Associations between person-environment fit and mental health - results from the population-based LIFE-Adult-Study.

Within occupational settings, mental health of employees can be affected by complex interactions between individuals and their work environment. The aim of this cross-sectional analysis was to investigate the association between person-environment fit and mental health in employees. Data of n = 568 participants from the LIFE adult cohort study was analysed, including socio-demographic characteristics, three dimensions of person-environment fit (P-E fit), symptoms of depression and anxiety. Assessment took place between 2017 and 2021. Statistical analysis included descriptive analyses as well as generalized linear regression models adjusted for age, gender, socioeconomic status, marital status, and job status. Correlational analysis revealed significant associations between age, marital status, SES, employment status, symptoms of depression and anxiety and P-E fit. According to regression models, greater perceived fit between person and organization was associated with lower depression scores and lower symptoms of anxiety. Higher perceived fit between demands and abilities was significantly related to lower severity of depression and anxiety. Similarly, participants reporting a higher fit between needs and supplies, exhibited less symptom severity regarding depression and anxiety. These results underline the importance of person-environment fit regarding mental health. Finding ways to obtain an optimal balance should not only be recognized as an important factor for health and well-being, but might also be beneficial for organizations and employers in the long-term.

Assessing the Impact of Person-Environment fit on Turnover Intention Through Multiple Linear Regression.

Focusing on key antecedents of intended turnover may enable organizations to intervene before reaching scenarios where employee turnover is inevitable. The current study aimed to establish which type of fit plays the most prominent role in employees' turnover intention. To achieve this aim, multiple linear regression was used. By establishing which type of fit influences employees' thoughts of quitting the most, organizations can adopt better retention strategies as opposed to casting a net and hoping for the best. This cross-sectional study used secondary data from 384 retail employees. Three distinct fit scales and a turnover intention scale were administered. The study's hypothesis was assessed through multiple linear regression, relative weight analysis, and commonality analysis. Needs-supplies fit was the only variable that had a statistically significant negative association with turnover intention. Needs-supplies fit had the biggest contribution (23.64%) to the multiple R2 value (34.25%) of the multiple linear regression model. Commonality analysis showed that needs-supplies fit accounted for the highest percentage (16.85%) of unique variance in explaining turnover intention. To enhance the probability of retaining employees, organizations may want to fine-tune their retention strategies based on establishing congruence between what employees need and what can be done to meet these desired needs. The current study stresses the importance of distinguishing between different types of person-environment fit as they may not similarly relate to outcomes.

A comparison between different ways to assess demands-abilities fit in higher education: Empirical results and recommendations for research practice.

Researchers studying person-environment fit can choose between various measurement approaches. Even though these measures are distinctly different, they often get used interchangeably, which makes interpreting the results of person-environment fit studies difficult. In the present article, we contrast the most commonly used measurement approaches for person-environment fit in higher education and compare them in terms of explained variance. We obtained data on the fit as well as subjective and objective study-related outcomes of N = 595 university students. We analyzed the fit between the demands of the study program and the abilities of the student, using the algebraic, squared and absolute difference score, response surface analysis (RSA), and direct fit as measurement approaches. Our results indicate that RSA explains the most variance for objective outcomes, and that direct fit explains the most variance for subjective outcomes. We hope that this contribution will help researchers distinguish the different measurement approaches of demands-abilities fit (and ultimately person-environment fit) and use them accordingly.

Promoting Employee Green Behavior Through the Person-Organization Fit: The Moderating Effect of Psychological Distance.

The importance of employee green behavior (EGB) to an enterprise's green development goal is increasingly emphasized in many industries. However, to date promoting EGB through interaction, namely between individuals and organizations, has not been a central concern. Therefore, from the perspective of the person-organization fit, this study considers the psychological distance between employees and the organization as a moderating variable, exploring the mechanisms of values fit, needs-supplies fit, and demands-abilities fit on green behaviors as within and outside the scope of employee responsibility. After collecting the results of questionnaires from 412 employees, our hypotheses were tested using the Structural Equation Model (SEM). The results show that (1) person-organization fit can effectively promote EGB in the workplace. However, different types of person-organization fit have different influencing paths and effect-strengths on employees' task-related green behavior and proactive green behavior. (2) Values fit has the greatest incentive effect on EGB, followed by demands-abilities fit, while needs-supplies fit promotes only eco-helping behavior. (3) Psychological distance has a significant moderating effect on the relationship between the person-organization fit and EGB. The effect of person-organization fit on EGB is enhanced when employees are close with less emotional distance, while the effect is weakened in the case of close expectation distance. Finally, this study provides suggestions for enterprise managers providing ways to motivate EGB through the selection and allocation of human resources.

Person-Environment Fit and Employee Creativity: The Moderating Role of Multicultural Experience.

Previous research has demonstrated the positive effects of congruent personal and environmental characteristics on creativity. None of them, however, has tested the formal theory of person-environment fit for predicting creativity in the context of multicultural experiences. This study examined the effects of two versions of person-environment fit (Demands-abilities fit and Needs-supplies fit) on employee creativity in China, taking into account the moderating role of multicultural experiences. The results, based on the data of East Asian Social Survey in the Chinese General Social Survey (CGSS) in 2015, showed employees with demands-abilities fit have lower creativity than those with demands-abilities misfit; nevertheless, the demands-abilities fit creates a growing impact on employee creativity with increasing multicultural experience. Additionally, the higher the needs-supplies fit, the stronger the employee creativity; and, the needs-supplies fit creates a growing impact on employee creativity with increasing multicultural experience. It shows that different versions of person-environment fit have different effects on employee creativity and multicultural experience moderated the effects of person-environment fit on employee creativity. Implications for research and practice are discussed.