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.

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Doctor of Philosophy / Department of Hospitality Management & Dietetics / Chihyung Ok / Academics and practitioners alike have studied the concept of person-environment fit (P-E fit) during the last two decades. How well a person fits the work environment may be an effective indicator of attitudes and behaviors in organizations. P-E fit is not completely conceptualized, so existing studies of fit theory have focused only on particular dimensions of fit leading to contradictory results. Therefore, Study 1, using multi-dimensional environment fit, tested relationships among the environment fits, work related attitudes, and outcomes at the individual, group, and organization levels. In addition, Study 2 examined the effect of relationship qualities between hierarchical levels (supervisor-subordinate) and multi-dimensional fit on employee turnover intention. To empirically test the proposed relationships, 288 foodservice employees at continuing care retirement communities (22 facilities) statewide submitted questionnaires. Of these, 261 and 254 were usable in study 1 and study 2, respectively, for further data analysis. The results of structural equation modeling (Study 1) suggested that employee need-supply fit, demand-ability fit, person-group fit, and person-organization fit were positively related to employee need satisfaction. Further, need satisfaction was positively related to outcome variables like work engagement, interpersonal citizenship behavior, and organizational commitment. Results of hierarchical multiple regressions (for Study 2) showed that employee need-supply fit perception related negatively to turnover intention. The study also found that the leader-member exchange relationship moderated the need-supply fit and turnover intention. Thus, a close exchange relationship between leaders and subordinates could keep subordinates from leaving because of a need-supply misfit. Further discussion and managerial implications of the findings along with directions for future studies are provided.

In the field of organizational behavior, it has been a long-range debate whether personality attributes or situations impact individuals¡¦ behavior more significantly. Actually, person and work environment both can not be ignored, researcher have noticed the concept of person-environment (P-E) fit proved to influence various work outcomes significantly. Furthermore, there is an emerging issue about common method variance (CMV) in the field of fit researches. As a result, this research intends to develop four Q-sort profiles to apply Q-methodology for measuring P-O, P-J, P-S as well as P-G fit such that the bias of common method variance can be reduced. We proposed five research objectives in this research: (1) to develop four valid and manageable Q-sort profiles as indirect measures of P-O, P-J, P-G, and P-S fit; (2) to test the correlation between direct and indirect measures of P-E fit such that the criterion-related validity of the four Q-sort profiles can be verified; (3) to test the individual relationships between four main types of P-E fit and their outcome criteria so as to verify the criterion-related validity; (4) to understand the overall and relative impacts of four types of P-E fit on their outcomes; (5) to manifest the most desirable and undesirable organizational culture, job contents, supervisor leadership behaviors, and workgroup characteristics of employees in Taiwan. Thus, the four Q-sort profiles (i.e., condensed OCP, Job Characteristics Profile, Supervisor Leadership Profile, and Workgroup Characteristics Profile) have been developed, and validated by two categories of criteria (i.e. direct measures and work0related outcomes). Despite that the correlation between indirect and direct measures of P-E fit is not significant, indirect measure of P-O, P-J, P-G, and P-S fit are significantly correlated with at least three work-related outcomes. Next, we test our hypotheses with a regression analysis, and the result reveals that P-O and P-S fit have strong impacts on their work-related outcomes, but the impacts of P-J and P-G fit are not salient. Finally, we present the preferences of employees in Taiwan through their own rankings.

Studiens övergripande syfte är att undersöka sambanden mellan grundläggande värderingar, arbetssituation och arbetstillfredsställelse. De konkreta frågeställningarna är 1. Finns det något direkt samband mellan fem grundläggande värderingar och arbetstillfredsställelse? 2. Finns det ett samspel mellan grundläggande värderingar, arbetssituation och arbetstillfredsställelse? Undersökningens primära fokus är frågeställnigen 2. Det är en kvantitativ undersökning där multipel regressionsanalys används. Datamaterialet är hämtat från ESS (2010). Den beroende variabeln är arbetstillfredsställelse, de oberoende variablerna är fem grundläggande värderingar såsom självstyrning, stimulans, prestation, makt, trygghet och arbetssituation såsom autonomi i arbetet, varierande/utvecklande arbete, karriärmöjligheter, möjlighet att påverka beslut och anställningstrygghet. När det gäller frågeställning 1värderingarnas direkta betydelse för arbetstillfredsställelsenså visar de viktigaste resultaten på att det finns ett positivt samband mellan både självstyrning, stimulans och arbetstillfredsställelse. Men att värderingarna prestation, makt och trygghet däremot har en negativ effekt på arbetstillfredsställelse, d.v.s. dessa värderingar leder till en mindre tillfredställelse med arbetet. När det gäller frågeställning 2, värderingarnas samspel med arbetssituation och indirekta samband med arbetstillfredställelse, visar resultaten på att arbetstillfredsställelsen överlag ökar när man matchar personliga värderingar med en liknande arbetssituation. Framförallt gäller detta värderingar prestation, makt och trygghet.En tolkning av detta kan vara att dessa värderingar, enligt Schwartz, bygger på ängslan och är socialt orienterade, vilket då skulle kunna innebära att när man matchar dessa värderingar med en liknande arbetssituation så reduceras ängslan och det sociala samspelet individ (värdering) och miljö (arbetssituation) får därmed en extra tydlig positiv betydelse för arbetstillfredsställelsen. Personliga värderingar i sig själv har inte något entydigt samband med arbetstillfredsställelse, utan det är framförallt när en person ha rett arbete som överensstämmer med de egna värderingarna som arbetstillfredsställelsen ökar.

La presente ricerca è stata condotta per identificare le proprietà ambientali del veicolo pubblico che detengono il maggiore peso psicologico nel ridurre la percezione di affollamento, e quantificarne l'impatto sul benessere psicologico e sulla salute. L’affollamento rientra tra le esperienze negative più comuni associate all’utilizzo del trasporto pubblico. Ad oggi, accademici e policy makers concordano sull’importanza di ridurre l’esperienza di affollamento e le sue conseguenze, per migliorare l’esperienza di viaggio, e rendere il mezzo pubblico una soluzione di trasporto più sostenibile. La letteratura scientifica documenta il ruolo pervasivo giocato da alcune proprietà dell’ambiente fisico nel migliorare il funzionamento umano, ridurre la percezione di affollamento, e le sue conseguenze sulla salute e sul benessere psicologico: avere un livello di demarcazione dello spazio personale adeguato alle proprie esigenze, godere dell’accesso al contesto esterno, ed avere accesso ad uno scenario esterno con potenzialità rigenerative hanno dimostrato il peso più significativo. Nonostante ciò, è stato rivolto scarso interesse scientifico all’indagine delle strategie ambientali per ridurre l’affollamento nel contesto del trasporto pubblico. Sulla base di queste premesse, sono stati condotti tre studi sperimentali rivolti a: a) confermare il peso psicologico delle tre proprietà fisiche del veicolo pubblico considerate sulla percezione di affollamento e sul benessere psicologico; b) identificare i processi psicologici che spiegano l’impatto di ciascuna proprietà ambientale sulla percezione di affollamento; c) quantificare l’impatto delle condizioni ambientali più positive sul funzionamento umano durante brevi episodi di affollamento; d) verificare la validità di metodologie e tecnologie di simulazione per lo studio di condizioni sociali particolari, come l’affollamento. I risultati forniscono indicazioni interessanti per migliorare la progettazione di veicoli di trasporto pubblico, e per approfondire la conoscenza scientifica riguardante la congruenza uomo-ambiente in ambienti con specifiche funzioni: a) è confermato l’impatto protettivo delle tre proprietà fisiche considerate: avere a disposizione caratteristiche fisiche congruenti con il bisogno di coping per l’affollamento ha effetti concorrenti e conseguenti ad esperienze acute di densità sociale, anche brevi; b) emerge un effetto interattivo tra ambiente interno ed ambiente esterno al veicolo, che suggerisce di considerare le qualità fisiche dell’ambiente esterno per la progettazione di nuovi veicoli; c) nonostante alcune limitazioni emerse, le metodologie di simulazione impiegate in questa ricerca si sono rivelate un valido approccio per indagare l’impatto dell’ambiente fisico sul funzionamento psicologico in situazioni sociali particolari. / The present research was designed to identify the physical components of the public transport vehicle that help the most to reduce the perception of crowding, as well as to quantify their beneficial impact on human functioning. Crowding is among the primary determinants of adverse experiences on public transportation, thus, reducing its undesirable effects is a priority in both academic and practitioners’ agenda. The ubiquitous direct and indirect impact of the physical environment on human functioning, regarding affecting social perceptions, well-being and health are well documented. Among others, having a well-arranged demarcation of one’s personal space, and having access to the outdoor surrounding, especially when it has high regenerative potential, seem to have a primary importance. Nonetheless, no similar study has been conducted in the public transportation setting, so far. Accordingly, three experimental studies were carried out in order to: a) confirm the role of the three physical components herein examined in reducing the perception of crowding on public transportation; b) identify the psychological processes that explain the impact of each physical element on the perception of crowding; c) quantify the effect of the best environmental conditions on both health and well-being during short-term experience of crowding; d) verify the reliability of the methodological approach applied in these studies (i.e., well-controlled settings, simulator technologies) to investigate special social conditions, such as a social density situation. The results provided interesting suggestions to both advice practitioners in designing better public transportation services, and to deepen the scientific understanding of the person-environment fit in settings with specific functions: a) the beneficial impact of the three physical components examined on public transportation crowding was confirmed. Well-designed setting layout significantly buffers the aversive consequences of commuting crowding, even after short-term crowding experiences; b) A compensatory impact between the indoor and the outdoor physical attribute of the vehicle emerged, which leads to rethinking the spatial organization of public-transportation vehicle; c) despite the challenges associated with simulator technologies, the methodological approach applied in this research revealed to be a reliable contribution to the scientific investigation of the person-environment interaction during social interactions.

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 & 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 & 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