Toward a Systemic Theory of Fit Concepts

Transcription

1 Toward a Systemic Theory of Fit Concepts

2 Schedule 1. Introduction 2. Multidimensional theory of PE fit 3. Systemic theory of fit concepts 4. Limitations and conclusions

3 Theoretical problems in literature 1. Early research on fit considered only the overall abstraction of PE fit 2. Modern trends - investigate fit with specific aspect of an environment 3. Overwhelming amount of studies with single level fit constructs, e.g. PO fit 4. Inappropriate approach in real world individual has not a single interaction with environment 5. No many comprehensive and integrative theories Networing in Psychology, Source: Schmittmann, Cramer, Waldorp, Epskamp, Kievit & Borsboom (2013) 3

4 Interactionism Parsons: fit in context of vocational counseling 2. Kantor: "not only biological facts should be taken into consideration, but mutual interaction of individual and environment" (p. 369) 3. Lewin s equation B = ƒ(p, E) 4. Others: Murray, Jessor 5. Pervin: individual-environment fit approach 4

5 1. PE fit is general construct composed of fit with the vocation, organization, group, job and other persons. 2. Basing on Lewin s field theory, PE fit isn t embedded or latent construct, but it s comprised of combination of its dimensions 3. Certain aspects of fit exert more influence than others on overall perception of fit 4. Various aspects of fit interact each other Source: Jansen, and Kristof-Brown (2006, p. 196) 5

6 PE Fit = PV + PJ + PO + PG + PP PE Fit =s1 * PV + s2 * PJ + s3 * PO + s4 * PG + s5 * PP s1 to s5 salience weights associated with individuals fit assessments Source: Jansen, and Kristof-Brown (2006, p. 196) 6

7 Source: Jansen, and Kristof-Brown (2006, p. 196) 7

8 Source: Jansen, and Kristof-Brown (2006, p. 199) 8

9 Model 1 Confirmative Model 2 Alternative Source: Edwards and Billsbery (2010, p. 486) 9

10 Table: Comparison of the models χ 2 df N χ 2 /df p< CFI GFI NFI RMSEA Model 1 (confirmative) Model 2 (alternative) , Results Edwards and Billsbery (2010) doesn t support empirical part of Multidimensional Model of Person-Environment fit Source: Edwards and Billsbery (2010, p. 486) 10

11 1. The theory include only 5 dimensions where 12 is nowadays available in literature 2. Inconsistent use of notions aspect, dimension, type, sort of fit 3. Systemic theory shouldn t be a fundamental assumption as well? 11

12 Definitions Fit = Correspondence (Dawis, Lofquist and Weiss, 1968) = Congruence (Holland, 1985) Psychology (Reber, 2002), "fit" is cited in: (1) the context of statistics and represents the degree of fit - an expression specifying the degree of compliance of a set of observed data with some expected distribution, (2) the humanistic theories - the degree to which the individual is prepared to successfully complete certain aspirations (3) the theory of evolution - the extent to which the body is able to successfully deliver viable offspring. Generally, it comes to achieving a certain degree of compatibility between at least two elements of environment. 12

13 Definitions 1. Type: (1) one member of a group of people or things that have similar features or qualities, (2) a pattern which corresponds to some series of peoples, objects, things 2. Sort a group or class of people, things etc that have similar qualities or features. 3. Dimension - (1) a magnitude that, independently or in conjunction with other such magnitudes, serves to define the location of an element within a given set, as of a point on a line, an object in a space, or an event in space-time or (2) the number of elements in a finite basis of a given vector space 13

14 Defining terms 1. What the Person-Organization fit? A) Type B) Sort C) Dimension Sort of fit more general notion Type of fit include characteristics pattern 14

15 Defining terms Sorts of fit 1) Objective vs. Subjective vs. Perceived fit 2) Supplementary vs. Complementary fit 3) needs-supplies vs. demands-abilities fit perspective 15

16 Defining terms Types of fit in literature 1) Person-Environment fit 2) Person-Career fit 3) Person-Vocation fit 4) Person-Organization fit 5) Person-Occupational Specialization fit 6) Person-Job fit 7) Person-Culture fit 8) Person-Supervisor fit 9) Person-Workplace fit 10) Person-Group fit, 11) Person-Role fit 12) Person-Person fit 16

17 General Systems Theory General Systems Theory (Bertalanffy, 1976; Laszlo, 1978): 1) "The system is intentionally organized the whole of interrelated elements and relationships between them" 2) In the case of very complex systems made decomposition into subsystems. 17

18 1. PE fit is general construct composed of different types of fit. 2. Basing on Lewin s field theory, PE fit isn t embedded or latent construct, but it s comprised of combination of its dimensions 3. Certain aspects of fit exert more influence than others on overall perception of fit 4. Various aspects of fit interact each other 5. Theory is strongly based on interactionism as well as systemic approach 6. A pattern linking all types of fit (subsystems) is generality criterion (LEVEL 1 to 7). 7. What connects all of the subsystems is the membership to the general system (LEVEL 1) 18

19 Person-Environment fit Person-Career fit Person-Vocation fit Person-Organization fit Person-Supervisor fit; Person-Group fit Person-Job fit Person-Person fit Person-Workplace fit; Person-Role fit LEVEL 7 LEVEL 6 LEVEL 5 LEVEL 4 LEVEL 3 LEVEL 2 LEVEL 1 19

20 1. Theory is not empirically verified 2. Specific definitions 3. Difficulties in determining and measuring relations among subsystems 4. Nesting depends of particular persons, jobs, etc. 5. Theory for single person perspective 20

21 Edwards, J. R. (2008). Person-environment fit in organizations: An assessment of theoretical progress. The Academy of Management Annals, 2(1), Holland, J. L. (1985). Making vocational choices: A theory of careers (ed. 2). Englewood Cliffs, NJ: Prentice-Hall. In Sue, O., Russell, P. G., Kwanghyun, K., Crystal M. H., Jong Hyun, L., Chang Goo, H., Kang Hyun, S. (2014). Fit happens globally: A meta analytic comparison of the relationships of person environment fit dimensions with work attitudes and performance across East Asia, Europe, and North America. Personnel Psychology, 67(1), Jansen, K. J. and A. Kristof-Brown Toward a Multidimensional Theory of Person-Environment Fit. Journal of Managerial Issues 18: Judge, T. A., Ferris, G. R. (1992). The elusive criterion of fit in human resource staffing decisions. Human Resource Planning, 154, Kristof, A. L. (1996). Person-organization fit: An integrative review of its conceptualizations, measurement and implications. Personnel Psychology, 49(1), Kristof-Brown, A. L., Stevens, C. K. (2001). Goal congruence in project teams: Does the fit between members' personal mastery and performance goals matter? Journal of Applied Psychology, 86, Kristof-Brown, A. L., Zimmerman, R. D., Johnson, E. C. (2005). Consequences of individuals fit at work: A metaanalysis of person-job, person-organization, person-group, and person-leader fit. Personnel Psychology, 58(2), Schmittmann, V. D., Cramer, A. O., Waldorp, L. J., Epskamp, S., Kievit, R. A., & Borsboom, D. (2013). Deconstructing the construct: A network perspective on psychological phenomena. New ideas in psychology, 31(1), ISO

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