Commenced in January 2007
Frequency: Monthly
Edition: International
Paper Count: 30067
Person-Environment Fit (PE Fit): Evidence from Brazil

Authors: Jucelia Appio, Danielle Deimling De Carli, Bruno Henrique Rocha Fernandes, Nelson Natalino Frizon

Abstract:

The purpose of this paper is to investigate if there are positive and significant correlations between the dimensions of Person-Environment Fit (Person-Job, Person-Organization, Person-Group and Person-Supervisor) at the “Best Companies to Work for” in Brazil in 2017. For that, a quantitative approach was used with a descriptive method being defined as a research sample the "150 Best Companies to Work for", according to data base collected in 2017 and provided by Fundação Instituto of Administração (FIA) of the University of São Paulo (USP). About the data analysis procedures, asymmetry and kurtosis, factorial analysis, Kaiser-Meyer-Olkin (KMO) tests, Bartlett sphericity and Cronbach's alpha were used for the 69 research variables, and as a statistical technique for the purpose of analyzing the hypothesis, Pearson's correlation analysis was performed. As a main result, we highlight that there was a positive and significant correlation between the dimensions of Person-Environment Fit, corroborating the H1 hypothesis that there is a positive and significant correlation between Person-Job Fit, Person-Organization Fit, Person-Group Fit and Person-Supervisor Fit.

Keywords: Human resource management, person-environment fit, strategic people management, best companies to work for.

Digital Object Identifier (DOI): doi.org/10.5281/zenodo.2643569

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF

References:


[1] G. Demo, N. Fogaça and A. C. Costa, “Políticas e práticas de gestão de pessoas nas organizações: cenário da produção nacional de primeira linha e agenda de pesquisa.” Cadernos EBAPE. BR, v. 16, n. 2, p. 250-263, 2018.
[2] B. Ventorini and A. Garcia, “Relacionamento interpessoal: da obra de Robert Hinde à gestão de pessoas.” Revista Psicologia Organizações e Trabalho, 4(2), 117- 143, 2004.
[3] U. F. Barbieri, “Gestão de Pessoas nas Organizações: O Talento Humano na Sociedade da Informação.” São Paulo: Atlas, 2014.
[4] M. A. Camargos and A. T. Dias, “Estratégia, administração estratégica e estratégia corporativa: uma síntese teórica.” REGE -Revista de Gestão, v. 10, n. 1, 2010.
[5] F. Chiappeli and M. M. Kutschman, “Person-environment (P-E) fit in dental practice.” Dent Hypotheses, 7:1-3. 2016.
[6] J. A. Tibola, “Práticas de gestão de pessoas, alinhamento pessoa-ambiente de trabalho e performance organizacional: um estudo nas “melhores empresas para você trabalhar” no Brasil.” Tese (Doutorado em Administração), Universidade Positivo, Curitiba, Brasil, 2012.
[7] K. A Lewin, “Dynamic theory of personality.” New York, NY, US: McGraw-Hill, 1935.
[8] H. A. Murray, “Explorations in Personality.” New York: Oxford University Press, 1938.
[9] S. R. Carvalho, “The influence of person: compatibility work on engagement at work.” 80 f. Dissertação (Mestrado em Gestão de organizações) - Universidade Metodista de São Paulo, São Bernardo do Campo, 2015.
[10] J. Appio and B. H. R. Fernandes, “Práticas de Gestão de Pessoas, Alinhamento Pessoa-Ambiente de Trabalho e Índices de Turnover: um estudo nas “Melhores Empresas Para Você Trabalhar” no Brasil.” BASE - Revista de Administração e Contabilidade da UNISINOS, v. 12, n. 2, p. 82-95, 2015.
[11] F. Parsons, “Choosing a vocation.” Boston, MA: Houghton Mifflin, 1909.
[12] R. Su; C. D., Murdock and J. Rounds, “Person-environment fit.” APA handbook of career intervention, v. 1, p. 81-98, 2015.
[13] J. R. Edwards, “An examination of competing versions of the person-environment: Fit approach to stress.” Academy of Management Journal, 39(2), 292-339, 1996.
[14] S. H. Osipow, “Applying person-environment theory to vocational behavior”. Journal of Vocational Behavior, 31, 333-336, 1987.
[15] P. M. Muchinsky, and C. J. Monahan, “What is Person-Environment congruence? Suplementary versus complementary models of Fit.” Journal of Vocational Behavior, vol. 31, pp. 268-277, 1987.
[16] L. A. Pervin, “Person-environment congruence in the light of the person–situation controversy.” Journal of Vocational Behavior, 31, 222–230, 1987.
[17] J. R. Edwards, and C. L. Cooper, “The Person-Environment Fit approach to stress: Recurring problems and suggested solutions.” Journal of Organizational Behavior, vol. 11, pp. 293-307, 1990.
[18] A. Giddens, “Social Theory and Modern Sociology.” Cambridge: Polity Press; 1987.
[19] A. L. Kristof-Brown, C. S. LI and B. Scheider, “Fitting In and Doing Good: A Review of Person–Environment Fit and Organizational Citizenship Behavior Research.” The Oxford Handbook of Organizational Citizenship Behavior, 2016.
[20] J. A. Chatman, “Improving interactional organizational research: A model of person-organization fit.” Academy of Management Review, 14, 333–349. 1989.
[21] J. Werbel and S. M. Demarie, “Aligning strategic human resource management and person-environment fit: A strategic contingency perspective.” Academy of Management Proceedings & Member Directory, G1-G6, 2001.
[22] J. D. Werbel and S. W. Gilliland, “Person-environment fit in the selection process.” In Ferris G. R. (Ed.), Research in Personnel and Human Resource Management, Vol. 17, 209-243. Stamford, CT: JAI Press, 1999.
[23] T. Sekiguchi, “Person-organization fit and person-job fit in employee selection: A review of the literature.” Osaka keidai ronshu, v. 54, n. 6, p. 179-196, 2004.
[24] J. R. Edwards, Person-Job Fit: A conceptual integration, literature review, and methodological critique. In “International review of industrial and organizational psychology”, C. L. Cooper, and I. T. Robertson Eds., vol. 6, pp. 283-357, 1991.
[25] H. Schoon, "Person-Supervisor fit: implications for organizational stress, organizational commitment, and job satisfaction". All Theses. Paper 391, 2008.
[26] A. L. Kristof-Brown, R. D. Zimmerman, and E. C. Johnson, “Consequences of individuals fit at work: a meta-analysis of Person-Job, Person-Organization, Person-Group, and Person-Supervisor Fit.” Personnel Psychology, vol. 58, pp. 281-342, 2005.
[27] R. M. Dienesch, and R. C. Liden, “Leader-member exchange model of leadership: A critique and further development.” Academy of Management Review, vol. 11, pp. 618-634, 1986.
[28] J. B Rounds and T. J. Tracey, “From trait-and factor to person-environment fit counseling: Theory and process.” Career Counseling: Contemporary Topics in Vocational Psychology, 1–44, 1990.
[29] Laudo Técnico. “Pesquisa ‘Melhores Empresas Para Você Trabalhar’.” Fundação Instituto de Administração (FIA), 2018. Disponível em: . Acesso em 26 junho. 2018.
[30] C. P. Dancey and J. Reidy “Estatística Sem Matemática para Psicologia: Usando SPSS para Windows.” 3. ed. Porto Alegre: Artmed, 2008.
[31] J. F. Hair Jr.; R. E. Anderson; R. L. Tatham and W. C. Black, “Análise multivariada de dados.” 5. ed. Porto Alegre: Bookman, 2005.
[32] J. F. Hair Jr.; R. E. Anderson; R. L. Tatham and W. C. Black, “Multivariate Data Analysis.” 5. Ed. New Jersey: Prentice Hall, 1998.
[33] A. Field, “Descobrindo a estatística usando o SPSS.” 2.ed. São Paulo: Artmed, 2009.
[34] A. E. M. V. Vianen, “Person–Environment Fit: A Review of Its Basic Tenets.” Annual Review of Organizational Psychology and Organizational Behavior, vol.5, no.1, pp.75-101, 2018.
[35] K. Legge, “Human resource management.” In: S. Ackroyd; R. Batt; P. Thompson and P. S. Tolbert (Eds.). The Oxford handbook of work and organization. New York: Oxford University Press. p. 220-241, 2006.
[36] E. Follmer, “What we do to fit in: personality, coping, and Person Environment fit.”. PhD (Doctor of Philosophy) thesis, University of Iowa, 2016.
[37] F. Fernandes; H. B. Thofehrn and,. R. Porto, “Relacionamento interpessoal no trabalho da equipe multiprofissional de uma unidade de saúde da família”, Revista de Pesquisa Cuidado é Fundamental Online, vol. 7, núm. 1, enero-marzo, 2015.
[38] A. Savaneviciene And Z. Stankeviciute, “The models exploring the "black box" between HRM and organizational performance.” Inzinerine Ekonomika - Engineering Economics, 426-434, 2010.
[39] A. L. Kristof-Brown, “Perceived applicant fit: Distinguishing between recruiters’ perceptions of person-job fit and person-organization fit.” Personnel Psychology, 53: 643-671, 2000.
[40] A. L. Kristof, “Person-organization Fit: An integrative review of its conceptualizations, measurement, and implications.” Personnel Psychology, vol. 49, no. 1, pp. 1-49, 1996.
[41] J. Y. Seong; A. Kristof-Brown; W. W. Park; D. S. Hong and Y. Shin, “Person-Group Fit.” Journal of Management. 41, 2012.
[42] L. Cardoso, “Práticas de Gestão de Recursos Humanos e Desempenho Organizacional.” Tese (Mestrado em Psicologia), Instituto Universitário Ciências Psicológicas, Sociais e da Vida, Lisboa, Portugal. 2012.
[43] D. S. Derue, and F. P. Morgeson, “Stability and change in person-team and Person-Role Fit over time: The effects of growth satisfaction, performance, and general self-efficacy.” Journal of Applied Psychology, vol. 92, pp. 1242-1253, 2007.