Dissertations / Theses on the topic 'Person Occupation Fit'

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.

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.

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

The purpose of this study was to investigate relationships between person-environment fit (P-E fit) and occupational stress in Ball State University employees. A randomly-selected stratified sample of 400 employees from four different employee categories were invited to participate in this study anonymously. 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). Two hundred and thirty one subjects returned test packets. One hundred and sixty and one hundred and forty seven participants, respectively, had complete sets of information for the actual discrepancy and perceived discrepancy which could be used for data analysis. Canonical correlation was used to examine the number and nature of mutually independent relationships between occupational stress and person environment fit (three subscales on the OSI and three subscales on the WES). The results showed no significant canonical correlation for perceived discrepancy. The significant canonical correlation indicates that the occupational roles subscale of the OSI is strongly correlated with the P-E fit system maintenance and change and less strongly related to the P-E fit relationships subscale of the WES. This study has implications for worksite stress management interventions. It is recommended that organizational interventions be emphasized more than individual interventions. These results also provide empirical support for an ecological model of health promotion and a systemic or organismic view of the world. Further study is recommended.
Institute for Wellness

The objective of this study was to explore the relationship between occupational stress and locus of control, to analyse and investigate the nature of nurses’ work and to determine the sources of stress and how they influence the nurses’ work environment and personal lives. The Work and Life Circumstances Questionnaire (WLQ) and Rotter’s 23-item scale were applied in a probability, simple random sample consisting of 302 South African nursing students and nurses currently employed in the private and public healthcare sector. Significant relationships were observed between the variables. Supporting evidence indicates that there is a negative correlation between occupational stress and locus of control. The results further indicate significant differences among the different locus of control orientations and the participants perceived level of stress; as well as a difference in the correlations between occupational stress and demographics such as marital status, working time and occupational level. Finally, the researcher was able to determine which stressors cause the highest level of stress among the participants. The findings should contribute valuable new information to the employee well-being literature and human resource management practices relating to employee assistance programmes, employee well-being and the retention of staff, especially in the healthcare sector. Copyright
Dissertation (MCom)--University of Pretoria, 2011.
Human Resource Management
unrestricted

Discuter de la pratique équestre des populations archéologiques occidentales aboutit bien souvent à la question : avec ou sans étriers ? Cette réflexion à propos de l’absence ou de la présence de l’étrier dans les techniques de monte des périodes anciennes est indissociable de la pensée de L. T. White à propos de son introduction en Occident. Ce dernier qualifie le caractère de cet objet équestre comme « révolutionnaire ». Pourtant, ce dernier élément de l’équipement équestre du cheval de monte ne favorise pas une meilleure maîtrise de l’animal de la part du cavalier. On peut être un excellent cavalier sans étriers à l’instar des amérindiens d’Amérique du Nord de la période coloniale. En revanche, l’étrier ou les étriers offrent de nouveaux points d’appuis au cavalier et modifient indéniablement sa posture sur sa monture. La posture du cavalier a fait l’objet de nombreuses attentions comme en témoignent les traités équestres antiques, modernes et actuels. Un large ensemble de marqueurs osseux réunis sous un seul et même terme « le syndrome du cavalier », par les études anthropologiques, permettrait de reconnaitre sur l’os sec des lésions osseuses liées à cette activité équestre. Or le changement de position du cavalier sur son cheval, notamment lors de l’introduction de nouveaux équipements équestres tel que l’étrier, remet en cause l’universalité de ce syndrome et ce quelle que soit la période chronologique étudiée : un cavalier grec ne possède pas le même équipement équestre qu’un cavalier du XVIIIe siècle. Par conséquent, tous deux ne se positionnent pas de la même manière sur leur partenaire équin. La révision de ce syndrome du cavalier a contribué à souligner l’importance de mener une recherche interdisciplinaire (archéologie du cheval, anthropologie biologique et données de la médecine du sport équestre) pour pouvoir discuter de manière rigoureuse de l’impact lésionnel de cette activité sur le corps du cavalier ainsi que de l’influence du type d’équipement utilisé sur ce dernier. La période mérovingienne offre un contexte archéologique idéal d’étude, par la présence d’objets équestres dans les tombes et celle de l’étrier à partir de la fin du VIe siècle, pour définir un ensemble pertinent d’indices d’activité équestre permettant l’identification de la pratique équestre, et de cavaliers, au sein des groupes funéraires mérovingiens
The topic of the equestrian practice of Western archaeological populations often leads to the question of the use of stirrups or not ? This question on the absence or presence of the stirrup in the ancient times is closely related to L. T. White's thought about his introduction to the West. He qualifies the character of this equestrian object as "revolutionary". This element of the equestrian equipment does not favor a better control of the animal, as you can be an excellent rider without stirrups like North American Indians during the colonial period. The stirrup or the stirrups offer new points of support to the rider and undeniably modify his posture on the horse. The posture of the rider has been the subject of many attentions as shown by the ancient, modern and current equestrian treaties. A large group of occupational stress markers described, by anthropological studies, and known with the term "horse-riding syndrome" would make it possible to recognize bone lesions associated with this equestrian activity. The rider’s change of position on the horse, especially during the introduction of new equestrian equipment such as the stirrup, raises the question of the universality of this syndrome regardless of the chronological period studied : a Greek rider does not have the same equestrian equipment as a rider of the 18th century. Therefore, both do not position themselves in the same way on their equine partner. The new study of this syndrome has helped to emphasizing the importance of conducting interdisciplinary research (using horse archeology, biological anthropology and equestrian sport medicine data) in order to rigorously discuss the injury impact of this activity on the rider's body as well as the influence of the equipment used. The Merovingian period offers an ideal archaeological context for such a study because of the presence of both equestrian artifacts and stirrup from the end of the 6th century in the burials, helping in defining occupational stress markers of this equestrian activity, and identifying riders, within the Merovingian funerary groups

The study was designed to provide further empirical data on the career anchor construct. An individual in todays times is likely to make more than one career choice. If the career anchor construct can be used to accurately predict a person environment fit, the construct could prove useful as a diagnostic tool for midcareer individuals. In the study, 300 midcareer employees (managerial and non-managerial) completed questionnaires etermining their dominant career anchor, domi.nant perception of occupational type and levels of general, intrinsic and extrinsic job satisfaction. Specific aims of the study were, firstly, to determine whether in midcareer there is a relation between career anchor and occupational type (For the purposes of the study, occupational type was measured in terms of the individuals perception of the main aspect that dominates his occupation) and secondly, to determine whether there is a difference in general, intrinsic and extrinsic job satisfaction between midcareer employees with a fit between career anchor and occupational type and midcareer employees with no such fit. Results of the study indicated a significant relation between career anchor and occupational type for the total sample as well as for the managerial and the non-managerial groups, for almost all of the eight career anchors. A significantly higher level of general and intrinsic job satisfaction was found for the fit group than for the non-fit group, however no such difference was found in extrinsic job satisfaction. No significant differences were found between the managerial and non­ managerial groups. On the basis of the results the conclusion can be made that the career anchor construct can be used effectively to assist midcareer managers and non-managers to make career choices. Career choices based on a fit between career anchor and occupational type are likely to yield a higher level ofeneral and intrinsic job satisfaction.
Industrial and Organisational Psychology
MCom (Industrial Psychology)

博士
中國文化大學
國際企業管理研究所
94
Past researchers have studied person-organization fit and person-job fit extensively., but they didn’t discuss the relationship of the person-organization fit and person-job fit in the sex-typed occupations. Therefore, this study focuses on the influence of this kind of congruence to the person-organization fit and person-job fit. In this research, we try to understand if the different level of self-efficacy and different sex-typed occupation will influence the relationship of this congruence to the person-organization fit and per-son-job fit. This study sent 910 questionnaires to the nurses and 390 questionnaires to police. 816 questionnaires were returned, the answering rate is 62.77%. The results of this re-search are below: 1. No matter the employees belong to the suitable gender or not, it doesn’t influ-ence their person-organization fit and person-job fit. 2.The level of employees’ self-efficacy will not influence the relationship of the consistence on the person-organization fit and demand-ability fit, but it will in-fluence the need-supply fit. 3.Two occupations under this study will not influence the relationship of the rela-tionship of the consistence on the person-organization fit and demand-ability fit, but it will influence the need-supply fit.

碩士
國立中央大學
企業管理學系
105
This study explores the relationships among employees’ person-vocation fit, occupational commitment, intention to leave, and burnout. The results indicate that employees’ person-vocation fit is positively related to occupational commitment. Occupational commitment is negatively related to their intention to leave. It is also found that occupational commitment is negatively related to burnout. Managerial implications and suggestions for future research are thus discussed.

Indiana University-Purdue University Indianapolis (IUPUI)
In today’s workforce, multitasking on the job has become increasingly important. However, past research has characterized multitasking primarily as a counterproductive work strategy. Drawing from the theory of person-job (PJ) fit, in this this study it is proposed that multitasking may not always result in performance decrements but rather that people’s perceptions and experiences of multitasking may differ depending on individual differences. The theory of PJ fit suggests positive outcomes when there is a match between employee preferences, abilities and job characteristics. Using this framework, this study proposes the concept of multitasking fit and predicts that a match between multitasking preferences and multitasking job demands will result in positive work attitudes. Lastly, it is predicted that higher working memory will lead to higher job performance, especially in jobs requiring higher amounts of multitasking. This study found that PJ fit had generally positive effects on work-related outcomes such as job satisfaction, organizational commitment, turnover intentions, and strains. Due to measurement issues, the relationship between working memory and job performance could not be assessed. However, the results of this study relating to PJ fit suggest that perhaps multitasking is not always a bad strategy within the workplace and that its consequences may instead depend on the degree of fit between an individual and his or her working environment.