PERSON-ENVIRONMENT FIT THEORY AND ORGANIZATIONS - COMMENSURATE DIMENSIONS, TIME PERSPECTIVES, AND MECHANISMS
PERSON-ENVIRONMENT FIT THEORY AND ORGANIZATIONS - COMMENSURATE DIMENSIONS, TIME PERSPECTIVES, AND MECHANISMS
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DOI：
10.1016/0001-8791(87)90042-x
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发表时间：
1987-12-01
影响因子：
11.1
通讯作者：
CAPLAN, RD
中科院分区：
文献类型：
--
作者：
CAPLAN, RD
关于人与环境匹配的理论有很多。该框架的一个独特特点是其可操作性--按照相称的维度对P和E部分进行评估。本文介绍了该理论的其他方面，最严格遵守其框架的研究，提高体育适合性的实验，以及未来研究的五个领域。其中一个领域是过去、现在和预期的个人价值匹配对幸福感和员工行为的作用。另一个问题是，当通过改变P(例如能力和抱负)、E(例如工作要求和报酬)或某些组合来改变PE匹配时，这些结果是否存在差异。谁对调整变化(自我或他人)也被认为是员工幸福感的决定因素。研究认为，提高工作环境中的职业道德适合性的适当干预理论应该包括组织的系统性属性，以此来预测个人改变的可能性和性质。
There are many theories of person-environment (PE) fit. One unique feature of the framework is its operationalization—the assessment of the P and E components along commensurate dimensions. This paper describes other facets of the theory, studies which have adhered most strictly to its framework, experiments in improving PE fit, and five areas for future research. One such area is the role of past, present, and anticipated PE fit on well-being and employee behavior. Another is the question of whether there are differences in such outcomes when PE fit is changed by altering P (e.g., abilities and aspirations), E (e.g., job demands and rewards), or some combination.Whobrings about the adjustive change (self or other) is also considered as a determinant of employee wellbeing. It is suggested that an adequate intervention theory for improving PE fit in work settings is one which includes the systemic properties of organizations as a predictor of the likelihood and nature of individual change.