Person-Environment Fit and its Effects on University Students: A Response Surface Methodology Study

The amount of time, effort, and money expended in pursuit of a college degree makes it important that students choose a university that is a good fit for them. Unfortunately students often determine whether a university is a fit for them through trial and error. This research investigated student-university fit and its relationship with satisfaction and well-being. We assessed student-university fit by developing 18 fit factors and measuring needs for, and supplies of, those factors. We tested our hypotheses using polynomial regression analysis and response surface methodology. Data from 228 students suggest that student-university fit is predictive of students' satisfaction with their university and psychological well-being

How to Know if You're Really There: An Evaluation of Measures for Presenteeism in Nursing

Objectives: To report presenteeism prevalence across presenteeism measures from the work-stress and sickness domains. To evaluate the psychometric fit of those measures in a nursing population. Methods: Cross-sectional descriptive survey of 447 US RNs using five reliable and validated measures of presenteeism: Stanford Presenteeism Scale (SPS), Job-Stress-Related Presenteesim Scale (JSRPS), Healthcare Productivity Scale (HPS). Nurses Work Functioning Questionnaire (NWFQ), and Health and Work Questionnaire (HWQ). The survey was evaluated using descriptive, exploratory, and confirmatory factor analysis. Results: Mean rates among nurses (SPS =19.50, JSRPS = 2.1, HPS = -15.1, NWFQ =17.0, and HWQ = 6.7) were higher than previously published and spanned both job-stress and sickness domains of presenteeism. We identified different factor structures than previously published for three of the five instruments. Conclusion: An inclusive conceptualization of presenteeism that includes work-stress and sickness domains is crucial to developing future measures and interventions for presenteeism.National Institute for Occupational Safety and Health [T42/OH008672]12 month embargo; publication Date: 1 February 2019This item from the UA Faculty Publications collection is made available by the University of Arizona with support from the University of Arizona Libraries. If you have questions, please contact us at [email protected]

Nonsalaried Employees\u27 Careers: An Exploratory Study

This qualitative exploratory study investigated the career development experiences, concerns, and interests of hourly employees. The study, conducted in the USA, focused on satisfaction with work and careers and the potential role of career development activities in enhancing work life. Results revealed a range of needs and perspectives regarding career development and reinforced the importance of conducting further studies with this key population. While workplace research typically has highlighted managers and executives, hourly employees are essential to organizational output. Therefore organizations are urged to devote more attention to the career development of these often‐overlooked employees

Come rain or come shine: Supervisor behavior and employee job neglect

Purpose - The purpose of this paper is to investigate the extent to which supervisor behavior is associated with employees' job neglect.Design/methodology/approach - The paper investigates the extent to which supervisor behavior is associated with employees' job neglect.Findings - Results from hierarchical regression analyses support the hypothesis that both positive and negative supervisor behaviors have significant effects on job neglect. Negative supervisor behavior was more strongly associated with job neglect than positive supervisor behavior.Research limitations/implications - Changing the style of supervision might help to reduce job neglect of employees, benefitting the organization by reducing the associated costs of job neglect and counterproductive behavior.Originality/value - The findings provide additional evidence for the important effects supervisors can have on employees. They also indicate that - in addition to studying abusive supervision - there is a need to consider the effects of a broad spectrum of supervisor behavior

Self-verification striving and employee outcomes: The mediating effects of emotional labor of South Korean employees

Purpose - The purpose of this paper is to test whether self-verification striving serves as an individual difference antecedent of emotional labor and explore whether various emotional labor tactics acted as mediatingmechanisms through which self-verification striving relates to employee outcomes. Design/methodology/approach - The sample used in this paper consisted of supervisor-subordinate dyads working in six hotels in South Korea and used multi-level analyses and the Monte Carlo method to test the research hypotheses presented in this paper. Findings - Self-verification striving was positively and directly related to job performance as well as two out of three forms of emotional labor (i.e. the expression of naturally felt emotions and deep acting). Selfverification striving also indirectly related to job satisfaction through the expression of naturally felt emotions and indirectly related to job performance through deep acting. Practical implications - The findings of this paper suggest that organizations should consider selfverification striving as an employment selection criterion and provide training programs to help their customer service employees engage in appropriate types of emotional labor. Originality/value - This paper is the first to explore the underlying mechanisms through which selfverification striving relates to employee outcomes. It also empirically bolsters the notion that expressing naturally felt emotions is an important means of authentic self-expression that positively contributes to job satisfaction. Further, the authors found that self-verification striving positively relates to job performance partially through deep acting. Moreover, they have shown that self-verification striving, as an individual differences variable, is an antecedent of different types of emotional labor