Journal articles: 'Person Occupation Fit'

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le Granse, Mieke. "Den Fit optimieren – Person Environment Occupation (PEO) Model." ergopraxis 12, no. 06 (June 2019): 38–39. http://dx.doi.org/10.1055/a-0883-2768.

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Das Ergotherapiemodell PEO verdeutlicht auf anschauliche Weise die Interaktion zwischen einer Person, ihrer Umwelt und ihrer Betätigung. Ihm liegt der Gedanke zugrunde, dass, je größer die Schnittmenge – der Fit – der drei Anteile ist, sich ein Mensch umso besser betätigen kann. Damit bildet PEO die Grundlage für ergotherapeutisches Denken und weitere Modelle.

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Sobek, Matthew. "Work, Status, and Income." Social Science History 20, no. 2 (1996): 169–207. http://dx.doi.org/10.1017/s0145553200021593.

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The historical record rarely presents researchers with precisely the evidence they desire. This is particularly true for social historians and like-minded scholars, whose subjects left precious few signs of their passing. Consequently, certain data have borne a disproportionate evidentiary load in social-historical research. The occupation a person pursued is one key piece of information on which scholars have come to depend. Our understanding of the historical social structure and where people fit into it is bound up with the interpretation of occupations. But this reliance on occupation as the primary social locator in historical research depends on some largely unexamined premises. Whether scholars group occupations or convert them into numerical status measures, they make assumptions about the nature of the occupational structure. When researchers incorporate change over time into their analyses, they suggest that the meaning of occupations remained stable for the purpose of measuring social mobility, class position, or group status-attainment. This assumption has been the subject of little discussion and even less research. For all the use to which historians have put occupation, there has been little effort to assess systematically its stability as a social or economic indicator.

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Yoo, HongJoon, TaeYong Yoo, TaeIn Chung, Seongho Bae, and AReum Jo. "Scale development of occupational identity and testing model of antecedents and outcome variables of occupational identity." Korean Journal of Industrial and Organizational Psychology 27, no. 4 (November 30, 2014): 617–42. http://dx.doi.org/10.24230/kjiop.v27i4.617-642.

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The first purpose of this study was to define the construct of occupational identity and develop the scale of occupational identity, the second purpose of this study was to examine the factor structure of occupational identity using exploratory common factor analysis and test the discriminant validity of occupational identity with workplace satisfaction, and third purpose of this study was to test the model of antecedents and outcome variables of occupational identity using confirmatory factor analysis. For fulfilling these purposes, three studies were conducted. Data were gathered from 390 workers in study 1, 505 workers in study 2, 1,115 workers in study 3. As a result, the three-factor structure of occupational identity was stably replicated, although the sample was changed. The occupational identity had discriminant validity with workplace satisfaction. Except for person-occupation fit(a subfactor of occupational identity) had a high correlation with general, occupational satisfaction(a subfactor of workplace satisfaction), other subfactors of occupational identity generally had low correlations with other subfactors of workplace satisfaction. It was found that the occupational identity was derived from occupational reputation, dedication to the occupation, occupational pride, and mission to the occupation. And the occupational identity resulted in the purpose of the worker’s life and intention to continue the worker’s occupation. Based on these results, We made discussions about implications, limitations, and future research tasks.

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Watson, Mark, and Mary McMahon. "Matching Occupation and Self: Does Matching Theory Adequately Model Children's Thinking?" Psychological Reports 95, no. 2 (October 2004): 421–31. http://dx.doi.org/10.2466/pr0.95.2.421-431.

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The present exploratory-descriptive cross-national study focused on the career development of 11- to 14-yr.-old children, in particular whether they can match their personal characteristics with their occupational aspirations. Further, the study explored whether their matching may be explained in terms of a fit between person and environment using Holland's theory as an example. Participants included 511 South African and 372 Australian children. Findings relate to two items of the Revised Career Awareness Survey that require children to relate personal-social knowledge to their favorite occupation. Data were analyzed in three stages using descriptive statistics, i.e., mean scores, frequencies, and percentage agreement. The study indicated that children perceived their personal characteristics to be related to their occupational aspirations. However, how this matching takes place is not adequately accounted for in terms of a career theory such as that of Holland.

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Grandey, Alicia A., Lawrence Houston, and Derek R. Avery. "Fake It to Make It? Emotional Labor Reduces the Racial Disparity in Service Performance Judgments." Journal of Management 45, no. 5 (April 26, 2018): 2163–92. http://dx.doi.org/10.1177/0149206318757019.

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Service providers who are Black tend to be evaluated less favorably than those who are White, hindering opportunities for advancement. We propose that the Black-White racial disparity in service performance evaluations is due to occupational-racial stereotype incongruence for interpersonal warmth and that more emotional labor is necessary from Blacks to reduce this incongruence. A pilot study manipulating employee race and occupation confirmed warmth and person-occupation fit judgments are lower for an otherwise equal Black than White service provider. We then demonstrate the racial disparity in service performance is due to interpersonal warmth differences in an experimental study with participants evaluating videos of retail clerks (Study 1) and a multisource field study of grocery clerks with supervisor-rated judgments (Study 2). Furthermore, White service providers are rated highly regardless of emotional labor, but performing more emotional labor (i.e., amplifying positive expressions) is necessary for Black providers to increase warmth judgments and reduce the racial disparity. In other words, Black providers are held to a higher standard where they must “fake it to make it” in service roles. We discuss implications for stereotype fit and expectation states theory, emotional labor, and service management.

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Diedrich, Jennifer, Aljoscha C. Neubauer, and Anna Ortner. "The Prediction of Professional Success in Apprenticeship: The Role of Cognitive and Non-Cognitive Abilities, of Interests and Personality." International Journal for Research in Vocational Education and Training 5, no. 2 (August 30, 2018): 82–110. http://dx.doi.org/10.13152/ijrvet.5.2.1.

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Context: We addressed the issue of person-job-fit by focussing on both professional success and work satisfaction. Publications studying the predictive validity of (cognitive) ability, personality, or vocational interest alone have shown relationships with professional success or work satisfaction for each predictor separately. Nevertheless, these predictors have rarely been studied simultaneously. Methods: To this end we tested the incremental validity of abilities, traits, and interests in a sample from diverse occupations: In 648 apprentices and students from five different branches (Food, Tech, People, Office, Craft) the (incremental) contributions of 3 intelligence factors (verbal, numerical, spatial), 3 alternative abilities (social-emotional, creative, practical), 4 conscientiousness facets, other big five factors (O, E, A, N), and of 14 professional interests were analysed regarding prediction of GPA in professional schools and school/job satisfaction. Results: Intelligence and conscientiousness were best predictors, followed by social-emotional competence and interests, whereas other traits provided marginal contributions. Predictors varied between branches, mostly following expectations. The test battery allowed a very good prediction of apprenticeship success (max. 37%), but for some branches prediction was considerably lower.Conclusion: Criteria for person-job-fit are not swappable, neither are the predictors. Professional success was mostly predicted by a different predictor set -namely ability and the personality dimension of conscientiousness- then satisfaction, which was mostly predicted by non-interest in a certain occupation. As a practical implication, we conclude that choosing the right candidate for a certain branch one needs to use a broad set of predictor variables. Besides cognitive ability also personality and vocational interests had predictive validity for an individuals person-job-fit.

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Salzmann, Patrizia, Simone Berweger, and Tavinder K. Ark. "Apprentices’ Affective Occupational Commitment During Vocational Education and Training." Journal of Career Development 45, no. 4 (March 6, 2017): 315–29. http://dx.doi.org/10.1177/0894845317696806.

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Affective occupational commitment (AOC) during training is considered to prevent occupational turnover and positively influence later work-related outcomes and learning processes. However, little is known about AOC development in a training context. This study examines antecedents and consequences of AOC and its development during vocational education and training. Participants were 497 Swiss apprentices who took part in a longitudinal survey throughout their 3-year training program. The results of latent growth curve modeling showed a slight average decrease in AOC over time. Initial AOC was negatively related to occupational turnover intention and positively related to satisfaction with the apprenticeship. Perceived person–occupation fit and feelings of competence during in-company training were positively correlated with initial AOC. Change in AOC was the smallest when apprentices felt autonomous and larger when they felt competent. The results indicate how in-company training environments can be arranged that foster apprentices’ AOC.

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Nosike, Chukwunoso, Njideka Phina Onyekwelu, and Chike Nwosu. "WORKPLACE BULLYING AND OCCUPATIONAL STRESS IN MANUFACTURING FIRMS IN SOUTHEAST NIGERIA." International Journal of Management & Entrepreneurship Research 4, no. 11 (November 2, 2022): 416–27. http://dx.doi.org/10.51594/ijmer.v4i11.386.

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This study examined the effect of workplace bullying and occupational stress in manufacturing firms in southeast Nigeria as the broad objective with a specific objective and a hypothesis accompanying it. Person-Environment (P-E) Fit Theory was used in anchoring the work. A survey research design was adopted by the study. The population of the study consisted of 798 employees of 25 manufacturing firms from the five southeastern states in Nigeria. A sample size of 259 was gotten by the application of Krejcie and Morgan's 1970 sample size formula. The method of data collection was primary, with a structured questionnaire being the instrument and was tested for reliability and validity. The data collected were analyzed using correlation analysis and the hypothesis was tested at a 5% level of significance. Results revealed that there is a statistically significant relationship between work-related bullying and occupational stress among workers in manufacturing firms in southeast Nigeria (r = 918, P-value < 0.05). The study, therefore, concluded that workplace bullying has a relationship with occupational stress. Hence, it was recommended that the management of the manufacturing firms should know the threshold of employees' tolerance, so as not to push them to the extent of the employee seeing it as bullying, and therefore, make them more stressed. Keywords: Workplace Bullying, Work-Related Bullying, Stress, Occupation Stress, Manufacturing Firms and Southeast Nigeria.

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Bergman Bruhn, Åsa. "The Double-Sided Nature of Meaningful Work: Promoting and Challenging Factors within the Swedish Equine Sector." Challenges 13, no. 1 (April 1, 2022): 13. http://dx.doi.org/10.3390/challe13010013.

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Meaningful work is related to a range of positive outcomes, but also negative effects. Research regarding meaningful work and lifestyle-oriented work; i.e., when making a livelihood based on a leisure interest and personal lifestyle, is deficient. The aim of this qualitative study is therefore to explore factors that promote and challenge meaningful work in a lifestyle-oriented setting. The study focuses on the perspective of employees within the Swedish equine sector, and is based on individual interviews. The results show that person–environment fit, task significance, and occupational culture seem to be important factors in the promotion of meaningful work. In addition, the analysis also illustrates how the nature of meaningful work has an inherent duality, constructed by a balancing act between doing good for oneself and for others. The tension is reinforced by the fact that the same factors can both promote meaningful work and challenge meaningfulness. This study shows that meaningful work not only comes with satisfaction, enjoyment, and fulfillment, but also an acceptance of challenging working conditions, which may lead to sacrifices and exhaustion. The double-sided nature of meaningful work can therefore affect the employees’ well-being, and challenge the willingness and ability to remain in the occupation.

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Wakcher, Sandra, Kara Cross, and Melinda C. Blackman. "Personality Comparison of Airline Pilot Incumbents, Applicants, and the General Population Norms on the 16PF." Psychological Reports 92, no. 3 (June 2003): 773–80. http://dx.doi.org/10.2466/pr0.2003.92.3.773.

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Personality comparisons using Cattell's 16PF were made between 137 pilot incumbents, 81 pilot applicants, and the general population norms. No significant differences were found between the scores on the personality factors for the Pilot Incumbents and the Pilot Applicants. Further, the incumbents and applicants who had previous military training versus those who did not had highly similar personalities. However, on nearly every personality factor a significant difference was found between the general population norms and the sample of Pilot Incumbents and Applicants. The Pilot Incumbent/Applicant group scored significantly more intelligent, emotionally stable, and mature in comparison to the general population norms. We believe that it is the high-risk nature of this occupation that leads applicants, wishing to pursue this field, to assess very carefully their own person-job fit and self-select themselves, thus ultimately producing this very distinct “pilot personality profile” described in 1995 by Bartram.

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Yurinanda, Sherli, Cut Multahadah, and Susi Marisa. "Health Belief Model of Jambi City Community Against Covid-19 Vaccination with Structural Equation Modeling (SEM) Method." Eksakta: Berkala Ilmiah Bidang MIPA 23, no. 01 (March 30, 2022): 1–11. http://dx.doi.org/10.24036/eksakta/vol23-iss01/290.

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The community's HBM (Health Belief Model) analysis of the COVID-19 vaccination needs to be done. This perceived threat assessment is based on perceived vulnerability and seriousness. Judgments to behave in response to perceived threats are also influenced by cues to action. Variables that cannot be explained directly or variables that require explanation from other variables are called latent variables. Latent variables consist of exogenous and endogenous variables. This study aims to analyze the public health belief model of the city of Jambi towards COVID-19 vaccination with the structural equation modeling (SEM) method. The results showed that the health belief model for COVID-19 vaccination in Jambi City, vaccination actions were significantly influenced by perceptions of benefits and barriers. Perceived benefits and barriers were significantly affected by perceived severity and seriousness and then perceived severity and seriousness were significantly influenced by cues to action. However, demographics including age, occupation, income and beliefs in this study did not significantly influence a person to vaccinate. The proposed model can be accepted based on the goodness of fit indicator

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McKenney, Martin J., and Holly A. Handley. "Identifying and Quantifying Personnel Skill Gaps." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 63, no. 1 (November 2019): 332–36. http://dx.doi.org/10.1177/1071181319631078.

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One of the issues organizations face is identifying the required skills needed for a position and then evaluating if their personnel have these skills or if there is a “skills gap”. A “skills gap” is the distance between the position requirements and the skills currently possessed by the person in that position. At issue is the lack of a framework to clearly identify the required skills. A composite skills gap model has been developed that can be adapted to any occupation and give quantitative results to help determine worker-to-job fit and help identify gaps. By applying the model to identify position requirements and worker qualifications, organizations can move personnel to better suited positions or utilize needed training in the specific areas identified. This type of model addresses the shortcomings identified in previous models by getting the worker and position information into the same language for comparisons. With technology moving towards automation, robotics and artificial intelligence, this type of model can identify what skills are necessary for “re-tooling” the workforce to meet the needs to support these systems. Additionally, the framework provides a theoretical foundation for skills gap analyses that allows for more analytical research in this area.

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Denovan, Andrew, Neil Dagnall, Elena Hill-Artamonova, and T. Musienko. "Mental toughness questionnaire (MTQ18): A Russian version." National Security and Strategic Planning 2021, no. 3 (October 28, 2021): 47–59. http://dx.doi.org/10.37468/2307-1400-2021-3-47-59.

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A special role in the study of personal security problems is played by the study of psychological stability and mental toughness, the development of which involves the ability of a person to focus on one occupation without dispersing their forces, the ability to bring any business started to completion, overcoming the fear of the new, an adequate attitude to their mistakes, the ability to think in a positive way, resistance to force-majeure situations and the ability do not give in to impulses, stress resistance and other qualities. In the article, the authors proposed a Mental Toughness Questionnaire. The 18-item Mental Toughness Questionnaire (MTQ18) is a brief, widely used measure of mental toughness. The MTQ18 derives from the longer MTQ48, which comprises four independent but correlated factors (Challenge, Commitment, Control and Confidence). Despite sampling items from across MTQ48 dimensions, the MTQ18 (as intended) provides a global, unidimensional score. The current paper translated the MTQ18 into Russian, and consequently assessed validity and reliability (factorial, internal and convergent) in a general population sample of 1150 participants (432 male and 718 female). Confirmatory factor analysis (CFA) revealed the MTQ18 possessed additional variance to that accounted for by a unidimensional solution. Moreover, analyses via exploratory structural equation modelling demonstrated better data-model fit for a four-factor model than CFA. However, factors of Control and Challenge demonstrated inconsistent item loadings. Tests of convergent validity revealed the MTQ18 correlated with theoretically related measures. Overall, although the MTQ18 was a psychometrically acceptable measure, issues with factorial structure require reconciliation in future research.

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Kaphle, Dinesh. "Validation and Use of Quality of life Impact of Refractive Correction Questionnaire in Spectacle Wearers in Malawi: A clinic-based study." Malawi Medical Journal 32, no. 2 (June 30, 2020): 54–63. http://dx.doi.org/10.4314/mmj.v32i2.2.

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Background To assess the psychometric properties of the QIRC questionnaire and use it as an outcome measure in spectacle wearers attending an eye clinic in Malawi. MethodsParticipants who had uncorrected distance visual acuity of below 6/18 and improved to 6/9 or better with spectacles on both eyes were included in the study. The participants self-administered the Chichewa version of the QIRC questionnaire that was translated and culturally adapted for Malawian settings. Psychometric evaluation of the QIRC responses was carried out using the WinSteps software (Version 3.92.1; Winsteps, Chicago, IL) by applying the Andrich rating scale model of the Rasch analysis.Results One hundred and forty-three participants (mean age ± standard deviation, 27.64 ± 2.91; age range; 16 to 39 years; male, 51.7%) completed the QIRC. The Chichewa QIRC had satisfactory psychometric properties (Ordered response categories, Person separation index, 1.93; Item separation index, 3.42; Targeting 0.70) including excellent Rasch-model fit statistics (Infit and Outfit MnSq < 1.30 for all items). The QIRC score was not significantly associated with sex, age, magnitude of refractive error, occupation and status of previous spectacle wear (p> 0.05 for all). The QIRC scores negatively correlated with uncorrected visual acuity (in logMAR) in the better eye (spearman’s rho=-0.34, p < 0.001).ConclusionsThe translated and culturally adapted version of the QIRC Questionnaire had satisfactory psychometric properties to measure the refractive error-specific quality of life in Malawi. It performed well as an outcome measure of spectacle wear. Key words: validation, quality of life, Rasch analysis, spectacles, Malawi

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Dür, Mona, Anna Röschel, Christiane Oberleitner-Leeb, Verena Herrmanns, Elisabeth Pichler-Stachl, Barbara Mattner, Silvia-Desiree Pernter, et al. "Development and validation of a self-reported questionnaire to assess occupational balance in parents of preterm infants." PLOS ONE 16, no. 11 (November 15, 2021): e0259648. http://dx.doi.org/10.1371/journal.pone.0259648.

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Background Parents’ meaningful activities (occupations) and occupational balance are relevant to neonatal care. Valid and reliable self-reported measurement instruments are needed to assess parents’ occupational balance and to evaluate occupational balance interventions in neonatal care. The aims of this study were to develop a self-reported questionnaire on occupational balance in informal caregivers (OBI-Care) and to examine its measurement properties including construct validity and internal consistency. Methods and findings A mixed method multicenter study design was employed. Items of the OBI-Care were created with parents of preterm infants based on qualitative research methods. Measurement properties were analyzed with quantitative data of parents of preterm infants. Construct validity was assessed by determining dimensionality, overall and item fit to a Rasch model, differential item functioning and threshold ordering. Internal consistency was examined by determining inter-item and item-total correlations, Cronbach’s alpha and Rasch’s person separation index. Fourteen parents participated in item creation. Measurement properties were explored in data of 304 parents. Twenty-two items, summarized in three subscales were compiled to the OBI-Care. Items showed an overall fit and except one item, an item fit to the Rasch model. There was no evidence of differential item functioning and all items displayed ordered thresholds. Each subscale had good values of person separation indices and Cronbach’s alpha. Conclusions The OBI-Care demonstrates construct validity and internal consistency and is thus a suitable measurement instrument to assess occupational balance of parents of preterm infants in neonatal care. OBI-Care is generic and can be applied in various health care settings.

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ARIKAN SALTIK, Işıl, Umut AVCI, and Ufuk KAYA. "Mesleki Bağlılık Ve Mesleği Bırakma Niyeti Üzerinde Etken Faktörler Olarak Birey-Meslek Uyumu Ve Mesleğin Sosyal Statüsü: Turizm Sektöründe Görgül Bir Araştırma - The Status Of Person-Job Fit And Occupational Social Status As Contributing Factors On Occupational Commitment And Intention To Leave Occupation: An Empirical Research In Tourism Sector." Journal of Business Research - Turk 8, no. 3 (September 30, 2016): 42. http://dx.doi.org/10.20491/isarder.2016.189.

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Piersol, Catherine, and Scott Trudeau. "Occupational Therapy Innovations in Home and Community Practice for People Living With Dementia." Innovation in Aging 4, Supplement_1 (December 1, 2020): 766. http://dx.doi.org/10.1093/geroni/igaa057.2766.

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Abstract Most Americans with dementia live at home and families are commonly responsible for overseeing the daily activities of the person with dementia. Families require support, education, and skill-building to manage caregiving responsibilities. Occupational therapist are ideally suited to teach care partners tailored strategies for obtaining the “just right fit” between the capacities of the person and the demands of the environment, thus reducing behavioral symptoms, optimizing function and safety and enhancing well-being. Care of Persons with Dementia in their Environments (COPE) is an evidence-based intervention designed to address these outcomes. Over three phases, the occupational therapist employs a problem-solving method to identify strategies that address caregiver-reported difficulties related to managing daily activities, behavioral challenges and other caregiver concerns. This presentation describes the development and implementation of COPE highlighting the distinct approaches of occupational therapy in delivering home- and community-based services to persons living with dementia and their care partners.

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Abedini Vellamdehi, Razieh, Saba Gheysari, and Kioumars Beshlideh. "Examination and Structural Testing a Model of Antecedents of Health Considerations ‌Related to COVID-19." Iranian Journal of Psychiatry and Clinical Psychology 26, no. 3 Special Issue on COVID-19 (December 1, 2020): 360–73. http://dx.doi.org/10.32598/ijpcp.26.3409.1.

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Objectives: Following the prevalence of COVID-19 and quarantine, the requirement to observe safety and hygiene during this period has left various effects on the psychological and social aspects of society. Because people with different personality traits have shown different behaviors for safety attentions during the quarantine, the present study aimed to examine and test a model of personality and cognitive antecedents of health considerations COVID-19. Methods: For this purpose, a sample of 220 people working in education and universities, were evaluated online and through social networks. Participants completed the safety considerations questionnaire (safety behavior and safety attitude), internal locus of control, NEO questionnaire. The proposed model was evaluated through Structural Equation Modeling (SEM) AMOS-23 and SPSS V. 23. The bootstrap procedure by Preacher and Hayes (2008) was used for testing indirect relationships. Results: The results showed that the designed model had good fit indicators. Apart from the relationship between agreeableness and internal locus of control (negative relationship), other relationships between variables were reported to be positive and direct. The position of internal locus of control also played the role of a complete mediator. Conclusion: The conscientiousness trait activates the internal locus of control construct, and consequently, the person tends to observe health behaviors. In other words, the whole conscientiousness effect leads to the observance of hygienic principles through the intervention and occupation of the cognitive structure of the locus of control (full mediator). The simple relationship between neuroticism and the locus of control, which was reported to be negative (-0.20), changed to (0.23) due to interaction with the conscientious variable. Explaining this change in signs and values indicates that a linear interpretation of the data cannot be provided. Therefore, it can be said that creating some concern in people about health messages and critical and searching following Coronavirus information along with conscientiousness, can provide profitable conditions for the tendency towards health behaviors.

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W. Lounsbury, John, James M. Loveland, Lucy W. Gibson, and Jacob J. Levy. "Distinctive personality traits of quality management personnel." TQM Journal 26, no. 5 (August 5, 2014): 510–21. http://dx.doi.org/10.1108/tqm-06-2013-0071.

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Purpose – The purpose of this paper is to investigate differences in personality and career satisfaction between quality managers and workers in other fields based on Person-Environment Fit theory. Design/methodology/approach – Field study: personality and career satisfaction data for 965 quality managers were compared with those for a sample of over 85,000 individuals in many different occupations and employment settings using multivariate analysis of variance (MANOVA) and t-tests. Findings – Quality managers were higher than other occupations in intrinsic motivation, tough-mindedness, and conscientiousness, but lower in career satisfaction, optimism, and assertiveness. Research limitations/implications – This paper does not contain any longitudinal study; there is also a lack of some demographic variables, including race/ethnicity, job tenure, and career tenure. Practical implications – The findings carry implications for career planning, recruiting, pre-employment testing, training, and helping quality managers navigate through their organizations and careers. Social implications – Overall, the authors provide a personality profile of quality managers and show that many quality managers have lower career satisfaction than other occupations. Originality/value – These findings provide an occupational profile of salient personality traits of QC managers which can be used in occupational classification, field identity, and career planning.

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Brkich, Mariana, Danielle Jeffs, and Sally A. Carless. "A Global Self-Report Measure of Person-Job Fit." European Journal of Psychological Assessment 18, no. 1 (April 2002): 43–51. http://dx.doi.org/10.1027//1015-5759.18.1.43.

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Summary: This study reports the development of a short, global measure of person-job fit (P-J fit). The P-J Fit scale provides an assessment of the degree to which an individual's knowledge, skills, abilities, needs and values match job requirements. After a pilot study, the scale was tested with two samples: Sample 1 consisted of 308 professionals from three occupational groups and Sample 2 consisted of 174 adults working in call centres and related administrative areas. Exploratory and confirmatory factor analyses indicated that the nine items assess a single, global construct of P-J fit. Construct and criterion-related validity were demonstrated by correlating the scale with empowerment, job satisfaction and organizational commitment.

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Kim, Eunbin. "The Moderated Mediation Effect of Person-Environment Fit Among Job Autonomy, Occupational Self-efficacy and Proactive Career Behavior." Korean Association For Learner-Centered Curriculum And Instruction 22, no. 24 (December 31, 2022): 423–37. http://dx.doi.org/10.22251/jlcci.2022.22.24.423.

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Objectives The purpose of this study was to examine the moderated mediation effect person-environment fit on relationship among job autonomy, occupational self-efficacy, and proactive career behavior for enterprising career development of office worker. Methods For this purpose, the online survey was conducted to demonstrate the research questions for total of 505 participants working at the ten different industry sectors in Korea. The collected data were analyzed with descriptive statistics, correlation analysis, and moderated mediation was conducted with SPSS program 24. and Process Macro 4 and 59. Results Following are the major results of this study. First, occupational self-efficacy was partially mediated between job autonomy and proactive career behavior. Second, a moderating effect of person-environment fit was found on the relationship between job autonomy and occupational self-efficacy. Third, person-environment fit had a positively moderated mediating effect between job autonomy and proactive career behavior in the full mediation of occupational self-efficacy. Conclusions These result means that the proactive career behavior of office worker with high level of job autonomy was more strongly affected by person-environment fit than with low level of job autonomy. Thus, the interactive effect of environment and personal resource is the important which improve the proactive career behavior. This study discussed the essential strategies for experience man to enhance their career development as well as the employability.

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제민지 and Young Gook Kim. "Effects of Person-Organization Fit and Person-Job Fit on Occupational Commitment, Organizational Commitment, and Turnover Intentions of Cooks." Culinary Science & Hospitality Research 16, no. 5 (December 2010): 50–63. http://dx.doi.org/10.20878/cshr.2010.16.5.005.

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제민지 and Young Gook Kim. "Effects of Person-Organization Fit and Person-Job Fit on Occupational Commitment, Organizational Commitment, and Turnover Intentions of Cooks." Culinary Science & Hospitality Research 16, no. 5 (December 2010): 50–63. http://dx.doi.org/10.20878/cshr.2010.16.5.005005005.

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Virji, M. Abbas, Xiaoming Liang, Feng-Chiao Su, Ryan F. LeBouf, Aleksandr B. Stefaniak, Marcia L. Stanton, Paul K. Henneberger, and E. Andres Houseman. "Peaks, Means, and Determinants of Real-Time TVOC Exposures Associated with Cleaning and Disinfecting Tasks in Healthcare Settings." Annals of Work Exposures and Health 63, no. 7 (June 4, 2019): 759–72. http://dx.doi.org/10.1093/annweh/wxz043.

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Abstract Cleaning and disinfecting tasks and product use are associated with elevated prevalence of asthma and respiratory symptoms among healthcare workers; however, the levels of exposure that pose a health risk remain unclear. The objective of this study was to estimate the peak, average, and determinants of real-time total volatile organic compound (TVOC) exposure associated with cleaning tasks and product-use. TVOC exposures were measured using monitors equipped with a photoionization detector (PID). A simple correction factor was applied to the real-time measurements, calculated as a ratio of the full-shift average TVOC concentrations from a time-integrated canister and the PID sample, for each sample pair. During sampling, auxiliary information, e.g. tasks, products used, engineering controls, was recorded on standardized data collection forms at 5-min intervals. Five-minute averaged air measurements (n = 10 276) from 129 time-series comprising 92 workers and four hospitals were used to model the determinants of exposures. The statistical model simultaneously accounted for censored data and non-stationary autocorrelation and was fit using Markov-Chain Monte Carlo within a Bayesian context. Log-transformed corrected concentrations (cTVOC) were modeled, with the fixed-effects of tasks and covariates, that were systematically gathered during sampling, and random effect of person-day. The model-predicted geometric mean (GM) cTVOC concentrations ranged from 387 parts per billion (ppb) for the task of using a product containing formaldehyde in laboratories to 2091 ppb for the task of using skin wipes containing quaternary ammonium compounds, with a GM of 925 ppb when no products were used. Peak exposures quantified as the 95th percentile of 15-min averages for these tasks ranged from 3172 to 17 360 ppb. Peak and GM task exposures varied by occupation and hospital unit. In the multiple regression model, use of sprays was associated with increasing exposures, while presence of local exhaust ventilation, large room volume, and automatic sterilizer use were associated with decreasing exposures. A detailed understanding of factors affecting TVOC exposure can inform targeted interventions to reduce exposures and can be used in epidemiologic studies as metrics of short-duration peak exposures.

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Zheng, Guanghuai, Haijuan Liu, Yean Wang, and Beili Chen. "The Embedded Paradox of Organizational Turnover and Professional Autonomy." Research on Social Work Practice 31, no. 6 (January 28, 2021): 662–70. http://dx.doi.org/10.1177/1049731520984535.

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Purpose: This study aims to investigate the effects of professional autonomy (PA) and person–environment fit (person–job [PJ] fit and person–organization [PO] fit) on turnover intention (TI). Methods: We take a total of 1,133 professional social workers with formal educational background from the China Social Work Longitudinal Study 2019 as our sample and use structural equation modeling as our analysis method. Results: We find that an increase in person–environment fit is significantly associated with a decrease in Chinese social workers’ organizational TI, and this relationship is mediated by PA. However, PA has greater power to buffer the effects of PJ fit than those of PO fit on TI. Conclusions: This finding improves existing understanding of the paradox of social workers embedded in the community. An occupational environment that promotes PA is urgently needed to address this paradox and to prevent social workers’ TI.

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Wingerden, Jessica van, Laura Berger, and Rob Poell. "The Role of Person-Organization Value Fit in Employees’ Experience of Meaningful Work, Use of Strengths and Work Engagement." Business Management and Strategy 9, no. 2 (December 11, 2018): 1. http://dx.doi.org/10.5296/bms.v9i2.14033.

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Research in the field of management, in particular human resource management (HRM), increasingly highlights the importance of person-organization value fit. Adding to this growing body of research, this study examines the complex relation between person-organization value fit, employees’ perceptions of work, employees’ behavior at work and their well-being. More precisely, we hypothesize that person-organization value fit has a positive relationship with employees’ work engagement (well-being) via both the experience of meaningful work (perceptions) and the use of their strengths at work (behavior). We conducted a structural equation modeling on a sample of 1050 employees working in various occupations, organizations, and industries in The Netherlands. The results provided support for the proposed model, indicating an important role for person-organization value fit in the on-going pursuit of meaningful work and well-being at work. The insights provided in this study do not only contribute theoretically; they are also helpful for managers and HR professionals in optimizing human resource management policies and practices.

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Cascone, Vincent, Jason Willis, David Pope, and Steve Redmond. "Operating In-Person Fitness Classes during the COVID Pandemic." ACSM'S Health & Fitness Journal 25, no. 5 (September 2021): 68–70. http://dx.doi.org/10.1249/fit.0000000000000697.

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Wacker, E., A. Fischer, and J. Schorlemmer. "Person-Umwelt Fit, Burnout und Arbeitsengagement." Zentralblatt für Arbeitsmedizin, Arbeitsschutz und Ergonomie 71, no. 4 (April 28, 2021): 178–83. http://dx.doi.org/10.1007/s40664-021-00432-y.

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Zusammenfassung Hintergrund In einer eigenen vorhergehenden Studie wurden Effekte des Person-Environment (P-E) Fit in Feminität auf Burnout und Arbeitsengagement sowie Effekte des P‑E Fit in Maskulinität auf Haarkortisol als biologischen Stressmarker bei Frauen nachgewiesen. Fragestellung Es werden Effekte des P‑E Fits in Feminität und Maskulinität auf Burnout und Arbeitsengagement sowie mögliche Gruppeneffekte durch Geschlecht und Führungsverantwortung untersucht. Die Stichprobe besteht aus 950 Berufstätigen: 397 Frauen und 551 Männern im Alter von 19 bis 70 Jahren (M = 29,86, S = 7,71), darunter 300 Führungskräfte. Methoden Die Querschnittsdatenerhebung wurde als Online-Befragung durchgeführt. Individuelle Feminität und Maskulinität sowie die der Arbeitsumgebung wurden mittels Geschlechtstypizitätsskala (GTS+) erhoben. Daraus wurden die Prädiktoren P‑E Fit in Feminität und P‑E Fit in Maskulinität berechnet. Burnout und Arbeitsengagement wurden als Ergebnisvariablen mit dem DearEmployee-Survey gemessen. In Modellen der hierarchischen linearen Regression wurde nach Berücksichtigung der Kontrollvariablen sowie Arbeitsfaktoren jeweils der Zuwachs an Varianzerklärung ($$\Updelta$$ ∆ R2) durch die Prädiktoren und Interaktionsterme mit Moderatoren (Geschlecht und Führungsposition) beobachtet. Ergebnisse P‑E Fit in Maskulinität zeigte signifikanten Effekt auf Burnout, stärker bei Personen ohne Führungsverantwortung, Geschlecht zeigte keine Moderationseffekte. P‑E fit in Feminität zeigte (ohne Gruppeneffekte) eine Varianzaufklärung bei Burnout und Arbeitsengagement. Schlussfolgerung P‑E Fit in Maskulinität könnte bei Personen ohne Führungsverantwortung in Bezug auf Burnout ein bedeutender Prädiktor sein. P‑E Fit in Feminität könnte ein bedeutender Faktor für Burnout und Arbeitsengagement sein.

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Hogue, Mary, Lee Fox-Cardamone, and Deborah Erdos Knapp. "Fit and Congruency." Journal of Personnel Psychology 18, no. 3 (July 2019): 148–56. http://dx.doi.org/10.1027/1866-5888/a000233.

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Abstract. Applicant job pursuit intentions impact the composition of an organization’s applicant pool, thereby influencing selection outcomes. An example is the self-selection of women and men into gender-congruent jobs. Such self-selection contributes to a lack of gender diversity across a variety of occupations. We use person-job fit and the role congruity perspective of social role theory to explore job pursuit intentions. We present research from two cross-sectional survey studies (520 students, 174 working adults) indicating that at different points in their careers women and men choose to pursue gender-congruent jobs. For students, the choice was mediated by value placed on the job’s associated gender-congruent outcomes, but for working adults it was not. We offer suggestions for practitioners and researchers.

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Venturini, Beatrice, Luigi Castelli, and Silvia Tomelleri. "NOT ALL JOBS ARE SUITABLE FOR FAT PEOPLE: EXPERIMENTAL EVIDENCE OF A LINK BETWEEN BEING FAT AND “OUT-OF-SIGHT” JOBS." Social Behavior and Personality: an international journal 34, no. 4 (January 1, 2006): 389–98. http://dx.doi.org/10.2224/sbp.2006.34.4.389.

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Previous research has shown the presence of antifat bias and discrimination towards fat persons in occupational settings. The main goal of this study was to investigate whether people spontaneously associate being fat with specific types of jobs. In particular, the existence of a strong mental association between obesity and job positions that do not require interpersonal contact was hypothesized. Participants were administered a computerized task called the Implicit Association Test (IAT; Greenwald, McGhee, & Schwartz, 1998) aimed at assessing the strength of the association among concepts. As expected, results demonstrated that the category “fat person” was indeed more easily paired with low-contact jobs than with jobs requiring extensive interpersonal contact. In addition, media exposure and personal body weight were found to moderate the effect. In short, the study showed that fat persons are selectively associated in the mind with different job positions, and indications about potential moderating factors are provided.

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Röschel, Anna, Christina Wagner, and Mona Dür. "Examination of validity, reliability, and interpretability of a self-reported questionnaire on Occupational Balance in Informal Caregivers (OBI-Care) – A Rasch analysis." PLOS ONE 16, no. 12 (December 23, 2021): e0261815. http://dx.doi.org/10.1371/journal.pone.0261815.

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Objectives Informal caregivers often experience a restriction in occupational balance. The self-reported questionnaire on Occupational Balance in Informal Caregivers (OBI-Care) is a measurement instrument to assess occupational balance in informal caregivers. Measurement properties of the German version of the OBI-Care had previously been assessed in parents of preterm infants exclusively. Thus, the aim of this study was to examine the measurement properties of the questionnaire in a mixed population of informal caregivers. Methods A psychometric study was conducted, applying a multicenter cross-sectional design. Measurement properties (construct validity, internal consistency, and interpretability) of each subscale of the German version of the OBI-Care were examined. Construct validity was explored by assessing dimensionality, item fit and overall fit to the Rasch model, and threshold ordering. Internal consistency was examined with inter-item correlations, item-total correlations, Cronbach’s alpha, and person separation index. Interpretability was assessed by inspecting floor and ceiling effects. Results A total of 196 informal caregivers, 171 (87.2%) female and 25 (12.8%) male participated in this study. Mean age of participants was 52.27 (±12.6) years. Subscale 1 was multidimensional, subscale 2 and subscale 3 were unidimensional. All items demonstrated item fit and overall fit to the Rasch model and displayed ordered thresholds. Cronbach’s Alpha and person separation index values were excellent for each subscale. There was no evidence of ceiling or floor effects. Conclusions We identified satisfying construct validity, internal consistency, and interpretability. Thus, the findings of this study support the application of the German version of the OBI-Care to assess occupational balance in informal caregivers.

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Shikata, Masataka, Hiroyuki Notoh, Kazuya Shinohara, Kenji Yabuwaki, Yoshikazu Ishii, Takashi Yamada, and Renée R. Taylor. "An examination of the psychometric properties of the occupational identity questionnaire for community-living elderly who require care." Hong Kong Journal of Occupational Therapy 34, no. 1 (March 17, 2021): 30–38. http://dx.doi.org/10.1177/1569186121997936.

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Introduction Authors created an Occupational Identity Questionnaire Provisional version (OIQ-P) to assess occupational identity for elderly individuals. The purpose of this study was to examine the psychometric properties of the OIQ-P. Methods Participants included 135 (42 males) elderly who lived locally and required care or support. OIQ-P was evaluated in terms of structural validity, criterion validity and internal consistency. Results Based on the results of an exploratory factor analysis and confirmatory factor analysis, an OIQ with a factor structure of 3 factors and 14 items was created. Rasch rating scale model revealed that 14 participants and 1 item did not fit the goodness of fit, nevertheless, the overall result was good. Spearman's rank correlation coefficient indicates that there was a law correlation between OIQ and the occupational identity scale of the Occupational Performance History Interview Version 2. In terms of internal consistency, the person separation index and person separation reliability coefficient were 2.30 and 0.84, respectively. Conclusion This study confirmed the structural validity, criterion validity and internal consistency for the OIQ. To enhance the clinical utility of the OIQ, it is necessary to examine the interpretability and conduct an intervention study using the OIQ.

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Post, Jouke. "Parsons revisited: a search for adaptive matching instruments." Journal for Perspectives of Economic Political and Social Integration 25, no. 1 (2019): 67–82. http://dx.doi.org/10.18290/pepsi-2019-0004.

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The purpose of this article is to explore innovative and adaptive ways of matching people with jobs in the context of a Dutch policy initiative aimed at the skills mismatch in the region of Amsterdam. This is an important and urgent issue because of the challenges of the future labor market, in which technological disruption and socio-economic forces affect the content and conditions of jobs and occupations. Powered by digital technology and data-driven approaches it is possible to design ‘fine-grained’ matching systems based on skills or competences. The article combines an exploration of occupational taxonomies, skills frameworks and good practices of these skills-based applications with a theoretical discussion on the relevance and adaptations of Person-Environment Fit and matching theories. The article shows that these new forms of innovative, adaptive and fluid matching have benefits for policy-makers, employers and jobseekers alike. In the discussion section some critical remarks are made on the matching theory and its application in contemporary instruments and tools.

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Batista, Jonatan Santana, and Sônia Maria Guedes Gondim. "Personality and Person-Work Environment Fit: A Study Based on the RIASEC Model." International Journal of Environmental Research and Public Health 20, no. 1 (December 30, 2022): 719. http://dx.doi.org/10.3390/ijerph20010719.

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This study identifies if there are differences in the personality scores of professionals with varying degrees of congruence, considering each dimension of the RIASEC model. Method: A cross-sectional survey study. Participants responded to three measures: Vocational Interests Scale (VIS); Occupational Classification Inventory (OCI-R) for estimating congruence; and The Next Big Five Inventory (BFI-2) for estimating personality. Results: Congruence was associated with at least one personality dimension in the Realistic, Investigative, Artistic, and Conventional types. In addition, we identified significant differences between the personality scores of professionals according to the degree of congruence in the Realistic, Investigative, Artistic, and Enterprising types.

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Schmid, Julia, Vanessa Gut, Nina Schorno, Takuya Yanagida, and Achim Conzelmann. "Within-Person Variation of Affective Well-Being during and after Exercise: Does the Person–Exercise Fit Matter?" International Journal of Environmental Research and Public Health 18, no. 2 (January 11, 2021): 549. http://dx.doi.org/10.3390/ijerph18020549.

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Affective well-being is positively linked to regular exercise. Therefore, it is important to identify the factors that influence intra-individual variability of affective well-being. This study investigated (1) whether affective responses vary within an individual and (2) how affective responses are associated with a motive–incentive fit and a skill–task fit. A total of 107 adults (66% females, Mage = 41.79 years old, 58% doing no exercise) took part in three exercise sessions in a random order. Each session lasted 30 min with a break of 10 min between. The sessions were similarly structured but covered diverse activity incentives (e.g., figure vs. social contact vs. aesthetic movements). Intraclass correlation coefficients showed a very high within-person variation of affective valence and enjoyment across the exercise sessions. The results of multi-level regression analyses revealed that associations between perceived competence, considered to be an indicator of the skill–task fit, and affective well-being were moderate to high, whereas those between motive–incentive fit and affective well-being were low to moderate.

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Smith, Deanne, and Aharon Tziner. "Moderating Effects of Affective Disposition and Social Support on the Relationship between Person-Environment Fit and Strain." Psychological Reports 82, no. 3 (June 1998): 963–83. http://dx.doi.org/10.2466/pr0.1998.82.3.963.

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The moderating effects of affective disposition and social support on the relationship between fit and strains were examined. Person-environment fit was measured in terms of occupational needs and reinforcers. Both positive and negative affectivity were investigated. Data were collected by means of a self-report questionnaire from 241 nurses in a Canadian hospital. Consistent with previous findings, fit was related to work satisfaction and all but one measure of psychological strain. Some support was found for the moderating effects of positive affectivity on work satisfaction and burnout, and scores on both positive and negative affectivity showed significant main effects on strain measures. Although there was no evidence of a buffering effect for social support, main effects of social support were significant for work satisfaction and one component of burnout, i.e., emotional exhaustion. Implications are discussed and recommendations for future research proposed.

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Szanton, Sarah. "Innovation During Disruption: Supporting What Matters Most to Older Adults Through Person-Environment Fit." Innovation in Aging 5, Supplement_1 (December 1, 2021): 290. http://dx.doi.org/10.1093/geroni/igab046.1125.

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Abstract The fragile and improvised systems of care for older adults have been decimated by isolation and fragmented care during the pandemic. However, innovations are increasingly being offered to older adults to improve the fit between them and their environment. This includes fit within the home, the social environment, the policy environment, and with clinicians. Advancing these “fits” requires evidence-based solutions like CAPABLE, a 4 month self-efficacy and function program that provides an occupational therapist, nurse and handyworker to assess and address older adults’ functional goals. The older adult identifies what matters most and experiences a tailored program that taps into their purpose in life and supports engaging in meaningful activities. Starting in research sites, CAPABLE is now offered in 34 sites in 17 States and expanding through policy and insurers. Such efforts to leverage the strength of older adults and their families, builds capacity to evolve our communities of care.

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Čyras, Petras, and Arūnas Jaras. "ŽMONIŲ SAUGA LIETUVOS STATYBOSE/OCCUPATIONAL SAFETY ON CONSTRUCTION SITES OF LITHUANIA." JOURNAL OF CIVIL ENGINEERING AND MANAGEMENT 2, no. 8 (December 31, 1996): 110–16. http://dx.doi.org/10.3846/13921525.1996.10590179.

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Social instability, violation of human rights to work have made the conditions of safe and harmless work worse. 19 mortal, 42 serious and 796 slight accidents occurred on construction sites during 1995 in Lithuania. The main reasons of occupational accidents are violation of work discipline and lack of organization. 24 708 days are lost because of occupational injuries, or in other words 96 builders did not work for the whole year, and 528.9 thousand litas was paid out according to the lists of disablement. The bad state in occupational safety is unprofitable. Besides, old norms and regulations are still valid at the present time, and hundreds of them are approved as far back as 1980. The drawing up of new regulations is just taking place in Lithuania. The compensation system being in force for employees, who work under harmful and hazardous conditions and social security system for those, who had suffered injuries and occupational diseases, do not stimulate employers to create healthy and safe working conditions. The factor of rest can be observed on construction sites. The heads of construction sites entrust the workers themselves to organize the work without the projects of work execution. Instructions on occupational safety and fire protection are just formal. Many of employees work without the employment contracts. Employers start to understand already that it's better to have labour protection service instead of paying fines for violation of labour protection regulations. The intellect and exacting every-day control of labour protection service specialist brings much more benefit for the prevention of occupational accidents than seldom visits of State Labour Inspection inspector to the enterprise or construction sites. The state of occupational safety depends on psychological factors, too. These factors can be grouped into three groups: natural of the human—natural inborn dispositions (the nervous system, memory, attention, the speed of reaction, intellect); psychological peculiarities of personality (the features of human professional activities, leadership, erudition); professional knowledge formed during learning, studying and training. The human psychology determines how the person interprets and copes with the things going on around him and related to him. Two different persons will act differently in the same situation. When a person reacts sensitively to weak and insignificant signals, he will pay attention to preparative and preventive work, think about potential danger and will take care to avoid accident. And vice versa, people who are not sensitive for such signals takes too little care to insure against accidents. It is reasonable to test psychologically an employee before signing an employment contract with him under market circumstances. It will be one of the conditions fulfilled for professional selection, which will decrease expenses for further training and professional activity of an employee. Fatal and serious disasters on construction sites decreased twice in 1995 as compared to 1994. And the total number of accidents decreased by 12 cases only (Table 1). Dynamics of mortal, heavy and slight accidents in 1991–95 is depicted in Fig. 1. The usage of alcohol is closely related to psycho-emotional stress. It has an influence on the accidents, too. 8 employees were killed while being drunk in 1995. It is 42.11% of total number of killed employees. The most dangerous occupations on construction sites are those of auxiliary workers, bricklayers, carpenters, welders and concreters. Majority of accidents happen to the persons who work for less than one year (fatal accidents—8, heavy accidents—16, slight accidents—163, or 44.44%, 41.08%, 32.21%, respectively).

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Gati, Itamar. "Using Career-Related Aspects to Elicit Preferences and Characterize Occupations for a Better Person–Environment Fit." Journal of Vocational Behavior 52, no. 3 (June 1998): 343–56. http://dx.doi.org/10.1006/jvbe.1997.1623.

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Azizan, Che’ Rozaniza, Samsilah Roslan, Maria Chong Abdullah, Soaib Asimiran, Zeinab Zaremohzzabieh, and Seyedali Ahrari. "Does a Person-Environment-Fit Promote the Academic Achievement of Hearing-Impaired Students in Malaysian Polytechnics? The Mediating Effects of Satisfaction and Adjustment." International Journal of Environmental Research and Public Health 18, no. 24 (December 19, 2021): 13381. http://dx.doi.org/10.3390/ijerph182413381.

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(1) This study investigates the influence of a person-environment-fit on academic achievement and examines mediating effects of adjustment and satisfaction on this relationship; (2) Methods: Data were collected from a sample of 195 hearing-impaired students from five polytechnics in Malaysia that offered the Special Skills Certificate program; (3) Results: Results revealed that the two constructs of the person-environment approach: personality-major fit and needs-supplies fit were positively associated with academic achievement. The adjustment was found to mediate this relationship. Taken together, these results signal that the person-environment constructs contribute to the academic achievement of hearing-impaired students and that adjustment is instrumental in elucidating this relationship; (4) Conclusions: The finding adds to the data, indicating that the person-environment-fit is a possible model of inclusion for hearing-impaired students and also provides initial data about the functioning of hearing-impaired students in Malaysian polytechnics.

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Murray, Joseph L., and Page M. Hall. "The Student Activities Interest Questionnaire: Relating Holland's Vocational Theory to Student Involvement." Journal of College Student Retention: Research, Theory & Practice 2, no. 4 (February 2001): 355–65. http://dx.doi.org/10.2190/gxj9-bkwp-q0hg-84a0.

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Both campus involvement and person-environment fit have been identified as factors predicting students' persistence in college. The Student Activities Interest Questionnaire (SAIQ) was developed in order to assist students in identifying campus involvement opportunities that match their personal interests, based on a classification system corresponding to Holland's hexagonal model of occupational preference. In this article, the authors describe the construction and validation of the instrument, and discuss its potential uses in promoting student retention.

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Lee, Joo-Hyun, Ickpyo Hong, Ji-Hyuk Park, and Joon-Ho Shin. "Validation of Yonsei-Bilateral Activity Test (Y-BAT)-Bilateral Upper Extremity Inventory Using Rasch Analysis." OTJR: Occupation, Participation and Health 40, no. 4 (May 27, 2020): 277–86. http://dx.doi.org/10.1177/1539449220920732.

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There is little assessment to provide specific information about quality of bilateral upper extremity movement specifically. This study examined the psychometric properties of the Yonsei-Bilateral Activity Test (Y-BAT). An observational cross-sectional design was used with 100 stroke survivors. Unidimensionality was examined using factor analyses, and Rasch analysis was used to test rating scale structure, fit statistics, and precision of the Y-BAT. The Y-BAT demonstrated a unidimensional measurement construct, and 19 of the 27 items fit the Rasch model. The instrument demonstrated good precision, including person reliability and person strata. The Y-BAT estimated person measures within a wide range of theta values with a reliability of .9 with good precision. Our results indicate that a revised, 19-item version of the Y-BAT demonstrates sound internal validity and may be a useful instrument for clinicians to measure upper extremity function with good precision following stroke.

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Warr, Peter, and Ilke Inceoglu. "Job engagement, job satisfaction, and contrasting associations with person–job fit." Journal of Occupational Health Psychology 17, no. 2 (April 2012): 129–38. http://dx.doi.org/10.1037/a0026859.

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Findeisen, Stefanie, Andreas Jüttler, Markus P. Neuenschwander, and Stephan Schumann. "Transition from School to Work – Explaining Persistence Intention in Vocational Education and Training in Switzerland." Vocations and Learning 15, no. 1 (January 24, 2022): 129–54. http://dx.doi.org/10.1007/s12186-021-09282-4.

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AbstractVocational education and training (VET) programs are typically regarded as the means to enable successful school-to-work transitions. However, high rates of premature contract terminations in VET programs suggest that adolescents face difficulties during this transition. This paper aims to examine the determinants of persistence intention, claiming that persistence intention is a crucial indicator of imminent dropout decisions. The analysis is based on a longitudinal data set of trainees in dual VET programs in Switzerland (n = 1,163) containing two measurement points (before and after the transition from school to VET). Drawing on Social Cognitive Career Theory (Lent & Brown, 2008, 2013), we are interested in the effects of work adjustment indicators, selected characteristics of the vocational choice process, and environmental support before and after the transition on trainees’ persistence intention. We use structural equation modeling to analyze both direct and indirect effects of different predictor variables on persistence intention. The results show significantly positive effects of both occupational self-efficacy and perceived person-vocation fit during the training program on trainees’ persistence intention. Moreover, there are only indirect effects of anticipated person-vocation fit and occupational self-efficacy at the end of compulsory education. Trainees’ relationship with the trainer also has an indirect effect on persistence intention. Social integration in the workplace is both directly and indirectly linked to persistence intention. Overall, the model explains 48% of the variance in persistence intention. Implications for VET programs and future research are discussed.

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Jutras, Sylvie. "Acquérir la Compétence Pour Agir Sur L'Environnement Physique." Canadian Journal of Community Mental Health 4, no. 1 (April 1, 1985): 125–37. http://dx.doi.org/10.7870/cjcmh-1985-0009.

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The adequate relation or fit between a person and his/her environment contributes to maintaining and developing mental health. This paper addresses the user's competency in dealing with the physical environment in order to maximize person-environment fit. Environmental competency comprises an understanding of the psycho-environmental potential that is, the capacity of a setting to produce person-environment fits or misfits. The psycho-environmental potential is defined in respect to the six basic functions of a setting. Environmental competency manifests itself finally through an action on environment. In an organizational setting, psycho-environmental intervention should be based on an evaluation in order to maximize its effectiveness.

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Duarte, Ana Patrícia, and Carla Mouro. "Environmental Corporate Social Responsibility and Workplace Pro-Environmental Behaviors: Person-Organization Fit and Organizational Identification’s Sequential Mediation." International Journal of Environmental Research and Public Health 19, no. 16 (August 19, 2022): 10355. http://dx.doi.org/10.3390/ijerph191610355.

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Organizations’ environmental performance has come increasingly under scrutiny given the need for sustainable, low-carbon economies. Workers’ pro-environmental behaviors (PEBs) can contribute to greener operations, but research on workplace PEBs is still an emerging field. This study examined how employees’ perceptions of environmental corporate social responsibility (CSR) policies and practices are related to their self-reported voluntary PEBs, including person-organization fit (P-O fit) and organizational identification’s role as sequential mediators. Data were gathered from 178 workers from different organizations via an online survey. The results reveal a positive relationship between perceived environmental CSR practices and work PEBs, which are both directly and indirectly connected through P-O fit and organizational identification. Managers can thus use environmental CSR activities to capitalize on employees’ P-O fit and organizational identification, thereby fostering work PEBS.

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Xiong, Change, Tong Hu, Ying Xia, Jing Cheng, and Xiao Chen. "Growth Culture and Public Hospital Performance: The Mediating Effect of Job Satisfaction and Person–Organization Fit." International Journal of Environmental Research and Public Health 19, no. 19 (September 26, 2022): 12185. http://dx.doi.org/10.3390/ijerph191912185.

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This study investigates and interprets the role of growth organizational culture (GOC), person–organization fit (POF) and job satisfaction (JS) in predicting hospital performance (HP). This research adopted a quantitative methodology using data collected from 513 respondents in three cities across China. Smart-PLS 3 was used to evaluate the measurement model and structural model. Growth organizational culture has a significant positive impact on hospital performance (β = 0.191, p < 0.001). Person–organization fit (54.74%) and job satisfaction (29.26%) have partial mediating effects between growth culture and hospital performance. The research revealed that the GOC, POF, and JS play a substantial role in promoting HP. All the direct relationships were positive and significant. The findings suggest that establishing a growth culture environment for physicians is an effective strategy to improve physicians’ job satisfaction and person–organization fit. This strategy provides a new path to improve the hospitals performance through promoting organizational culture. Future studies should test the findings in an interventional design.

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Fisher, Sycarah, Tamika Zapolski, Shareefah Al-Uqdah, Danelle Stevens-Watkins, Chelsea Arsenault, and Jessica Barnes-Najor. "Person–Environment Fit, Substance Use Attitudes, and Early Adolescent Substance Use." Substance Use & Misuse 54, no. 4 (November 13, 2018): 628–38. http://dx.doi.org/10.1080/10826084.2018.1531426.

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Watanabe, Aki, Takayuki Kawaguchi, Mai Sakimoto, Yuya Oikawa, Keiichiro Furuya, and Taichi Matsuoka. "Occupational Dysfunction as a Mediator between Recovery Process and Difficulties in Daily Life in Severe and Persistent Mental Illness: A Bayesian Structural Equation Modeling Approach." Occupational Therapy International 2022 (June 17, 2022): 1–11. http://dx.doi.org/10.1155/2022/2661585.

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Background. This study is aimed at verifying a hypothetical model of the structural relationship between the recovery process and difficulties in daily life mediated by occupational dysfunction in severe and persistent mental illness (SPMI). Methods. Community-dwelling participants with SPMI were enrolled in this multicenter cross-sectional study. The Recovery Assessment Scale (RAS), the World Health Organization Disability Assessment Schedule second edition (WHODAS 2.0), and the Classification and Assessment of Occupational Dysfunction (CAOD) were used for assessment. Confirmatory factor analysis, multiple regression analysis, and Bayesian structural equation modelling (BSEM) were determined to analyze the hypothesized model. If the mediation model was significant, the path coefficient from difficulty in daily life to recovery and the multiplication of the path coefficients mediated by occupational dysfunction were considered as each the direct effect and the indirect effect. The goodness of fit in the model was determined by the posterior predictive P value (PPP). Each path coefficient was validated with median and 95% confidence interval (CI). Results. The participants comprised 98 individuals with SPMI. The factor structures of RAS, WHODAS 2.0, and CAOD were confirmed by confirmatory factor analysis to be similar to those of their original studies. Multiple regression analysis showed that the independent variables of RAS were WHODAS 2.0 and CAOD, and that of CAOD was WHODAS 2.0. The goodness of fit of the model in the BSEM was satisfactory with a PPP = 0.27 . The standardized path coefficients were, respectively, significant at -0.372 from “difficulty in daily life” to “recovery” as the direct effect and at -0.322 (95% CI: -0.477, -0.171) mediated by “occupational dysfunction” as the indirect effect. Conclusions. An approach for reducing not only difficulty in daily life but also occupational dysfunction may be an additional strategy of person-centered, recovery-oriented practice in SPMI.

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Baptista Silva, Angélica, Mônica Malta, Cosme Marcelo Furtado Passos da Silva, Clarice Cavalcante Kalume, Ianê Germano Andrade Filha, Sara LeGrand, and Kathryn Whetten. "The Dandarah App: An mHealth Platform to Tackle Violence and Discrimination of Sexual and Gender Minority Persons Living in Brazil." International Journal of Environmental Research and Public Health 20, no. 1 (December 24, 2022): 280. http://dx.doi.org/10.3390/ijerph20010280.

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Discrimination and violence are widely experienced by sexual and gender minority (SGM) persons worldwide. More than one SGM person is murdered every day in Brazil because of their sexuality or gender identity, which is the highest reported homicide rate in the world. Alt-hough discrimination and violence against SGM persons in Brazil are considered to be hate crimes, reporting is still suboptimal due to fear of police SGM phobia and victim blaming. Accessible and easily disseminated interventions are urgently needed. Herein, we describe the develop-ment of an mHealth solution to help address violence against SGM persons, namely the Rainbow Resistance: Dandarah App, with a synthesis of key results and feedback from the SGM community after 24 months of using the app. Twenty-two focus group discussions (FGDs) were conducted with SGM persons living in six Brazilian states: Bahia, Federal District, São Paulo, Rio de Janeiro, Minas Gerais, Sergipe, and Pará. A total of 300 SGM persons participated in the FGDs. A thematic analysis was performed to interpret the qualitative data. Content themes related to aesthetics, us-ability, barriers to resources, and likes/dislikes about the intervention arose from the FGDs. Participants found the intervention to be user-friendly, endorsed more likes than dislikes, and suggested a few changes to the app. The findings suggest that the intervention is usable and fit for future ef-fectiveness testing, and that it could fill an important gap in the well-being of SGM persons living in a country with high levels of discrimination and violence towards this community, i.e., Brazil.

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Journal articles on the topic 'Person Occupation Fit'

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