The Experts below are selected from a list of 81276 Experts worldwide ranked by ideXlab platform
Samuel M. Demarie - One of the best experts on this subject based on the ideXlab platform.
-
aligning strategic human resource management and person Environment Fit
Human Resource Management Review, 2005Co-Authors: James D. Werbel, Samuel M. DemarieAbstract:Abstract Strategic human resource management addresses the need to create vertical linkages of human resource management (HRM) attributes with corporate strategy as well as horizontal linkages that integrate practices among HRM functions. Most models commonly focus on either vertical or horizontal linkages. This paper utilizes three categories of person–Environment Fit to create both vertical and horizontal linkages. Based on a strategic contingency framework, it demonstrates how person–Environment Fit relates to organizational competencies that supports corporate strategy. Furthermore, it demonstrates how person–Environment Fit can be used to promote internal alignment of HRM practices. Implications of this approach to strategic human resource management are then discussed.
-
Aligning strategic human resource management and person–Environment Fit
Human Resource Management Review, 2005Co-Authors: James D. Werbel, Samuel M. DemarieAbstract:Abstract Strategic human resource management addresses the need to create vertical linkages of human resource management (HRM) attributes with corporate strategy as well as horizontal linkages that integrate practices among HRM functions. Most models commonly focus on either vertical or horizontal linkages. This paper utilizes three categories of person–Environment Fit to create both vertical and horizontal linkages. Based on a strategic contingency framework, it demonstrates how person–Environment Fit relates to organizational competencies that supports corporate strategy. Furthermore, it demonstrates how person–Environment Fit can be used to promote internal alignment of HRM practices. Implications of this approach to strategic human resource management are then discussed.
-
ALIGNING STRATEGIC HUMAN RESOURCE MANAGEMENT AND PERSON-Environment Fit: A STRATEGIC CONTINGENCY PERSPECTIVE.
Academy of Management Proceedings, 2001Co-Authors: James D. Werbel, Samuel M. DemarieAbstract:This paper links strategic human resource management to the person-Environment Fit paradigm. Adopting a strategic contingency perspective, this paper suggests that the type of person Environment-fi...
James D. Werbel - One of the best experts on this subject based on the ideXlab platform.
-
aligning strategic human resource management and person Environment Fit
Human Resource Management Review, 2005Co-Authors: James D. Werbel, Samuel M. DemarieAbstract:Abstract Strategic human resource management addresses the need to create vertical linkages of human resource management (HRM) attributes with corporate strategy as well as horizontal linkages that integrate practices among HRM functions. Most models commonly focus on either vertical or horizontal linkages. This paper utilizes three categories of person–Environment Fit to create both vertical and horizontal linkages. Based on a strategic contingency framework, it demonstrates how person–Environment Fit relates to organizational competencies that supports corporate strategy. Furthermore, it demonstrates how person–Environment Fit can be used to promote internal alignment of HRM practices. Implications of this approach to strategic human resource management are then discussed.
-
Aligning strategic human resource management and person–Environment Fit
Human Resource Management Review, 2005Co-Authors: James D. Werbel, Samuel M. DemarieAbstract:Abstract Strategic human resource management addresses the need to create vertical linkages of human resource management (HRM) attributes with corporate strategy as well as horizontal linkages that integrate practices among HRM functions. Most models commonly focus on either vertical or horizontal linkages. This paper utilizes three categories of person–Environment Fit to create both vertical and horizontal linkages. Based on a strategic contingency framework, it demonstrates how person–Environment Fit relates to organizational competencies that supports corporate strategy. Furthermore, it demonstrates how person–Environment Fit can be used to promote internal alignment of HRM practices. Implications of this approach to strategic human resource management are then discussed.
-
ALIGNING STRATEGIC HUMAN RESOURCE MANAGEMENT AND PERSON-Environment Fit: A STRATEGIC CONTINGENCY PERSPECTIVE.
Academy of Management Proceedings, 2001Co-Authors: James D. Werbel, Samuel M. DemarieAbstract:This paper links strategic human resource management to the person-Environment Fit paradigm. Adopting a strategic contingency perspective, this paper suggests that the type of person Environment-fi...
Timothy A. Judge - One of the best experts on this subject based on the ideXlab platform.
-
development of a multidimensional instrument of person Environment Fit the perceived person Environment Fit scale ppefs
Applied Psychology, 2016Co-Authors: Aichia Chuang, Chi Tai Shen, Timothy A. JudgeAbstract:This research identifies four challenges in the field of person–Environment Fit (PE Fit): the multidimensionality of PE Fit, the integration of Fit theories, the simultaneous effects of the multiple dimensions, and the function of the dimensions. To address those challenges, we develop a theory-driven and systematically validated multidimensional instrument, the Perceived Person–Environment Fit Scale (PPEFS), consisting of four measures: the Person–Job Fit Scale (PJFS), the Person–Organisation Fit Scale (POFS), the Person–Group Fit Scale (PGFS), and the Person–Supervisor Fit Scale (PSFS). Data are collected from 532 employees and 122 managers for two independent studies with multiple rater sources and multiple time points. A series of validation analyses and hypothesis tests reveals that the PPEFS measures have good psychometric properties (i.e. reliability, convergent validity, discriminant validity, and criterion-related validity) and exhibit incremental validity above and beyond Cable and DeRue's (2002) Fit measures. Furthermore, the measures are reflected by a superordinate (vs. aggregate) construct of PE Fit. Overall, the four different types of Fit significantly predict in-role behavior, job satisfaction, intent to quit, and organisational citizenship behavior (OCB), each explaining the greatest amount of variance in different outcomes. The PPEFS should prove useful in future research regarding PE Fit.
-
Development of a Multidimensional Instrument of Person–Environment Fit: The Perceived Person–Environment Fit Scale (PPEFS)
Applied Psychology, 2015Co-Authors: Aichia Chuang, Chi Tai Shen, Timothy A. JudgeAbstract:This research identifies four challenges in the field of person–Environment Fit (PE Fit): the multidimensionality of PE Fit, the integration of Fit theories, the simultaneous effects of the multiple dimensions, and the function of the dimensions. To address those challenges, we develop a theory-driven and systematically validated multidimensional instrument, the Perceived Person–Environment Fit Scale (PPEFS), consisting of four measures: the Person–Job Fit Scale (PJFS), the Person–Organisation Fit Scale (POFS), the Person–Group Fit Scale (PGFS), and the Person–Supervisor Fit Scale (PSFS). Data are collected from 532 employees and 122 managers for two independent studies with multiple rater sources and multiple time points. A series of validation analyses and hypothesis tests reveals that the PPEFS measures have good psychometric properties (i.e. reliability, convergent validity, discriminant validity, and criterion-related validity) and exhibit incremental validity above and beyond Cable and DeRue's (2002) Fit measures. Furthermore, the measures are reflected by a superordinate (vs. aggregate) construct of PE Fit. Overall, the four different types of Fit significantly predict in-role behavior, job satisfaction, intent to quit, and organisational citizenship behavior (OCB), each explaining the greatest amount of variance in different outcomes. The PPEFS should prove useful in future research regarding PE Fit.
-
Does West “Fit” with East? In Search of a Chinese Model of Person–Environment Fit
Academy of Management Journal, 2015Co-Authors: Aichia Chuang, Ryan Shuwei Hsu, An-chih Wang, Timothy A. JudgeAbstract:Extant theorizing concerning person–Environment Fit (PE Fit) is culture bound in that it focuses predominantly on PE Fit phenomena in the Western world. We enrich the PE Fit literature by exploring...
Jin Nam Choi - One of the best experts on this subject based on the ideXlab platform.
-
person Environment Fit and creative behavior differential impacts of supplies values and demands abilities versions of Fit
Human Relations, 2004Co-Authors: Jin Nam ChoiAbstract:Numerous studies that have demonstrated interaction effects between individual and contextual factors suggest the potential positive effect of congruent personal and Environmental characteristics on creativity. None of the prior studies, however, has explicitly and systematically tested the formal theory of person–Environment Fit in the context of creativity. This study examined the effects of two versions of person–Environment Fit (supplies–values and demands–abilities Fit) on creative behavior and context satisfaction. The results, based on longitudinal data collected from management students and their instructors, showed that creative behavior was almost exclusively predicted by personal characteristics (desire for creative climate, actual creative abilities), whereas context satisfaction was strongly influenced by Environmental characteristics (current creative climate, required creative abilities). The present results indicate a potential division of roles between personal and Environmental character...
-
Person–Environment Fit and Creative Behavior: Differential Impacts of Supplies–Values and Demands–Abilities Versions of Fit
Human Relations, 2004Co-Authors: Jin Nam ChoiAbstract:Numerous studies that have demonstrated interaction effects between individual and contextual factors suggest the potential positive effect of congruent personal and Environmental characteristics on creativity. None of the prior studies, however, has explicitly and systematically tested the formal theory of person–Environment Fit in the context of creativity. This study examined the effects of two versions of person–Environment Fit (supplies–values and demands–abilities Fit) on creative behavior and context satisfaction. The results, based on longitudinal data collected from management students and their instructors, showed that creative behavior was almost exclusively predicted by personal characteristics (desire for creative climate, actual creative abilities), whereas context satisfaction was strongly influenced by Environmental characteristics (current creative climate, required creative abilities). The present results indicate a potential division of roles between personal and Environmental character...
Nadya A. Fouad - One of the best experts on this subject based on the ideXlab platform.
-
Applying Theories of Person-Environment Fit to the Transition From School to Work
The Career Development Quarterly, 1999Co-Authors: Jane L. Swanson, Nadya A. FouadAbstract:This article describes potential contributions of theories of person-Environment Fit to understanding of the transition from school to work. The authors review basic assumptions of person-Environment Fit theories and how the theories can be applied to the school-to-work transition. An earlier version of this article was presented by the senior author at the 1997 annual meeting of the American Psychological Association, Chicago, Illinois.