Download proximal and longitudinal outcomes of person-environment fit PDF

Titleproximal and longitudinal outcomes of person-environment fit
LanguageEnglish
File Size457.5 KB
Total Pages131
Table of Contents
                            Clemson University
TigerPrints
	8-2008
PROXIMAL AND LONGITUDINAL OUTCOMES OF PERSON-ENVIRONMENT FIT: A POSITIVE PSYCHOLOGICAL APPROACH
	Tiffany Greene-shortridge
		Recommended Citation
Microsoft Word - 132243-1216839194-TG_S_Dissertation_Formated.doc
                        
Document Text Contents
Page 1

Clemson University
TigerPrints

All Dissertations Dissertations

8-2008

PROXIMAL AND LONGITUDINAL
OUTCOMES OF PERSON-ENVIRONMENT
FIT: A POSITIVE PSYCHOLOGICAL
APPROACH
Tiffany Greene-shortridge
Clemson University, [email protected]

Follow this and additional works at: https://tigerprints.clemson.edu/all_dissertations

Part of the Industrial and Organizational Psychology Commons

This Dissertation is brought to you for free and open access by the Dissertations at TigerPrints. It has been accepted for inclusion in All Dissertations by
an authorized administrator of TigerPrints. For more information, please contact [email protected]

Recommended Citation
Greene-shortridge, Tiffany, "PROXIMAL AND LONGITUDINAL OUTCOMES OF PERSON-ENVIRONMENT FIT: A
POSITIVE PSYCHOLOGICAL APPROACH" (2008). All Dissertations. 250.
https://tigerprints.clemson.edu/all_dissertations/250

https://tigerprints.clemson.edu?utm_source=tigerprints.clemson.edu%2Fall_dissertations%2F250&utm_medium=PDF&utm_campaign=PDFCoverPages
https://tigerprints.clemson.edu/all_dissertations?utm_source=tigerprints.clemson.edu%2Fall_dissertations%2F250&utm_medium=PDF&utm_campaign=PDFCoverPages
https://tigerprints.clemson.edu/dissertations?utm_source=tigerprints.clemson.edu%2Fall_dissertations%2F250&utm_medium=PDF&utm_campaign=PDFCoverPages
https://tigerprints.clemson.edu/all_dissertations?utm_source=tigerprints.clemson.edu%2Fall_dissertations%2F250&utm_medium=PDF&utm_campaign=PDFCoverPages
http://network.bepress.com/hgg/discipline/412?utm_source=tigerprints.clemson.edu%2Fall_dissertations%2F250&utm_medium=PDF&utm_campaign=PDFCoverPages
https://tigerprints.clemson.edu/all_dissertations/250?utm_source=tigerprints.clemson.edu%2Fall_dissertations%2F250&utm_medium=PDF&utm_campaign=PDFCoverPages
mailto:[email protected]

Page 2

PROXIMAL AND LONGITUDINAL OUTCOMES OF PERSON-ENVIRONMENT

FIT: A POSITIVE PSYCHOLOGICAL APPROACH





A Dissertation

Presented to

the Graduate School of

Clemson University





In Partial Fulfillment

of the Requirements for the Degree

Doctor of Philosophy

Industrial-Organizational Psychology





by

Tiffany M. Greene-Shortridge

August 2008





Accepted by:

Dr. Thomas W. Britt, Committee Chair

Dr. DeWayne Moore

Dr. Pat Raymark

Dr. Cynthia Pury

Page 65

56

intentions to search for an alternate employer (Sager et al., 1998). The four items

measuring intention to leave have shown to load onto one factor (Chatman, 1991).

Employees’ were asked to indicate agreement on a five point scale ranging from strongly

agree to strongly disagree (see Appendix I). Example items included, “I would prefer

another more ideal job than the one I now work in,” and “I intend to remain with this

organization.”

Job Performance. As previously mentioned, supervisor ratings of employee

performance were used in this study. Due to the variety of jobs being measured in this

study, a global measure of performance was used that assessed task performance,

organizational/coworker support, teamwork, and cognitive/motivational effectiveness

(see Appendix J). In all, the measure consisted of 17 items with one item measuring

overall performance. Supervisors were asked to rate each employee’s performance

relative to other employees within the department. Given that past research has found

performance appraisals conducted for research purposes only reflect actual performance

more than performance appraisals conducted for administrative or developmental

purposes (Jawahar & Williams, 1997), it was strongly emphasized within the

performance appraisal that ratings were to be used for research purposes only. The four

task performance items were chosen from Williams and Anderson (1991), which is an

original six item measure with an internal reliability of .94. The remaining items were

developed from information gathered from the human resource director, as well as from a

performance measure used by Motowidlo, Packard, and Manning (1986), who assessed

performance of health care nurses. Example items included, “Adequately completes

Page 66

57

assigned duties” (task performance), and “Helps other employees who have heavy

workloads” (teamwork).

Job Satisfaction. Employee job satisfaction was measured with a three item scale

developed by Friedman and Greenhaus (2001), which measures global job satisfaction, in

addition to one item from the Michigan Organizational Assessment Questionnaire

(Cammann, Fichman, Jenkins, & Klesh, 1979). Respondents were asked to indicate

agreement on a seven point Likert scale ranging from strongly agree to strongly disagree

(see Appendix K). Example items included, “All in all, I am satisfied with my job,” and

“My job situation is very frustrating to me.” Internal consistently has been established

for the Friedman and Greenhaus (2001) scale, with alpha reported as .87.

Perceived Stress. Employee stress was assessed using a four item shortened

version of the Perceived Stress Scale (PSS), developed by Cohen, Kamarck, and

Mermelstein (1983). Past research has found internal reliability to be between .84-.86,

and test-retest correlations to range from .55-.85 (Cohen et al., 1983). An example item

is, “In the last month, how often have you felt things were going your way?”

Respondents were asked to indicate on a five point Likert scale how often they have felt

or thought a certain way (see Appendix L).

Employee Demographics. Employee demographics were assessed using a self-

developed measure (see Appendix M). Items assessed employees’ gender, age, and race.

Additionally, employees were asked to report their highest degree of education

completed, current job title and tenure concerning their current position, length of time at

their current organization, and length of time in their current profession. Employees were

Page 130

121

Spreitzer, G. M. (1995). Psychological empowerment in the workplace: Dimensions,

measurement, and validation. Academy of Management Journal, 38, 1442-1465.



Stajkovic, A. D., & Luthans, F. (1998). Self-efficacy and work-related performance: A

meta-analysis. Psychological Bulletin, 124, 240-261.



Steiger, J. H. (1990). Structural model evaluation and modification: An interval

estimation approach. Multivariate Behavioral Research, 25, 173-180.



Taylor, A. B., MacKinnon, D. P., & Tein, J. (2007). Tests of the three-path mediated

effect. Organizational Research Methods, 1-29.



Thomas, K. W., & Velthouse, B. A. (1990). Cognitive elements of empowerment.

Academy of Management Review, 15, 666-681.



Tom, V. R. (1971). The role of personality and organizational images in the recruiting

process. Organizational Behavior and Human Performance, 6, 573-593.



Van Harrison, R. (1978). Person-environment fit and job stress. In C. L. Cooper & R.

Payne (Eds.), Stress at work (pp. 175-205). New York: John Wiley & Sons.



Van Harrison, R. (1985). The person-environment fit model and the study of job stress.

In T. A. Beehr & R. S. Bhagat (Eds.), Human stress and cognition in

organizations (pp. 23-55). New York: John Wiley & Sons.



Vandenberg, R. J., & Lance, C. E. (2000). A review and synthesis of the measurement

invariance literature: Suggestions, practices, and recommendations for

organizational research. Organizational Research Methods, 3, 4-69.



Verquer, M. L., Beehr, T. A., Wagner, S. H. (2003). A meta-analysis of relations between

person-organization fit and work attitudes. Journal of Vocational Behavior, 63,

473-489.



Vancouver, J. B., Millsap, R. E., & Peters, P. A. (1994). Multilevel analysis of

organizational goal congruence. Journal of Applied Psychology, 79, 666-679.



Westerman, J. W., & Cyr, L. A. (2004). An integrative analysis of person-organization fit

theories. International Journal of Selection and Assessment, 12, 252-261.



Williams, L. J., Anderson, S. E. (1991). Job satisfaction and organizational commitment

as predictors of organizational citizenship and in-role behaviors. Journal of

Management, 17, 601-617.

Page 131

122

Witt, L. A. (1998). Enhancing goal congruence : A solution to organizational politics.

Journal of Applied Psychology, 83, 666-674.



Wright, T. A. (2003). Positive organizational behavior: An idea whose time has truly

come. Journal of Organizational Behavior, 24, 437-442.



Wright, T. A., & Cropanzano, R. (2000). The role of organizational behavior in

occupational health psychology: A view as we approach the millennium. Journal

of Occupational Health Psychology, 5, 5-10.

Similer Documents