Research Article
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Modeling the Relationships Between Person-Environment Fit and Career Satisfaction

Year 2020, Volume: 23 Issue: 43, 255 - 281, 30.06.2020
https://doi.org/10.31795/baunsobed.672408

Abstract

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.

References

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KİŞİ-ÇEVRE UYUMU VE KARİYER TATMİNİ ARASINDAKİ İLİŞKİLERİN MODELLENMESİ

Year 2020, Volume: 23 Issue: 43, 255 - 281, 30.06.2020
https://doi.org/10.31795/baunsobed.672408

Abstract

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.

References

  • 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.
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There are 85 citations in total.

Details

Primary Language Turkish
Subjects Behaviour-Personality Assessment in Psychology
Journal Section Business
Authors

Mert Gürlek 0000-0002-0024-7746

Publication Date June 30, 2020
Submission Date January 8, 2020
Acceptance Date June 3, 2020
Published in Issue Year 2020 Volume: 23 Issue: 43

Cite

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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