This dissertation used a person-environment fit theoretical framework to examine the influence of person-job misfit as an organizational stressor on strain and well-being outcomes for emergency responders. Independent variables consisted of job attributes such as skill variety, task identity, task significance, autonomy and job-based feedback. These job characteristics are often used in work redesign efforts as they are amendable to organizational change initiatives. Dependent variables included strain outcomes relevant to those working in emergency services: physical symptoms, burnout, and secondary traumatic stress. Also, to include a positive aspect of emergency services work, the well-being outcome of compassion satisfaction was examined. Data were collected from 358 emergency responders across the United States via online survey, including law enforcement, firefighters, police/fire/medical dispatch, emergency medical technicians, and paramedics. Methodology utilized polynomial regression analysis in which joint linear and curvilinear effects from two predictors upon one outcome correspond to a three-dimensional response surface reflecting the fit-outcome relationship. This approach allowed a detailed examination of the nature of fit and the nature of misfit for each job attribute in relation to strain and well-being. Maximum likelihood with bootstrapping was used to estimate model parameters and test response surface features. Findings identified several influential fit-outcome relationships including skill variety fit-compassion satisfaction (a1 = 0.366), task identity fit-burnout (a2 = -0.083), task significance fit-burnout (a1 = -0.241) task significance fit-compassion satisfaction (a1 = 0.496,), job-based feedback fit-physical symptoms (a1 = -3.807), job-based feedback fit-burnout (a1 = -0.323), and job-based feedback fit-compassion satisfaction (a1 = 0.391). In terms of misfit, task identity misfit was related to secondary traumatic stress (a3 = -0.209) and job-based feedback misfit was related to burnout (a3 = -0.234). Conclusions regarding identified fit-outcome relationships suggested a potential to reduce frequency of physical symptoms, burnout, and secondary traumatic stress and increase employees’ experience of compassion satisfaction by considering employees’ preference for these job characteristics. On the basis of these findings, opportunities for Emergency Services Management agencies to facilitate wellness for personnel, as well as future research directions are discussed.

In this study systems thinking approaches were applied to uncover the structure of the e-learning practitioner construct. Assumptions abducted from the systemic view of the e-learning practitioner construct hold that the e-learning practitioner system involves the e-learning practitioner and the e-learning practice as two subsystems that interact in the e-learning work environment. The characteristics of the subsystems are patterned to reflect their respective structures, which collaboratively construe the structure of the e-learning practitioner system. Different lenses were used to take ’snapshots’ and to illuminate the separate parts (the environment, the e-learning practitioner and the e-learning practice) of the system and to tell the e-learning practitioner’s story. Work behavioural styles expressed in terms of DISC language were used to describe a particular aspect of work personality structure. A personality-orientated job analysis, namely the Human Job Analysis, was used to identify and describe job characteristics and job structure. Person characteristics from the individual and characteristics from the job are the inputs into the e-learning practitioner system, and through a process of reciprocal interaction lead to certain outputs, for example person-job (P-J) fit, moderated by environmental influences, and constantly monitored by feedback systems. Environmental changes act as drivers in the system and practical interventions, such as the implementation of support programmes, job redesign and career development, may be applied as leverage points to change the output, for example to create a number of P-J fit scenarios. The characteristics of each subsystem and their relationships form the building blocks of the system structured in an e-learning P-J fit triad. Triad congruence is dependent on the characteristics of each leg of the triad, as well as influences and drivers from the environment. The different parts work together towards a specific goal according to a specific plan driven by organising principles to fulfil a common purpose, which gives meaning to the system. Different scenarios may alter the congruence of these three legs, which may then emerge in different configurations from their latent position. To gain a better understanding of this construct, a case study was applied focusing on the characteristics and work behavioural styles of e-learning practitioners in the e-learning work environment at the Tshwane University of Technology. A bricolage of data collection methods and instruments was applied to collect evidence for answering the research questions. Rich and varied sources of data, for example interviews, participant observation, documents and archival records, were tapped during the data collection phase. Data analysis included quantitative and qualitative analysis, and reasoning though both inductive and abductive logic. Synthesis of these research findings resulted in a classifying scheme as a form for expressing the latent structure of the five possible e-learning scenarios to answer the main research question: “What is the latent structure of the e-learning practitioner construct?” The study focused on the creation of knowledge about the ‘goodness of fit’ between the e-learning practitioner and the e-learning job in the e-learning environment by using the combined languages of systems thinking and the DISC profiling system. The uniqueness of this study pertains to the following: -- the interplay between the characteristics of e-learning practitioners, the e-learning practice and the e-learning environment; -- P-J fit scenarios in the e-learning environment, and -- a classification scheme for the e-learning practitioner construct displaying five categories, namely job structure, job theme, person attributes, roles and applications against the dimensions of an environmental structuredness continuum. Findings from this research may support initiatives to establish benchmarks for the e-learning practitioner job description. Practical applications may be useful to practitioners using electronic learning management systems and to planners of staff development and e-learning training programmes. / Thesis (PhD (Curriculum Studies))--University of Pretoria, 2007. / Curriculum Studies / unrestricted

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Tyrimo tikslas - nustatyti ryšius tarp valstybės tarnautojų subjektyviai suvokiamo atitikimo darbui, pasitenkinimo darbu ir kognityvinių stilių (darbuotojų, darbo aplinkos ir šių stilių atitikimo) bei empiriškai patikrinti teorinį šių ryšių modelį. Tyrime dalyvavo 168 darbuotojai, dirbantys valstybės tarnyboje. Vadovaujantis Kirton adaptyvaus – novatoriško kognityvinio stiliaus teorija, šiame tyrime analizuojamas valstybės tarnautojų kognityvinis stilius ir kognityvinis stilius, kurio reikalauja darbo aplinka valstybės tarnyboje. Asmens - aplinkos atitikimo teorijos pagrindu, analizuojamas šių kognityvinių stilių atitikimas bei subjektyviai suvokiamas atitikimas darbui. Taip pat analizuojami šių dviejų atitikimo tipų ryšiai su pasitenkinimu darbu. Vadovaujantis teorinėmis žiniomis sudarytas modelis, kuris buvo patikrintas empiriškai. Siekiant nustatyti, kaip kognityviniai stiliai (asmens, darbo aplinkos bei jų sąveika) susiję su subjektyviai suvokiamu atitikimu darbui ir pasitenkinimu darbu, sudarytos dvi regresijos lygtys. Abiem atvejais reikšmingos prognozinės vertės turėjo darbuotojams būdingas kognityvinis stilius bei darbuotojo – darbo aplinkos kognityvinių stilių sąveika. Regresinė analizė atskleidė, kad subjektyviai suvokiamo atitikimo darbui prognozei yra svarbesnė šių kognityvinių stilių sąveika, o pasitenkinimo darbu prognozei – darbuotojams būdingas kognityvinis stilius. Šio tyrimo rezultatai rodo, kad valstybės tarnautojai, kuriems būdingas adaptyvus... [toliau žr. visą tekstą] / The aim of the study was to assess the relationships between civil servants’ subjectively perceived person – job fit, job satisfaction and cognitive styles (employees’, job environment’s and their fit) as well as to test empirically the theoretical model of these relationships. The subjects of the study were 168 public service employees. Based on Kirton’s adaption – innovation cognitive style theory, this study examines civil servants’ cognitive style and their perceptions of cognitive style required by the job environment. Using person – environment fit theory as the theoretical framework, this study examines the fit between these two styles as well as subjectively perceived person – job fit. Also, we explore relations of these two types of fit with job satisfaction. According to theoretical knowledge, a special model was developed and tested empirically. In order to test how cognitive styles (person’s, job environment’s and interaction of them) are related to subjectively perceived person – job fit and job satisfaction, two regression equations were formed. In both cases, the employees’ cognitive style and the interaction of employee – job environment cognitive style were of significant predictable value. Regression analysis showed that interaction of cognitive styles is the most important predictor for subjectively perceived person – job fit, while employees’ cognitive style is the most important predictor for job satisfaction. The results of this study suggest that those... [to full text]

Indiana University-Purdue University Indianapolis (IUPUI) / In today’s workforce, multitasking on the job has become increasingly important. However, past research has characterized multitasking primarily as a counterproductive work strategy. Drawing from the theory of person-job (PJ) fit, in this this study it is proposed that multitasking may not always result in performance decrements but rather that people’s perceptions and experiences of multitasking may differ depending on individual differences. The theory of PJ fit suggests positive outcomes when there is a match between employee preferences, abilities and job characteristics. Using this framework, this study proposes the concept of multitasking fit and predicts that a match between multitasking preferences and multitasking job demands will result in positive work attitudes. Lastly, it is predicted that higher working memory will lead to higher job performance, especially in jobs requiring higher amounts of multitasking. This study found that PJ fit had generally positive effects on work-related outcomes such as job satisfaction, organizational commitment, turnover intentions, and strains. Due to measurement issues, the relationship between working memory and job performance could not be assessed. However, the results of this study relating to PJ fit suggest that perhaps multitasking is not always a bad strategy within the workplace and that its consequences may instead depend on the degree of fit between an individual and his or her working environment.

M. Tech. (Department of Human Resource Management, Faculty of Management Sciences), Vaal University of Technology. / The face of South African (SA) universities’ academic environment has changed over the past decade, primarily propelled by transformation issues, new policies and practices, which also required academics to have certain skills and attributes. Recruiting and retaining key academics in the public higher education (HE) are not once-off events; they are ongoing processes that involve analysing the needs, culture and practices of the organisation and identifying individuals whose skills and personalities better meet those organisational needs. Given the rapid restructuring and transformation of SA public HE, recruiting and retaining of essential talent has been a huge challenge experienced by higher education institutions (HEIs). Research relating to how HEIs could better attract and retain key talent has, however, been scarce; as such, this study aims to fill the existing gap in the literature. Against this background, this study aimed at exploring the influence of person-environment fit (PEF), person-organisation fit (POF) and person-job fit (PJF) on career satisfaction (CS) and the influence of CS on intention to leave (ITL) among university academics. Embedded within a positivist paradigm, the study followed a quantitative research approach. A structured questionnaire was used to measure study constructs. In addition to the soliciting information on the demographic variables, respondents were requested to complete five different measuring scales, namely the general environment fit scale (GEFS), organisational culture profile (OCP), the knowledge, skills and ability profile (KSAP), the career satisfaction scale (CSS) and the intention to leave scale (ITLS). A total of 550 questionnaires were distributed to the identified sample of university academics and from that distribution only 202 questionnaires were used for data analysis. Descriptive statistics techniques as well as correlation and regression analysis were used to evaluate academics’ perceptions and relationships between study constructs. Findings revealed the existence of strong positive associations between the three fit constructs and CS and a negative association between CS and ITL. The findings also propose that the HEI could use fit dimensions to increase the level of academics’ CS and reduce their proclivity to leave the HEI. Academics’ CS can be enhanced by the implementation of a career advancement policy that will ensure that academics are provided with fair and equal training and development opportunities and are promoted based on their individual performances. To constantly reduce the propensity to leave the institution, the HEI could continuously satisfy career goals of academics through the provision of career progression opportunities.

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Knowledge has been recognized as an important resource that should be carefully managed in order to enhance organizational competitiveness. Therefore, it is important to manage knowledge resources that have been learned and stored in organizations. Several scholars in the public administration literature have examined whether public service motivation (PSM) can help employees share their knowledge in ways that contribute to the effective functioning of public organizations. However, the mechanisms by which PSM influences individuals’ propensity to share knowledge have not been clarified by past research. Against this background, at first, this study contributes to understanding the relationship between PSM and knowledge sharing by applying self-determination theory with a logical insight of the intrinsic knowledge sharing motivation process. This study also examined that relationship by testing three competing psychological mechanisms based on person-environment (P-E) fit theory: (1) person-group (P-G) fit, (2) person-job (P-J) fit, and (3) person-supervisor (P-S) fit. The research questions for this study are as follows: Do individuals with higher levels of PSM have a higher propensity toward knowledge sharing? Does the congruence between employees and their work environment increase employees’ knowledge sharing behavior? Do PSM-driven employees have higher willingness to fit in the work environment? Does P-E fit theory help explain the causal relationship between PSM and knowledge sharing? Based on primary data of 1,094 occupationally diverse employees working in 33 local governments in South Korea, the current study found that caution should be exercised when making claims regarding the effects of PSM on individuals’ propensity to share knowledge and that greater emphasis should be placed on ways public sector organizations can foster P-G fit and P-J fit. However, this study also found that the relationship between PSM and knowledge sharing is not mediated by the extent to which employees perceive that their values are congruent with those of their supervisors. Keywords: public service motivation (PSM), person-environment fit (P-E fit), person-group fit (P-G fit), person-job fit (P-J fit), person-supervisor fit (P-S fit), knowledge sharing