A goal-opportunity model of acculturation, according to which sojourner’s goals align with the opportunities of the host culture (goal-opportunity cultural fit), can evaluate adaptation to a new sociocultural environment as functional, predictable, and meaningful. Although this new model of person-culture alignment builds on a previous construct of cultural fit (Ward & Chang, 1997), it aims to redefine the construct. Determining the right components of the person-culture alignment as the core of adaptation is nonetheless challenging, as there are different constructs that can be considered. Previous adaptation models have promoted person-culture alignment either as the mitigation of the sociocultural gap (cultural gap) between the native and host cultures (Church, 1982), or as the match (cultural fit) between specific personality traits (e.g., openness) and host culture norms (Ward & Chang, 1997). However, those models disregard valuable cognitive factors, such as autonomy, problem-solving ability, decision-making skills, achievement need, goal setting, motivation, participation, and effort. This thesis introduces goal-opportunity cultural fit as a contextual measurement of cultural adaptation in international students, as a group of sojourners with high achievement needs. Using exploratory analysis to refine a newly developed measurement instrument˗˗the Cultural Fit Questionnaire˗˗the current study attempts to show that this new person-culture alignment can be measured, predicted, and interpreted. It is expected that this proposed model of acculturation based on reinterpreting cultural fit as a goal-opportunity alignment will offer a better understanding of cultural adaptation in goal-driven sojourners with a need for achievement and autonomy, such as it is the case with international students. / Graduate

Thesis (M.S.)--Boston University / OBJECTIVE: The aim of this research study was to see if Nintendo Wii Fit is better able to improve balance in the elderly population when compared to the Matter of Balance program, which is evidence.-based and designed to promote health, balance and wellbeing to decrease the risk of falls. PARTICIPANTS: Residents of an independent living senior housing facility in the Boston area were recruited to participate in this study. A total of 32 residents ages 63 to 90 participated: Wii Fit n=11, Matter of Balance n=11, and Control n=1O. Methods: Participants were separated into three groups. Experimental group 1: The Wii Fit Group performed balance games on the Wii Fit in individual sessions twice a week for three weeks. Experimental group 2: The Matter of Balance Group performed exercises from the Matter of Balance Program in a group setting twice a week for three weeks. The control group received no intervention. Participants in the Wii Fit group had the addition of supplemental home exercises. Two balance and one health and wellness measure were used to determine whether there were any changes following intervention: the Berg Balance Scale, the Tinetti Gait and Balance Assessment, and the Short Form-36 Health Survey (SF-36). RESULTS: Repeated measures ANOV As were used to determine whether there was an effect of the interventions on balance, health and well-being and whether there were any differences between intervention groups. Scores were significantly improved at post-test for both balance assessments: Berg Balance Scale (F1,29= 17.034, p < 0.001); Tinetti Gait and Balance Assessment (F1,29 = 9.715, p < 0.004). The mean increases in balance scores were larger, but not significantly so, for the exercise groups as compared to the control group. Results from the Wii Fit Enjoyment Questionnaire showed that 81% of participants reported high levels of enjoyment while playing the Wii games. DISCUSSION AND CONCLUSION: The Wii Fit is an enjoyable form of exercise as self-reported from an elderly population. Balance improved in the Wii Fit group following intervention, but only a small amount and not significantly more than improvements made by the MOB-exercise and non-exercise control groups. It is likely that the three week duration of the Wii Fit intervention was too short a period to make a large and significant impact on elders' balance.

Analysis of measured data is often required when there is no deep understanding of the mathematics that accurately describes the process being measured. Additionally, realistic estimation of the derivative of measured data is often useful. Current techniques of accomplishing this type of data analysis are labor intensive, prone to significant error, and highly dependent on the expertise of the engineer performing the analysis. The ?Self-Smoothing Functional Estimation? (SSFE) algorithm was developed to automate the analysis of measured data and to provide a reliable basis for the extraction of derivative information. In addition to the mathematical development of the SSFE algorithm, an example is included in Chapter III that illustrates several of the innovative features of the SSFE and associated algorithms. Conclusions are drawn about the usefulness of the algorithm from an engineering perspective and additional possible uses are mentioned.

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This thesis consists of four papers that deal with several aspects of the measurement of model fit for categorical data. In all papers, special attention is paid to situations with sparse data. The first paper concerns the computational burden of calculating Pearson's goodness-of-fit statistic for situations where many response patterns have observed frequencies that equal zero. A simple solution is presented that allows for the computation of the total value of Pearson's goodness-of-fit statistic when the expected frequencies of response patterns with observed frequencies of zero are unknown. In the second paper, a new fit statistic is presented that is a modification of Pearson's statistic but that is not adversely affected by response patterns with very small expected frequencies. It is shown that the new statistic is asymptotically equivalent to Pearson's goodness-of-fit statistic and hence, asymptotically chi-square distributed. In the third paper, comprehensive simulation studies are conducted that compare seven asymptotically equivalent fit statistics, including the new statistic. Situations that are considered concern both multinomial sampling and factor analysis. Tests for the goodness-of-fit are conducted by means of the asymptotic and the bootstrap approach both under the null hypothesis and when there is a certain degree of misfit in the data. Results indicate that recommendations on the use of a fit statistic can be dependent on the investigated situation and on the purpose of the model test. Power varies substantially between the fit statistics and the cause of the misfit of the model. Findings indicate further that the new statistic proposed in this thesis shows rather stable results and compared to the other fit statistics, no disadvantageous characteristics of the fit statistic are found. Finally, in the fourth paper, the potential necessity of determining the goodness-of-fit by two sided model testing is adverted. A simulation study is conducted that investigates differences between the one sided and the two sided approach of model testing. Situations are identified for which two sided model testing has advantages over the one sided approach.

The main goal of this study is to understand factors in implementations of mobile guide systems in exhibitions and to discuss how ¡§ fit¡§ and ¡§viability¡§ perspectives affect the wiliness of exhibitors to implement mobile guide systems. The study begins with interviews with Professor Hong Wanlong and Mr. Zhangjian Zhiting of National Science and Technology Museum, to understand how exhibitors evaluate mobile guide systems. Combined with analysis and induction of perspectives and variables from studies of past journals, sub-perspectives of ¡§ fit¡§and ¡§viability¡§ are built. Then, for a through statistical survey, a questionnaire survey is conducted to explore the wiliness of exhibitors to implement mobile guide systems. Analysis revealed that localization, sufficient storage for databases, mobility and timeliness showed positive correlations between the ¡§ fit¡§ perspective, while financial concern, infrastructure of information technology, support from top management and capability of information technology department showed their positive correlations with the ¡§viability¡§ perspective. However, the ¡§financial concern¡¨ factor showed a lower significance level than others, indicating that for exhibitors the factor is taken into account but not the most important concern.

Person-environment (PE) fit has been considered one of the most pervasive concepts in psychology. This study presents an integrative investigation of three levels of PE fit: person-vocation (PV) fit, person-organization (PO) fit, and person-job (PJ) fit, using multiple conceptualizations (e.g., value congruence, needs-supplies fit) of each fit level. While a trend in the PE fit literature has been the inclusion of only one fit level with a single conceptualization, researchers call for the addition of multiple conceptualizations of multiple fit levels in a single study. Traditionally, PO fit has been conceptualized as value congruence, whereas PV fit has remained untouched in the literature investigating the direct measurement of fit perceptions. Therefore, new fit perceptions scales assessing PO fit using a needs-supplies fit conceptualization and PV fit using a variety of conceptualizations were introduced. To address the limitation of employing direct measures, common method variance was modeled with a positive affect factor. The study accomplished two objectives. First, a previously supported three-factor model of fit perceptions consisting of PO value congruence (PO-VC), PJ needs-supplies (PJ-NS), and PJ demands-abilities (PJ-DA) fit was strongly replicated. Second, this model was expanded by examining additional conceptualizations (needs-supplies, demands-abilities fit, value, personality, and interest congruence) of fit levels (PV, PO, and PJ fit). Results suggested that professionals make distinctions based on both the fit level and fit conceptualization and these fit perceptions uniquely influence their attitudes and behaviors. A six-factor model (PO-VC, PJ-NS, PJ-DA, PO needs-supplies fit [PO-NS], PV demands-abilities fit [PV-DA], and general PV fit) best fit the data. Providing ample evidence of construct validity, PO fit perceptions (PO-VC and PO-NS fit) were related to the organization-focused outcome of organizational identification, whereas the profession-focused outcome of occupational commitment was exclusively predicted by PV fit perceptions (PV-DA and general PV fit). As expected, both needs-supplies fit perceptions (PO-NS and PJ-NS fit) predicted intentions to quit and job satisfaction. Recommendations for future research are suggested.

This qualitative study aims to gain a deepened understanding of talent acquisition in small finance companies' selection processes by focusing on person-job and person-organization fit. Talent acquisition is defined as hiring quality candidates that meet the organization's needs (Mathis et al., 2016). It is crucial to hire the right candidates since the organization is less likely to succeed without qualified employees (Mathis et al., 2016). This study focuses on two aspects of person-environment fit: person-job fit and person-organization fit. Ensuring these aspects can lead to successful employment (Sekiguchi, 2004). Person-job fit evaluates three factors, knowledge, skills, and abilities (KSA), and how they match the job task (Carless, 2005). Person-organization also evaluates three factors, attraction-selection-attrition, and how they match the employees' values and the organization's values and needs (Verquer et al., 2002).  The empirical data is based on semi-structured interviews with six small finance companies, where we gained a deepened understanding of their employee selection process. We connect previous research to our empirical data to gain a deepened understanding of how small finance companies can acquire talented candidates by ensuring person-job fit and person-organization fit. We used a thematic analysis to code our empirical data and draw conclusions from it.  This study has shown that knowledge is not as accounted for as previous research claims. Small finance companies consider a candidate’s skills and abilities more. Skills are assessed by job-related tests that show how fast and at what level the candidate will be able to perform. Ability is the most critical factor that small finance companies consider. If the candidate shows dedication and an entrepreneurial mindset, it indicates that the candidate possesses certain traits that the small finance companies desire. Attraction is whether the candidate and the organization share the same values and small finance companies can tailor-make roles to attract talented candidates. Selecting talent in small finance companies depends on the candidate's ability to fit into the group dynamic rather than fitting into the organization’s culture. The candidate and the organization’s expectations of attrition must match. However, it is up to the small finance companies to keep their employees satisfied.

Titel: Hur kan hög personalomsättning i mäklaryrket motverkas? - En studie kring samspelet mellan medarbetare, jobb och organisation.   Nivå: Examensarbete på Grundnivå i ämnet företagsekonomi.   Författare: Felicia Johansson &amp; Selma Lundgren   Handledare: Monika Wallmon   Datum: 2021-juni   Syfte: Studien avser att med hjälp av modellen person-environment fit analysera hur samspelet mellan person, jobb och organisation inverkar på personalomsättningen bland fastighetsmäklare.   Metod: Uppsatsen är ett resultat av en kvalitativ studie med utgångspunkt i deduktiv forskningsansats. Det empiriska materialet som ligger till grund för studiens analys och slutsats har samlats in genom semistrukturerade intervjuer med tio fastighetsmäklare. Materialet har transkriberats för att därefter kunna urskilja mönster och kopplingar till den valda teorin.   Resultat &amp; slutsats: Studiens resultat visar på att de fastighetsmäklare som valt både ett yrke samt en organisation som bäst liknar dem själva är mer benägna att stanna inom dessa. Yrkesegenskaper som är attraktiva hos de tillfrågade fastighetsmäklarna inkluderar frihet och variation, medan vid val av organisation är liknande värderingar, trivsel samt ett individanpassat ledarskap av största vikt. Studien visar även på att matchning inte är något som är statiskt utan förändras över tid, exempelvis gällande framtidsplaner, mål och behov av ledarskap.     Examensarbetets bidrag: Uppsatsen har bidragit till det företagsekonomiska fältet genom att addera en ny dimension av modellen person-environment fit utifrån ett medarbetarperspektiv i den svenska fastighetsmäklarbranschen. Studien har dessutom skildrat vilka faktorer som är betydelsefulla för att en fastighetsmäklare ska stanna i branschen såväl som i en organisation, vilket är användbar kunskap vid rekryteringsprocesser.    Förslag till fortsatt forskning: Denna studie har fokuserat på aktiva fastighetsmäklare och varför de valt att stanna i branschen samt i en viss organisation utifrån person-environment fit. Det är därför av intresse att studera varför före detta fastighetsmäklare valt att avsluta sina karriärer utifrån samma teorimodell. Utifrån hur respondenterna i denna studie berättat om vikten av trivas med kollegor och ledare vore det vidare intressant att studera personalomsättningens påverkan med hänsyn till person-group samt person-supervisor fit. Nyckelord: Person-environment fit, person-job fit, person-organization fit, kompletterande matchning, likhets-matchning, fastighetsmäklare