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Modeling the Relationships Between Person-Environment Fit and Career Satisfaction

Yıl 2020, Cilt: 23 Sayı: 43, 255 - 281, 30.06.2020
https://doi.org/10.31795/baunsobed.672408

Öz

This research aims to develop and test a theoretical model that shows how types of person-environment fit are related to career satisfaction. The data used in the study were obtained from the employees (n = 431) of the five-star hotel companies operating in Istanbul.The developed theoretical model was tested using structural equation modeling. Firstly, the effects of person-vocation fit on other person-environment fit types were examined and it was concluded that person-vocation fit positively and significantly affected demand-abilities fit, needs-supplies fit, person-organization fit, person-supervisor fit, and person-group fit.Secondly, the effects of person-environment fit types on career satisfaction were examined.According to the findings, while demand-abilitiesfit, needs-supplies fit, and person-group fit affect career satisfaction positively and significantly, person-organization fit andperson-supervisor fit do not significantly affect career satisfaction. In terms of mediation effect, person-vocation fit does not have a direct significant effect on career satisfaction.On the contrary, person-vocation fit has an indirect and significant effect on career satisfaction through demand-abilities fit, needs-supplies fit, and person-group fit. In conclusion, this research provides a significantcontribution to the literature by shedding light on the complex relationships between person-environment fit and career satisfaction.

Kaynakça

  • Abdalla, A., Elsetouhi, A., Negm, A., & Abdou, H. (2018). Perceived person-organization fit and turnover intention in medical centers: The mediating roles of person-group fit and person-job fit perceptions. Personnel Review, 47(4), 863-881.
  • Ali, F., Rasoolimanesh, S.M., Sarstedt,M., Ringle, C.M., ve Ryu, K. (2018). An Assessment of the Use of Partial Least Squares Structural Equation Modeling (PLS-SEM) in Hospitality Research. International Journal of Contemporary Hospitality Management, 30(1):514-538.
  • Anderson, J. C., & Gerbing, D. W. (1988). Structural Equation Modeling in Practice: A Review and Recommended Two-Step Approach. Psychological Bulletin, 103(3): 411–423.
  • Astakhova, M. N. (2016). Explaining the effects of perceived person-supervisor fit and person-organization fit on organizational commitment in the US and Japan. Journal of Business Research, 69(2), 956-963.
  • Ballout, H. I. (2007). Career success: The effects of human capital, person-environment fit and organizational support. Journal of Managerial Psychology, 22(8), 741-765.
  • Bednarska, M. A. (2017). Does the Effect of Person-Environment Fit on Work Attitudes Vary with Generations? Insights from the Tourism Industry. International Journal Of Management And Economics, 53(1), 65-83.
  • Bozionelos, N., Lin, C. H., & Lee, K. Y. (2019). Enhancing the sustainability of employees' careers through training: The roles of career actors' openness and of supervisor support. Journal of Vocational Behavior, 103333.
  • Breland, J. W., Treadway, D. C., Duke, A. B., & Adams, G. L. (2007). The interactive effect of leader-member exchange and political skill on subjective career success. Journal of Leadership & Organizational Studies, 13(3), 1-14.
  • Bretz, R. D., & Judge, T. A. (1994). The role of human resource systems in job applicant decision processes. Journal of Management, 20(3), 531–551.
  • Brislin, R. W. (1976). Comparative research methodology: Cross-cultural studies. International Journal of Psychology, 11(3), 215-229. Byrne, D. (1971). The attraction paradigm. New York: Academic Press.
  • Cable, D. M., & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of applied psychology, 87(5), 875-884.
  • Caplan, R. D., & Van Harrison, R. (1993). Person‐environment fit theory: some history, recent developments, and future directions. Journal of Social Issues, 49(4), 253-275.
  • Cha, J., Kim, Y., & Kim, T. Y. (2009). Person-career fit and employee outcomes among research and development professionals. Human Relations, 62(12), 1857-1886.
  • Choi, H. M., Kim, W. G., & McGinley, S. (2017). The extension of the theory of person-organization fit toward hospitality migrant worker. International Journal of Hospitality Management, 62, 53-66.
  • Chuang, A., Shen, C. T., & Judge, T. A. (2016). Development of a Multidimensional Instrument of P erson–E nvironment F it: The P erceived P erson–E nvironment F it S cale (PPEFS). Applied Psychology, 65(1), 66-98.
  • Colakoglu, S. N. (2011). The impact of career boundarylessness on subjective career success: The role of career competencies, career autonomy, and career insecurity. Journal of Vocational Behavior, 79(1), 47-59.
  • Durr II, M. R., & Tracey, T. J. (2009). Relation of person–environment fit to career certainty. Journal of Vocational Behavior, 75(2), 129-138.
  • Edwards JR, Caplan R.D, & Harrison RV. (1998). Person–environment fit theory: Conceptual foundations, empirical evidence, and directions for future research. In Cooper CL (Ed.), Theories of organizational stress. Oxford : Oxford University Press.
  • Edwards, J. R. & Shipp, A. J. 2007. The relationship between person-environment fit and outcomes: An integrative theoretical framework. In C. Ostroff & T. A. Judge (Eds.), Perspectives on organizational fit: 209-258. New York: Lawrence Erlbaum
  • Edwards, J. R. (2008). Person–environment fit in organizations: An assessment of theoretical progress. Academy of Management Annals, 2(1), 167-230.
  • Edwards, J. R., & Cooper, C. L. (1990). The person‐environment fit approach to stress: recurring problems and some suggested solutions. Journal of organizational behavior, 11(4), 293-307.
  • Edwards, J. R., Cable, D. M., Williamson, I. O., Lambert, L. S., & Shipp, A. J. (2006). The phenomenology of fit: linking the person and environment to the subjective experience of person-environment fit. Journal of Applied Psychology, 91(4), 802-827.
  • Ehrhart, K. H., & Makransky, G. (2007). Testing vocational interests and personality as predictors of person-vocation and person-job fit. Journal of Career Assessment, 15(2), 206-226.
  • Erbaş E. & Şahin Perçin, N. (2016) Kişi-çevre uyumu ve takım çalışması işlevsizliği ilişkisinde ahlâki çözülmenin aracı rolü. Yönetim ve Ekonomi Araştırmaları Dergisi 14(2), 77-91.
  • Erdogan, B., & Bauer, T. N. (2005). Enhancing career benefits of employee proactive personality: The role of fit with jobs and organizations. Personnel Psychology, 58(4), 859-891.
  • Erdogan, B., Kraimer, M. L., & Liden, R. C. (2004). Work value congruence and intrinsic career success: The compensatory roles of leader‐member exchange and perceived organizational support. Personnel Psychology, 57(2), 305-332.
  • Feij, J. A., Van Der Velde, M. E., Taris, R., & Taris, T. W. (1999). The development of person–vocation fit: A longitudinal study among young employees. International Journal of Selection and Assessment, 7(1), 12-25.
  • Festinger, L. (1957). A theory of cognitive dissonance. Stanford, CA: Stanford University.
  • Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of marketing research, 18(1), 39-50.
  • Glosenberg, A., Tracey, T. J., Behrend, T. S., Blustein, D. L., & Foster, L. L. (2019). Person-vocation fit across the world of work: Evaluating the generalizability of the circular model of vocational interests and social cognitive career theory across 74 countries. Journal of Vocational Behavior, 112, 92-108.
  • Greenhaus, J. H., Parasuraman, S., & Wormley, W. M. (1990). Effects of race on organizational experiences, job performance evaluations, and career outcomes. Academy of management Journal, 33(1), 64-86.
  • Greguras, G. J., & Diefendorff, J. M. (2009). Different fits satisfy different needs: Linking person-environment fit to employee commitment and performance using self-determination theory. Journal of Applied Psychology, 94(2), 465-477.
  • Gürlek, M.(2019). Hizmet odaklı yüksek performanslı insan kaynakları uygulamalarının işgören hizmet performansı üzerindeki etkisinde aracı ve düzenleyici değişkenlerin rolü. Gazi Üniversitesi Sosyal Bilimler Enstitüsü, Yönetim Organizasyon Anabilim Dalı, Yayımlanmamış Doktora Tezi, Ankara.
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KİŞİ-ÇEVRE UYUMU VE KARİYER TATMİNİ ARASINDAKİ İLİŞKİLERİN MODELLENMESİ

Yıl 2020, Cilt: 23 Sayı: 43, 255 - 281, 30.06.2020
https://doi.org/10.31795/baunsobed.672408

Öz

Bu araştırma, kişi-çevre uyumu türlerinin kariyer tatmini ile nasıl ilişkili olduklarını gösteren bir teorik model geliştirmeyi ve test etmeyi amaçlamaktadır. Araştırmada kullanılan veriler İstanbul İlinde faaliyet gösteren beş yıldız otel işletmelerinin işgörenlerinden (n=431) elde edilmiştir. Geliştirilen teorik model yapısal eşitlik modellemesinden yararlanılarak test edilmiştir.İlk olarak,kişi-meslek uyumunun diğer kişi-çevre uyumu türleri üzerindeki etkileriincelenmiş ve kişi-meslek uyumunun talep-yetenek, ihtiyaç tamamlama, kişi-örgüt, kişi-yönetici, kişi-grup uyumu türlerini olumlu ve anlamlı olarak etkilediği sonucuna ulaşılmıştır. İkinci olarak, kişi-çevre uyumu türlerinin kariyer tatmini üzerindeki etkileri incelenmiştir. Bulgulara göre,talep-yetenek, ihtiyaç tamamlama ve kişi-grup uyumu kariyer tatminini olumlu ve anlamlı olarak etkilerken, kişi-örgüt ve kişi yönetici uyumu kariyer tatminini anlamlı olarak etkilememektedir. Aracılık etkisi açısından, kişi-meslek uyumu kariyer tatmini üzerinde doğrudan anlamlı bir etkiye sahip değildir. Buna karşın, kişi-meslek uyumu talep-yetenek, ihtiyaç-tamamlama ve kişi-grup uyumu aracılığıyla kariyer tatmini üzerinde dolaylı ve anlamlı bir etkiye sahiptir. Sonuç olarak, bu araştırma kişi-çevre uyumuve kariyer tatmini arasındaki karmaşık ilişkilere ışık tutarak alanyazına anlamlı bir katkı sunmaktadır.

Kaynakça

  • Abdalla, A., Elsetouhi, A., Negm, A., & Abdou, H. (2018). Perceived person-organization fit and turnover intention in medical centers: The mediating roles of person-group fit and person-job fit perceptions. Personnel Review, 47(4), 863-881.
  • Ali, F., Rasoolimanesh, S.M., Sarstedt,M., Ringle, C.M., ve Ryu, K. (2018). An Assessment of the Use of Partial Least Squares Structural Equation Modeling (PLS-SEM) in Hospitality Research. International Journal of Contemporary Hospitality Management, 30(1):514-538.
  • Anderson, J. C., & Gerbing, D. W. (1988). Structural Equation Modeling in Practice: A Review and Recommended Two-Step Approach. Psychological Bulletin, 103(3): 411–423.
  • Astakhova, M. N. (2016). Explaining the effects of perceived person-supervisor fit and person-organization fit on organizational commitment in the US and Japan. Journal of Business Research, 69(2), 956-963.
  • Ballout, H. I. (2007). Career success: The effects of human capital, person-environment fit and organizational support. Journal of Managerial Psychology, 22(8), 741-765.
  • Bednarska, M. A. (2017). Does the Effect of Person-Environment Fit on Work Attitudes Vary with Generations? Insights from the Tourism Industry. International Journal Of Management And Economics, 53(1), 65-83.
  • Bozionelos, N., Lin, C. H., & Lee, K. Y. (2019). Enhancing the sustainability of employees' careers through training: The roles of career actors' openness and of supervisor support. Journal of Vocational Behavior, 103333.
  • Breland, J. W., Treadway, D. C., Duke, A. B., & Adams, G. L. (2007). The interactive effect of leader-member exchange and political skill on subjective career success. Journal of Leadership & Organizational Studies, 13(3), 1-14.
  • Bretz, R. D., & Judge, T. A. (1994). The role of human resource systems in job applicant decision processes. Journal of Management, 20(3), 531–551.
  • Brislin, R. W. (1976). Comparative research methodology: Cross-cultural studies. International Journal of Psychology, 11(3), 215-229. Byrne, D. (1971). The attraction paradigm. New York: Academic Press.
  • Cable, D. M., & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of applied psychology, 87(5), 875-884.
  • Caplan, R. D., & Van Harrison, R. (1993). Person‐environment fit theory: some history, recent developments, and future directions. Journal of Social Issues, 49(4), 253-275.
  • Cha, J., Kim, Y., & Kim, T. Y. (2009). Person-career fit and employee outcomes among research and development professionals. Human Relations, 62(12), 1857-1886.
  • Choi, H. M., Kim, W. G., & McGinley, S. (2017). The extension of the theory of person-organization fit toward hospitality migrant worker. International Journal of Hospitality Management, 62, 53-66.
  • Chuang, A., Shen, C. T., & Judge, T. A. (2016). Development of a Multidimensional Instrument of P erson–E nvironment F it: The P erceived P erson–E nvironment F it S cale (PPEFS). Applied Psychology, 65(1), 66-98.
  • Colakoglu, S. N. (2011). The impact of career boundarylessness on subjective career success: The role of career competencies, career autonomy, and career insecurity. Journal of Vocational Behavior, 79(1), 47-59.
  • Durr II, M. R., & Tracey, T. J. (2009). Relation of person–environment fit to career certainty. Journal of Vocational Behavior, 75(2), 129-138.
  • Edwards JR, Caplan R.D, & Harrison RV. (1998). Person–environment fit theory: Conceptual foundations, empirical evidence, and directions for future research. In Cooper CL (Ed.), Theories of organizational stress. Oxford : Oxford University Press.
  • Edwards, J. R. & Shipp, A. J. 2007. The relationship between person-environment fit and outcomes: An integrative theoretical framework. In C. Ostroff & T. A. Judge (Eds.), Perspectives on organizational fit: 209-258. New York: Lawrence Erlbaum
  • Edwards, J. R. (2008). Person–environment fit in organizations: An assessment of theoretical progress. Academy of Management Annals, 2(1), 167-230.
  • Edwards, J. R., & Cooper, C. L. (1990). The person‐environment fit approach to stress: recurring problems and some suggested solutions. Journal of organizational behavior, 11(4), 293-307.
  • Edwards, J. R., Cable, D. M., Williamson, I. O., Lambert, L. S., & Shipp, A. J. (2006). The phenomenology of fit: linking the person and environment to the subjective experience of person-environment fit. Journal of Applied Psychology, 91(4), 802-827.
  • Ehrhart, K. H., & Makransky, G. (2007). Testing vocational interests and personality as predictors of person-vocation and person-job fit. Journal of Career Assessment, 15(2), 206-226.
  • Erbaş E. & Şahin Perçin, N. (2016) Kişi-çevre uyumu ve takım çalışması işlevsizliği ilişkisinde ahlâki çözülmenin aracı rolü. Yönetim ve Ekonomi Araştırmaları Dergisi 14(2), 77-91.
  • Erdogan, B., & Bauer, T. N. (2005). Enhancing career benefits of employee proactive personality: The role of fit with jobs and organizations. Personnel Psychology, 58(4), 859-891.
  • Erdogan, B., Kraimer, M. L., & Liden, R. C. (2004). Work value congruence and intrinsic career success: The compensatory roles of leader‐member exchange and perceived organizational support. Personnel Psychology, 57(2), 305-332.
  • Feij, J. A., Van Der Velde, M. E., Taris, R., & Taris, T. W. (1999). The development of person–vocation fit: A longitudinal study among young employees. International Journal of Selection and Assessment, 7(1), 12-25.
  • Festinger, L. (1957). A theory of cognitive dissonance. Stanford, CA: Stanford University.
  • Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of marketing research, 18(1), 39-50.
  • Glosenberg, A., Tracey, T. J., Behrend, T. S., Blustein, D. L., & Foster, L. L. (2019). Person-vocation fit across the world of work: Evaluating the generalizability of the circular model of vocational interests and social cognitive career theory across 74 countries. Journal of Vocational Behavior, 112, 92-108.
  • Greenhaus, J. H., Parasuraman, S., & Wormley, W. M. (1990). Effects of race on organizational experiences, job performance evaluations, and career outcomes. Academy of management Journal, 33(1), 64-86.
  • Greguras, G. J., & Diefendorff, J. M. (2009). Different fits satisfy different needs: Linking person-environment fit to employee commitment and performance using self-determination theory. Journal of Applied Psychology, 94(2), 465-477.
  • Gürlek, M.(2019). Hizmet odaklı yüksek performanslı insan kaynakları uygulamalarının işgören hizmet performansı üzerindeki etkisinde aracı ve düzenleyici değişkenlerin rolü. Gazi Üniversitesi Sosyal Bilimler Enstitüsü, Yönetim Organizasyon Anabilim Dalı, Yayımlanmamış Doktora Tezi, Ankara.
  • Gürlek, M., Erbaş, E. & Yeşiltaş, M. (baskıda). Affetmenin Gücü: Affetme İkliminin Öğrenme Odaklılık, Yardım Davranışı ve İşgören Mutluluğu Üzerindeki Etkileri. Yönetim Bilimleri Dergisi.
  • Hair, J.F., Hult, G.T.M. Ringle, C. M. & Sarstedt, M., (2017), A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM), 2nd edition Newbury Park, CA: Sage Publications, Inc.
  • Henseler, J., Hubona, G., & Ray, P. A. (2016). Using PLS path modeling in new technology research: updated guidelines. Industrial management & data systems, 116(1), 2-20.
  • Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115-135.
  • Holland, J. L. (1959). A theory of vocational choice. Journal of Counseling Psychology, 6, 35– 45.
  • Holland, J. L. (1997). Making vocational choices: A theory of vocational personalities and work environments (3rd ed.). Odessa, FL: Psychological Assessment Resources.
  • Hu, L. T., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural equation modeling: a multidisciplinary journal, 6(1), 1-55.
  • Irak, D. U. (2012). İşyerinde birey-çevre uyumu: kuramsal yaklaşımlar ve örgütsel psikolojideki yeri. Türk Psikoloji Yazıları, 15(30), 12-22.
  • Jansen, K. J., & Kristof-Brown, A. (2006). Toward a multidimensional theory of person-environment fit. Journal of Managerial issues, 193-212.
  • Jesús Suárez-Mendoza, M., & Zoghbi-Manrique-de-Lara, P. (2008). The impact of work alienation on organizational citizenship behavior in the Canary Islands. International Journal of Organizational Analysis, 15(1), 56-76.
  • Jiang, J. J., & Klein, G. (1999). Supervisor support and career anchor impact on the career satisfaction of the entry-level information systems professional. Journal of Management Information Systems, 16(3), 219-240.
  • Karatepe, O. M. (2012). Perceived organizational support, career satisfaction, and performance outcomes: a study of hotel employees in Cameroon. International Journal of Contemporary Hospitality Management, 24(5), 735-752.
  • Kieffer, K. M., Schinka, J. A., & Curtiss, G. (2004). Person-environment congruence and personality domains in the prediction of job performance and work quality. Journal of Counseling Psychology, 51(2), 168-177.
  • Kilroy, S., Flood, P. C., Bosak, J., & Chênevert, D. (2017). Perceptions of high‐involvement work practices, person‐organization fit, and burnout: A time‐lagged study of health care employees. Human Resource Management, 56(5), 821-835.
  • Kim, T. Y., & Kim, M. (2013). Leaders’ moral competence and employee outcomes: The effects of psychological empowerment and person–supervisor fit. Journal of Business Ethics, 112(1), 155-166.
  • Kong, H., Cheung, C., & Song, H. (2012). From hotel career management to employees’ career satisfaction: The mediating effect of career competency. International Journal of Hospitality Management, 31(1), 76-85.
  • Kristof, A. L. (1996). Person‐organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49(1), 1-49.
  • Kristof-Brown, A. L., & Stevens, C. K. (2001). Goal congruence in project teams: Does the fit between members' personal mastery and performance goals matter?. Journal of Applied Psychology, 86(6), 1083-1095.
  • Kristof-Brown, A. L., Jansen, K. J., & Colbert, A. E. (2002). A policy-capturing study of the simultaneous effects of fit with jobs, groups, and organizations. Journal of Applied Psychology, 87(5), 985-993.
  • Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individual's fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology. 58(2), 281-342.
  • Kristof-Brown, A., & Guay, R. P. (2011). Person–environment fit. In APA handbook of industrial and organizational psychology, Vol 3: Maintaining, expanding, and contracting the organization. (pp. 3-50). American Psychological Association.
  • Kültür ve Turizm Bakanlığı (2019). Turizm İşletmesi Belgeli Tesisler Listesi. https://yigm.ktb.gov.tr/TR-9579/turizm-tesisleri.html adresinden Kasım 2019’da alınmıştır.
  • Lam, W., Huo, Y., & Chen, Z. (2018). Who is fit to serve? Person–job/organization fit, emotional labor, and customer service performance. Human Resource Management, 57(2), 483-497.
  • Lee, Y. K., Kim, S. H., Kim, M. S., & Kim, H. S. (2017). Person–environment fit and its effects on employees’ emotions and self-rated/supervisor-rated performances: The case of employees in luxury hotel restaurants. International Journal of Contemporary Hospitality Management, 29(5), 1447-1467.
  • Lee, Y. T., Reiche, B. S., & Song, D. (2010). How do newcomers fit in? The dynamics between person—environment fit and social capital across cultures. International Journal of Cross Cultural Management, 10(2), 153-174.
  • Martin, J. P., Simmons, D. R., & Yu, S. L. (2014). Family roles in engineering undergraduates’ academic and career choices: Does parental educational attainment matter. International Journal of Engineering Education, 30(1), 136-149.
  • Merli, R., Preziosi, M., Acampora, A., & Ali, F. (2019). Why Should Hotels Go Green? Insights from Guests Experience in Green Hotels. International Journal of Hospitality Management, 81:169-179.
  • Muchinsky, P. M., & Monahan, C. J. (1987). What is person-environment congruence? Supplementary versus complementary models of fit. Journal of Vocational Behavior, 31(3), 268-277.
  • Ng, T. W., Eby, L. T., Sorensen, K. L., & Feldman, D. C. (2005). Predictors of objective and subjective career success: A meta‐analysis. Personnel Psychology, 58(2), 367-408.
  • Nguyen, N., & Borteyrou, X. (2016). Core self-evaluations as a mediator of the relationship between person–environment fit and job satisfaction among laboratory technicians. Personality and Individual Differences, 99, 89-93.
  • Nunnally, J. C. (1978). Psychometric Theory (2nd ed.). New York: McGraw-Hill.
  • O’Donohue, W., & Nelson, L. (2014). Alienation: An old concept with contemporary relevance for human resource management. International Journal of Organizational Analysis, 22(3), 301-316.
  • Oh, S. Y. (2018). Socialization tactics and youth worker adjustment: the mediating roles of fit perceptions. Career Development International, 23(4), 360-381.
  • Ringle, C. M., Wende, S., & Becker, J.-M. (2015). "SmartPLS 3". Boenningstedt: SmartPLS GmbH,
  • Schneider, B. (1987). The people make the place. Personnel Psychology, 40(3), 437–453.
  • Singaravelu, H. D., White, L. J., & Bringaze, T. B. (2005). Factors influencing international students’ career choice: A comparative study. Journal of Career Development, 32(1), 46-59.
  • Su, R., & Nye, C. D. (2017). Interests and person-environment fit: A new perspective on workforce readiness and success. In J. Burrus, K. D. Mattern, B. Naemi, & R. D. Roberts (Eds.). Building better students: Preparation for the workforce. New York: Oxford University Press.
  • Su, R., Murdock, C., & Rounds, J. (2015). Person-environment fit. APA handbook of career intervention, 1(1), 81-98.
  • Vahidi, N., Roslan, S., Abdullah, M. C., & Omar, Z. (2016). Relationship between need supply major fit and demand ability major fit with academic achievement. J. Educ. Hum. Dev, 5(2), 196-206.
  • van Vianen, A. E. (2018). Person–environment fit: A review of its basic tenets. Annual Review of Organizational Psychology and Organizational Behavior, 5, 75-101.
  • Van Vianen, A. E., Shen, C. T., & Chuang, A. (2011). Person–organization and person–supervisor fits: Employee commitments in a Chinese context. Journal of Organizational Behavior, 32(6), 906-926.
  • Vleugels, W., De Cooman, R., Verbruggen, M., & Solinger, O. (2018). Understanding dynamic change in perceptions of person–environment fit: An exploration of competing theoretical perspectives. Journal of Organizational Behavior, 39(9), 1066-1080.
  • Vogel, R. M., & Feldman, D. C. (2009). Integrating the levels of person-environment fit: The roles of vocational fit and group fit. Journal of Vocational Behavior, 75(1), 68-81.
  • Wang, M., Zhan, Y., Mccune, E., & Truxillo, D. (2011). Understanding newcomers’ adaptability and work‐related outcomes: Testing the mediating roles of perceived P–E fit variables. Personnel Psychology. 64(1). 163-189.
  • Wassermann, M., Fujishiro, K., & Hoppe, A. (2017). The effect of perceived overqualification on job satisfaction and career satisfaction among immigrants: Does host national identity matter?. International Journal of Intercultural Relations, 61, 77-87.
  • Westerman, J. W., & Yamamura, J. H. (2007). Generational preferences for work environment fit: Effects on employee outcomes. Career Development International, 12(2), 150-161.
  • Xiao, W., Zhou, L., Wu, Q., Zhang, Y., Miao, D., Zhang, J., & Peng, J. (2014). Effects of person-vocation fit and core self-evaluation on career commitment of medical university students: the mediator roles of anxiety and career satisfaction. International journal of mental health systems, 8(1), 1-6.
  • Xu, M., Qin, X., Dust, S. B., & DiRenzo, M. S. (2019). Supervisor-subordinate proactive personality congruence and psychological safety: A signaling theory approach to employee voice behavior. The Leadership Quarterly. 30(4), 440-453.
  • Yang, L. Q., Levine, E. L., Smith, M. A., Ispas, D., & Rossi, M. E. (2008). Person–environment fit or person plus environment: A meta-analysis of studies using polynomial regression analysis. Human Resource Management Review, 18(4), 311-321.
  • Young Seong, J., & Kristof-Brown, A. L. (2012). Testing multidimensional models of person-group fit. Journal of Managerial Psychology, 27(6), 536-556.
  • Yu, K. Y. T. (2016). Inter‐Relationships among different types of Person–Environment fit and job satisfaction. Applied Psychology, 65(1), 38-65.
  • Zhao, X., Lynch Jr, J. G., & Chen, Q. (2010). Reconsidering Baron and Kenny: Myths and truths about mediation analysis. Journal of Consumer Research, 37(2), 197-206.
Toplam 85 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Konular Psikolojide Davranış-Kişilik Değerlendirmesi
Bölüm İşletme
Yazarlar

Mert Gürlek 0000-0002-0024-7746

Yayımlanma Tarihi 30 Haziran 2020
Gönderilme Tarihi 8 Ocak 2020
Kabul Tarihi 3 Haziran 2020
Yayımlandığı Sayı Yıl 2020 Cilt: 23 Sayı: 43

Kaynak Göster

APA Gürlek, M. (2020). KİŞİ-ÇEVRE UYUMU VE KARİYER TATMİNİ ARASINDAKİ İLİŞKİLERİN MODELLENMESİ. Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 23(43), 255-281. https://doi.org/10.31795/baunsobed.672408

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