987), the relationship between person–organisation fit, perceived organisational support and job outcomes, such as job satisfaction and organisation commitment has not been fully explored. Further research examining the relationship between these variables is needed, particularly in organisational settings that experience high turnover such as hospitals. This study examined the relationship between person–organisation fit, perceived organisational support, job satisfaction and organisational commitment among employees in an Australian hospital setting. Person–organisation fit was assessed in terms of the fit, or congruence, between perceived organisational values and ideal organisational values. The study also examined the extent to which perceived organisational support moderated the relationship between person–organisation fit and job satisfaction and organisational commitment. Results showed that person–organisation fit and perceived organisational support were significant predictors of job satisfaction and organisational commitment. However, perceived organisational support was not a moderator in the relationship between person–organisation fit and job satisfaction and organisational commitment. Results also showed that perceived organisational support may be a stronger predictor of job satisfaction and organisational commitment than person–organisation fit, highlighting the importance of providing nursing and support staff with adequate support to carry out their work in hospital settings. The implications of the study are discussed and future research opportunities are highlighted.

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Diskienė, Danuta, and Vytautas Goštautas. "A FIT BETWEEN INDIVIDUAL AND ORGANIZATIONAL VALUES AND ITS IMPLICATIONS FOR EMPLOYEES’ JOB SATISFACTION AND PERFORMANCE." Ekonomika 92, no. 2 (January 1, 2013): 93–107. http://dx.doi.org/10.15388/ekon.2013.0.1412.

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Abstract. The importance of studies on work-related values and attitudes is obvious as values are ascribed a central role in determining the fit between individuals and the employment organization. Responding to the importance of the issue, the paper emphasizes the meaning of the individual and organizational values’ fit for the organization, its possibility to become part of strategic planning and a goal for every manager in charge. The aim of the article is to explore the theoretical concepts on values’ fit and to compare it with the empirical research findings. The research question is how the individual and organizational values’ fit is related with the job satisfaction and performance of the employees. Adapted methods of the survey of job satisfaction measuringnine different facet scales, were used, performance results were obtained from the organization, and two different variables related to quality and sales were measured. The research was conducted in the Lithuanian Telecommunication company. The findings of the research emphasize that job satisfaction has significant correlations with individual and organizational values’ fit. Employees whose job satisfaction was higher had higher fit scores. The performance of employees had no significant correlation with job satisfaction scales.Key words: individual values, organizational values, values fit, job satisfaction, performance

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Chen, Pei, Paul Sparrow, and Cary Cooper. "The relationship between person-organization fit and job satisfaction." Journal of Managerial Psychology 31, no. 5 (July 4, 2016): 946–59. http://dx.doi.org/10.1108/jmp-08-2014-0236.

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Purpose – Drawing upon the theory of conservation of resources to argue the importance of job stress as an important variable that mediates the person-organization (P-O) fit-job satisfaction relationship, and supervisor support as an important moderating variable that moderates the relationship between P-O fit and job stress, the purpose of this paper is to test a moderated mediation model. Design/methodology/approach – Data were collected from 225 employees in 12 catering service organizations in Beijing. An integrated mediation and moderation model was evaluated. Findings – The study illustrates both some new mechanisms and the boundary conditions between P-O fit and job satisfaction. Job stress mediates the relationships between P-O fit and job satisfaction; supervisor support moderates the linkage of P-O fit, job stress, and job satisfaction. The corresponding moderated mediation model was supported. Research limitations/implications – The question of causality cannot be determined because of the cross-sectional research design; self-report is a necessary strategy for the assessment of subjects’ appraisals. However, it requires some caution in interpreting the results. Practical implications – The findings offer a better understanding of the way P-O fit is able to affect job satisfaction. Actions designed to promote P-O fit may be useful in reducing employees’ stress and result in higher job satisfaction. To enhance the relationships between P-O fit and employees’ job satisfaction through supervisor support, supervisors should develop a positive form of reciprocation by helping employees to solve the real problem they are facing. Originality/value – No previous studies have investigated influencing factors of employees’ satisfaction from the perspective of individual and organizational interfaces.

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Hamidah, Hamidah, Mukhnery Mukhtar, and Neti Karniati. "THE EFFECT OF PERSON-ORGANIZATION FIT, JOB SATISFACTION, AND TRUST TOWARD HIGH SCHOOLS’ TEACHERS AFFECTIVE COMMITMENT." IJER - INDONESIAN JOURNAL OF EDUCATIONAL REVIEW 4, no. 2 (December 21, 2017): 26–38. http://dx.doi.org/10.21009/ijer.04.02.04.

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This study aims to determine the effect of a positive direct independent variables such as: person-organization fit, job satisfaction and trust in the dependent variable is the affective commitment high schools’ teachers in Depok. Studies have been conducted on senior high school teachers in Depok. The method used was a survey with data analysis techniques using path analysis. Respondents are 194 of the total 376 senior high schools’ teachers in Depok. They were selected by random sampling. The results of the study are as follows: (1) there was a direct effect of person-organization fit toward affective commitment, (2) there was a direct effect of job satisfaction toward affective commitment, (3) there was a direct effect of trust toward affective commitment, (4) there was a direct effect of person-organization fit toward job satisfaction, (5) there was a direct effect of person-organization fit toward trust. the conclusion is that the affective commitment is influenced by the person-organization fit, job satisfaction and trust. Keywords: Affective commitment , person-organization fit, job satisfaction and trust

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Wijiati, Wahyu, and Bambang Suko Priyono. "Pengaruh person organization fit dan modal psikologi terhadap komitmen organisasional melalui kepuasan kerja." Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan 4, no. 10 (May 25, 2022): 4682–90. http://dx.doi.org/10.32670/fairvalue.v4i10.1740.

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This study aims to determine the effect of person organization fit and psychological capital on organizational commitment through job satisfaction. Indications of the problem found a decline in the community satisfaction survey at the end of 2020 with good conditions showing the performance of the Class III Port Management Unit Office of Batang Regency is still experiencing instability since the survey was conducted with the online system. The data collection technique was done through purposive sampling with a sample size of 97 employees. The analysis was performed using multiple linear regression to measure the influence of person organization fit and psychological capital on organizational commitment through job satisfaction. In knowing the indirect effect, the Sobel test was carried out. The results showed that Person organizational fit had no effet on organizational commitment, Person organizational fit had an effect on job satisfaction, Psychological Capital had an effect on Organizational Commitment, Psychological Capital had an effect on Organizational Commitment, Job Satisfaction had an effect on Organizational Commitment, Person Organizational Fit on Organizational Commitment through Job Satisfaction. and Psychological Capital has an effect on Organizational Commitment through Job Satisfaction.

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Zhang, Jing, and En Mao. "Can You Help Me Stay Fit?" International Journal of E-Business Research 18, no. 1 (January 1, 2022): 1–16. http://dx.doi.org/10.4018/ijebr.309392.

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The main purpose of this study is to reveal the impact of consumer satisfaction on continuance intention to use wearable fitness devices. Building upon the IS Continuance Intention Model, the authors explored the effects of confirmation of ease of use, confirmation of perceived usefulness, positive and negative feelings, and perceived control on consumer satisfaction. The effects of health motivation and social influence on continuance intention were examined alongside satisfaction. Our model consists of twelve constructs and eleven hypotheses. An online survey was conducted among 216 Amazon M-Turk workers to collect data. The measurement model was first tested and validated. Next, structural equation modeling was used to test the hypotheses in the research model. Nine out of eleven hypotheses were supported. The model explains 50.1% of variances in continuance intention, and 63.9% of variance in consumer satisfaction is explained by the aforementioned factors. Both theoretical contributions and practical implications are discussed in the context of wearable technology.

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Yeni, Misra, Sihol Situngkir, Shofia Amin, and Edward. "The effect of person-organization fit, quality of work-life and organizational justice on job satisfaction and employee performance at PT. Jambi Regional Development bank in Jambi West Region." International Journal of Research in Business and Social Science (2147- 4478) 11, no. 6 (September 12, 2022): 241–51. http://dx.doi.org/10.20525/ijrbs.v11i6.1950.

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The purpose of this study is to examine the influence of person-organization fit, quality of work-life and organizational justice on employee performance at PT Jambi Regional Development Bank in Jambi West Region using job satisfaction as a mediator. This study uses a quantitative approach with a population of 201 respondents and a sample of 134 respondents. Data collection techniques using questionnaires. The data analysis technique used in this study is The Structural Equation Modeling (SEM) statistical software AMOS 5.00 on the model and study of hypotheses. The results showed that person-organization Fit had a positive and significant effect on job satisfaction. Quality of Work Life has a positive and significant effect on job satisfaction. Organizational justice has a positive and significant effect on job satisfaction. Person-Organization Fit does not affect employee performance. Quality of Work Life does not affect employee performance. Organizational justice does not affect employee performance. Person-Organization Fit has a positive and significant effect on employee performance through job satisfaction. Quality of Work Life has a positive and significant effect on employee performance through job satisfaction. Organizational justice has a positive and significant effect on employee performance through job satisfaction. Job satisfaction has a positive and significant effect on employee performance. The findings of this study state that the variables Person-Organization Fit (P-O Fit), Quality of work-life, Organizational Justice, and job satisfaction have never been tested all simultaneously on employee performance. The second finding of this study is that job satisfaction has a strong effect on performance. In addition, research at PT Bank Pembangunan Daerah Jambi in Jambi West Region is still very rarely done.

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Nugraha, Yugi Adhari, and Agus David Ramdansyah. "Peran Mediasi Kepuasan Kerja Terhadap Hubungan Person-Job Fit Dengan Kinerja Pegawai." Business Innovation and Entrepreneurship Journal 4, no. 2 (September 1, 2022): 165–73. http://dx.doi.org/10.35899/biej.v4i2.373.

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This study aims to determine the relationship between the variable person-job fit in improving employee performance and job satisfaction in mediating person-job fit in improving employee performance. Building a model on business phenomena and research gaps in improving employee performance using purposive sampling technique. Data analysis using SEM-PLS method. The results showed 1) Person-job fit had a positive and insignificant effect on employee performance, 2) Person-job fit had a positive and significant effect on job satisfaction, 3) Job satisfaction had a positive and significant effect on employee performance, 4) Job satisfaction mediate the effect of person-job fit significantly on employee performance. Penelitian ini bertujuan untuk mengetahui hubungan antar variabel person-job fit dalam meningkatkan kinerja pegawai serta kepuasan kerja dalam memediasi person-job fit dalam meningkatkan kinerja pegawai. Membangun model atas fenomena bisnis dan research gap dalam meningkatkan kinerja pegawai dengan teknik purposive sampling. Analisis data menggunakan metode SEM-PLS. Hasil penelitian menunjukan 1) Person-job fit berpengaruh positif dan tidak signifikan terhadap kinerja pegawai, 2) Person-job fit memiliki pengaruh positif dan signifikan terhadap kepuasan kerja, 3) Kepuasan kerja memiliki pengaruh positif dan signifikan terhadap kinerja pegawai, 4) Kepuasan kerja memediasi pengaruh person-job fit secara signifikan terhadap kinerja pegawai.

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Noviardy, Andrian, and Trisninawati Trisninawati. "Analisis Person-Organization Fit (P-O Fit) Dan Kinerja Extra Role Terhadap Kepuasan Kerja Karyawan (Studi Pada UMKM Produk Olahan Kuliner di Kota Palembang)." MBIA 21, no. 2 (October 25, 2022): 224–35. http://dx.doi.org/10.33557/mbia.v21i2.1887.

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This study examines the effect of Person-Organization Fit (P-O fit) and extra-role performance on employee job satisfaction at MSME Culinary Processed Products in Palembang City. This study was conducted on employees of MSMEs of processed culinary products in the city of Palembang, totalling 127 respondents. The sample was carried out by purposive sampling. Meanwhile, the survey collected the data through a questionnaire using a Likert scale with multiple regression analysis approaches, with a significance level of 5% to analyze data. The results showed that Person-Organization Fit (P-O fit) did not positively affect employee job satisfaction, with a value of 0.063 with a probability > 0.05. Extra role performance positively affected job satisfaction, with a value of 0.000, meaning that the value was less than <0.005. The ANOVA or F test results obtained an F count of 35.414 with a probability of 0.000. Because the probability value is less than 0.05, the regression model can be used to predict job satisfaction. In this case, Person-Organization Fit (P-O fit) and extra-role performance positively affect employee job satisfaction. Keywords: Person-Organization Fit (P-O fit), extra-role performance, employee job satisfaction Abstrak Studi penelitian ini mengarah pada analisis Person-Organization Fit (P-O fit) dan kinerja extra role terhadap kepuasan kerja karyawan pada UMKM Produk Olahan Kuliner di Kota Palembang. Responden penelitian ini dilakukan pada karyawan UMKM produk olahan kuliner di kota Palembang berjumlah 127 responden. Purposive sampling digunakan dalam sampel penelitian ini, dengan dilakukan survey untuk pengumpulan data melalui kuesioner menggunakan skala Likert dan pendekatan analisis regresi berganda, tingkat signifikansi 5 % untuk menganalisis data. Hasil penelitian menunjukkan Person-Organization Fit (P-O fit) tidak berpengaruh positif terhadap kepuasan kerja karyawan nilai 0,063 dengan probabilitas > 0,05, kinerja extra role berpengaruh positif terhadap kepuasan kerja nilai 0,000 artinya nilai tersebut kurang dari <0,005. Hasil uji F didapat nilai Fhitung sebesar 35,414 dengan nilai 0,000<0,005, maka model regresi dapat digunakan untuk memprediksi kepuasan kerja atau dapat dikatakan bahwa Person-Organization Fit (P-O fit) dan kinerja extra role berpengaruh positif terhadap kepuasan kerja karyawan. Kata kunci: Person-Organization Fit (P-O fit), kinerja extra role, kepuasan kerja karyawan

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Liao, Pen-Yuan. "Linking Proactive Personality to Well-Being: The Mediating Role of Person-Environment Fit." SAGE Open 11, no. 3 (July 2021): 215824402110401. http://dx.doi.org/10.1177/21582440211040118.

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This study used work adjustment theory to develop a model of linking proactive personality to employee job satisfaction, career satisfaction, and job involvement. This model was tested using two samples. The first sample, collected using a cross-sectional survey, consisted of 278 employees nested in 25 organizations located in Taiwan, including 17 service organizations and eight manufacturing organizations. The second sample, collected using a two-wave survey, consisted of 300 employees nested in 22 organizations located in Taiwan, including eight service organizations and 14 manufacturing organizations. The results of hierarchical linear modeling (HLM) analysis of Sample 1 revealed that person-job fit and person-organization fit fully mediated the effects of proactive personality on job satisfaction and career satisfaction. The results of HLM analysis of Sample 2 revealed that person-job fit and person-organization fit fully mediated the effects of proactive personality on job satisfaction, career satisfaction, and job involvement. Results are offered, and implications are discussed.

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Lim, Sungdae, Keon-Hyung Lee, and Kwi-Hee Bae. "Does Person-Organization Fit Mediate the Relationship between Affect-Based Work Antecedents and Public Employee Job Satisfaction?" Journal of Public and Nonprofit Affairs 5, no. 2 (August 1, 2019): 134. http://dx.doi.org/10.20899/jpna.5.2.134-154.

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In this study we investigate whether person-organization fit mediates the relationship between affect-based work antecedents—specifically, transformational leadership and role clarity—and public employee job satisfaction. We hypothesize that transformational leadership and role clarity, as joint affect-based work antecedents, will trigger the effect of value congruence on job satisfaction in public organizations. Using a viewpoint survey of South Korean government officials, we estimate structural equation models to test this hypothesis. Our findings indicate that person-organization fit does mediate the relationship between transformational leadership and job satisfaction. However, we also find that the mediating effect of person-organization fit on the relationship between role clarity and job satisfaction is not significant. This study contributes to our understanding of how affect-based work experiences can influence the person-organization fit and job satisfaction relationship. Implications are discussed accordingly.

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Irak, Doruk Uysal, and Janet Mantler. "The role of temporal flexibility on person–environment fit and job satisfaction." Journal of Management & Organization 24, no. 6 (October 2, 2017): 829–45. http://dx.doi.org/10.1017/jmo.2017.50.

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AbstractThe present study investigated the role of temporal flexibility on three conceptualizations of person–environment fit and job satisfaction. Data were collected from 320 full-time employees in Canada and America. Using structural equation modeling, it was found that temporal flexibility was directly related to increased job satisfaction and indirectly related to job satisfaction through supplementary fit, demands–abilities fit, and needs–supplies fit. Moreover, supplementary fit and demands–abilities fit were influential on perceptions of needs–supplies fit, although we acknowledge that additional research is required to further explore our novel findings of the relative relationships between the three conceptualizations of person–environment fit. The present research supports the idea that giving employees greater control over their schedule increases their autonomy, thus helping to satisfy a core psychological need. Organizations that provide employees with the opportunity to choose their own schedules may be more likely to retain satisfied and committed people who believe they fit well with their employer.

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Yang, Jong-Im, and Kyo-In Choo. "The effect of perceived value of service quality of foreign individual tourists(FIT) on customer satisfaction and loyalty : Focus on FIT visitor to JeJu." Korean Journal of Hospitality & Tourism 26, no. 7 (October 31, 2017): 351–65. http://dx.doi.org/10.24992/kjht.2017.10.26.07.351.

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Octaviani, Heny. "PERSON-ORGANIZATION FIT, KEPUASAN KERJA, DAN TURNOVER INTENTION: STUDI EMPIRIS PADA KARYAWAN GENERASI Y INDUSTRI PERBANKAN DI INDONESIA." Jurnal Manajemen 12, no. 2 (November 1, 2015): 111–28. http://dx.doi.org/10.25170/jm.v12i2.811.

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The object of this study is to analyze the influence of person-organization fit toward turnover intention and job satisfaction as mediating variable in the Generation Y banking industry employees in Indonesia. The sample used in this study was 62 people who are classified as Generation Y. Results from this study indicate that the variable person-organization fit has a positive and significant impact on job satisfaction. Job satisfaction variables also have a significant negative effect toward turnover intention. In addition this study, shows that the influence of person-organization fit toward turnover intention is mediated by job satisfaction.

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Limniou, Maria, Charlotte Mahoney, and Megan Knox. "Is Fitspiration the Healthy Internet Trend It Claims to Be? A British Students’ Case Study." International Journal of Environmental Research and Public Health 18, no. 4 (February 13, 2021): 1837. http://dx.doi.org/10.3390/ijerph18041837.

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The increasingly popular #fitspiration community on Instagram aims to promote body positivity and inspire health in its followers. However, fitspiration accounts often endorse unattainable, overly fit body ideals. The aim of this study is to explore the effects of viewing fitspiration photos on body image and fit-ideal internalisation. We compared 109 British students’ (18–50 years-old) responses on state self-esteem, mood satisfaction, body satisfaction and fit-ideal internalisation before and after viewing fitspiration photos. Online questionnaires exposed students to either five male or five female fitspiration photos, respectively for their given gender. Photos were sourced from public Instagram accounts. This study also examined the influence age and Instagram usage have on body image. Exposure to fitspiration photos produced a significant reduction in state self-esteem, mood satisfaction and fit-ideal internalisation, but had no significant influence on body satisfaction. Age had no effect on body image; however, gender impacted mood satisfaction and fit-ideal internalisation. Instagram usage influenced fit-ideal internalisation, with specific Instagram factors, such as how the importance of a photo’s “likes” were negatively associated with state self-esteem, mood and body satisfaction. Unexpectedly, Instagram frequency use and posting were related to higher levels of state self-esteem. Detailed explanations of the findings and potential future research opportunities are also discussed.

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Zhang, Ruiyue, Eun Jung Shin, and Ae-Ran Koh. "The Influence of Korean Fashion Brands’ CSR Fit with Chinese Consumers on Consumer Satisfaction and Brand Attitude Moderated by Ethnocentrism." Family and Environment Research 59, no. 3 (August 23, 2021): 419–32. http://dx.doi.org/10.6115/fer.2021.030.

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To help korean fashion brands establish CSR activities in the chinese market in the future, this study investigated the influence of korean fashion brands’ CSR fit with Chinese Consumers on Consumer Satisfaction and brand attitude, with the moderating effect of ethnocentrism. An online survey was conducted with 20-39 year-old consumers in China from April 18 to April 30, 2021. Data analysis was conducted using SPSS 24.0 and Amos 24.0. The results of this paper are as follows. First, environmental CSR fit had the greatest impact on consumer satisfaction, followed by financial CSR fit and social contribution CSR fit. Second, environmental CSR fit and social contribution CSR fit had positive effects on brand attitude, while financial CSR fit did not have a positive effect on brand attitude. Third, as customer satisfaction has a favorable effect on brand attitude, it can be inferred that the greater the satisfaction customers feel for a Korean fashion brand in China, the more positive the attitude they develop toward Korean brands. Fourth, there was no significant difference between groups that had a high and low degree of ethnocentrism, confirming that ethnocentrism does not have a moderating effect on consumer satisfaction. On the other hand, in the relationship between environmental and social contribution CSR fit and brand attitude, there was a greater impact in the low ethnocentrism group compared with the high ethnocentrism group, which verifies the moderating effect of ethnocentrism.

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Alajili, Salim Mohamed, and Abobaker H. Alshrksi. "The Effect of Job Satisfaction as a Mediator in the Relationship between Person-Environment Fit and Job Performance: Evidence from the Food Industries in Libya." Scholars Journal of Economics, Business and Management 9, no. 6 (June 27, 2022): 144–52. http://dx.doi.org/10.36347/sjebm.2022.v09i06.003.

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This study investigates the effects of job satisfaction as mediator in the relationship between P-E fit and job performance. Random sampling is adopted, 300 questionnaires among employees in the food industries in Libya were distributed, and 230 out of them were returned and valid for analysis. The findings revealed that P-E fit had direct and positive effect on job performance. Moreover, job satisfaction partially mediated the relationship between P-E fit and job satisfaction. Future recommendations are recommended in this study.

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Indriyani, Ratih, Yussi Ramawati, and Stephanie Theacini. "THE INFLUENCE OF PERSON JOB FIT TOWARD JOB SATISFACTION : THE ROLE OF JOB BURNOUT ON PT BANK CENTRAL ASIA OFFICE MAIN BRANCH DIPONEGORO SURABAYA." Journal of Economics and Business 2, no. 2 (October 4, 2018): 69–81. http://dx.doi.org/10.25170/jebi.v2i02.37.

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This aims of the research are to determine the effect of person job fit on job satisfaction, person job fit on job burnout and the influence of job burnout on job satisfaction of PT Bank Central Asia employees of Diponegoro Branch Office. Collecting data collection using questionnaires. The sample were front desk employees of PT Bank Central Asia Main Branch Office Diponegoro Surabaya. The analysis method used is Partial Least Square (PLS). The results showed that person job fit has an effect on the job-faction, the person job fit has an effect on job burnout, but job burnout does not effect employeess job satisfaction.

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Kim, Injoo, Brooke Brandewie, and Myoung-Ok Kim. "Analysis of user satisfaction for unisex medical uniforms." Research Journal of Textile and Apparel 21, no. 3 (September 11, 2017): 162–77. http://dx.doi.org/10.1108/rjta-04-2017-0013.

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Purpose This paper aims to analyze the medical uniform wearers’ needs by surveying the current medical uniform sizing system and issues, and to evaluate fit satisfaction level of medical uniform wear by gender with scrub shirts, pants and coats. Design/methodology/approach Research was conducted using a quantitative questionnaire, and the respondents’ data results were analyzed using SPSS. Findings The distinguished difference from the medical uniform and daily wear was that the medical garments’ sizing system had only alphabet sizing options, and the wearing ease was larger than that of daily wear. Fabric preferences included the combination of “stretch fabrics + non-stretch fabrics”. All male respondents’ satisfaction levels were reported higher than those of female respondents. Respondents were the least satisfied with the pants, followed by the shirts, and the coat in that order. As the current medical uniform has been developed based on the male figure, there were significant needs overall for improving the fit of the female medical uniform. Practical implications The study quantified fit satisfaction levels to suggest specific improvements that should be made to the design and fit of the female pants along with the coat using new comfortable textiles to achieve better performance for all medical staff. Originality/value This research specifically evaluated fit satisfaction levels of the medical uniform provided by hospital institutions in Ohio, attempting to suggest improvements for future medical uniform and design development to increase overall fit satisfaction.

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Aldasem, Fayez, Rosmini Omar, and Muhammad Saleem. "Impact of employees’ internal factors and job performance on organizational commitment in government organizations during COVID-19: Evidence from Kuwait." Problems and Perspectives in Management 20, no. 4 (October 5, 2022): 1–13. http://dx.doi.org/10.21511/ppm.20(4).2022.01.

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Modern hiring practices based on qualification, gender discrimination, person-job fit, and life satisfaction can allow employees to perform effectively and significantly contribute to organizational commitment. Thus, the study aims to develop and test a structural model that integrates the relationships between overqualification, life satisfaction, person-job fit, employees’ job performance, and organizational commitment during the COVID-19 pandemic in the public organizations of Kuwait. The person-job fit theory was applied to obtain fair results. Thus, the data were collected from 275 employees working in healthcare institutions, the education sector, and the Ministry of Defense in Kuwait. Overall, the results show a significant and direct impact of overqualification and life satisfaction on employees’ job performance; accordingly, employees’ job performance also affects organizational commitment. Thus, results indicate that person-job fit negatively affects employees’ job performance. Surprisingly, employees’ job performance mediates the relationship between overqualification, life satisfaction, and organizational commitment. However, employees’ job performance does not mediate the relationship between person-job fit and organizational commitment. The current paper contributes to understanding the broad impact of overqualification, life satisfaction, and employees’ job performance on organizational commitment during the COVID-19 pandemic, mainly in public organizations.

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Brudek, Paweł, Tomasz Korulczyk, and Natalia Korulczyk. "Spouses’ fit and marriage satisfaction in late adulthood." Roczniki Psychologiczne 21, no. 1 (2018): 69–85. http://dx.doi.org/10.18290/rpsych.2018.21.1-5.

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LaBat, Karen L., and Marilyn R. DeLong. "Body Cathexis and Satisfaction with Fit of Apparel." Clothing and Textiles Research Journal 8, no. 2 (January 1990): 43–48. http://dx.doi.org/10.1177/0887302x9000800206.

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Dik, Bryan J., and Jo-Ida C. Hansen. "Moderation of P-E Fit - Job Satisfaction Relations." Journal of Career Assessment 19, no. 1 (November 22, 2010): 35–50. http://dx.doi.org/10.1177/1069072710382613.

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LaBat, Karen, Carol Salusso, and Jongeun Rhee. "Home sewers' satisfaction with fit of apparel patterns." Journal of Fashion Marketing and Management: An International Journal 11, no. 3 (July 17, 2007): 429–40. http://dx.doi.org/10.1108/13612020710763155.

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Rehfuss, Mark C., Crista E. Gambrell, and Dixie Meyer. "Counselors' Perceived Person-Environment Fit and Career Satisfaction." Career Development Quarterly 60, no. 2 (June 2012): 145–51. http://dx.doi.org/10.1002/j.2161-0045.2012.00012.x.

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Milsom, Amy, and Julie Coughlin. "Examining Person-Environment Fit and Academic Major Satisfaction." Journal of College Counseling 20, no. 3 (October 2017): 250–62. http://dx.doi.org/10.1002/jocc.12073.

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Lee, Jian Tao, Ya Lan Hu, Helene H. Lin, and Hsu-Min Tseng. "Sexual satisfaction and sexual function in women with gynecologic cancer: validation of the Sexual Satisfaction Scale for Women in Taiwan." International Journal of Gynecologic Cancer 29, no. 5 (January 4, 2019): 944–50. http://dx.doi.org/10.1136/ijgc-2018-000062.

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ObjectiveTo date, there are few validated multidimensional measures of sexual satisfaction that have been translated and empirically validated among Chinese speaking women with gynecologic cancer. The study was undertaken to validate the Sexual Satisfaction Scale for Women and to examine sexual satisfaction and sexual functioning in a sample of women with gynecologic cancer.MethodsA cross-sectional survey was conducted in 209 women, of which 106 had gynecologic cancer and 103 were in the non-cancer group with no history of cancer. Self-evaluations included the Female Sexual Function Index and Sexual Satisfaction Scale for Women Traditional Chinese version. Analyses for internal consistency, test–retest reliability, and construct validity were performed. Analysis of variance was conducted for group comparison on sexual satisfaction and sexual functioning.ResultsThe Sexual Satisfaction Scale for Women Traditional Chinese version showed good internal consistency reliability (Cronbach’s α=0.965) and acceptable test–retest reliability (r=0.954). The confirmatory factor analysis on the Sexual Satisfaction Scale for Women Traditional Chinese version suggested the goodness of fit indices (χ²/df, root mean square residual, goodness of fit index, normed-fit index, comparative fit index, and adjusted goodness of fit index) were good. The women with gynecologic cancer gave significantly lower ratings (mean 102.18) than those without cancer (mean 118.09) for each of the Sexual Satisfaction Scale for Women Traditional Chinese version domains and total score. Significant differences between women with cancer (mean 13.08) and without cancer (mean 22.92) were noted for each of the Female Sexual Function Index domains and total scores (all p<0.0001).ConclusionsThis translated version of the Sexual Satisfaction Scale for Women appears to be a reliable and valid instrument for measuring multifaceted components of sexual satisfaction in the general and clinical population of women rooted in Chinese culture.

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Journal articles on the topic 'Fit and satisfaction'

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