Figure 1 - uploaded by James Rounds
Content may be subject to copyright.
Proposed Fit and Misfit Relationships for Interest Fit and Job Satisfaction J o u r n a l P r e -p r o o f
Source publication
Vocational interest researchers have long held that individuals will be satisfied when their interests match the characteristics of their work environments. Yet, meta-analyses have found little relationship between interest fit and overall job satisfaction. Notably, studies underlying past meta-analyses shared common limitations. They rarely accoun...
Citations
... In line with this, Nauta (2010) explains that Holland's Structure of Interests can be seen as an expression of personality. In practical terms, the alignment between these dispositional traits and the career environment leads to the person-environment fit paradigm (P-E theory) (Wiegand et al., 2021). The P-E theory posits that the fit between interests and the career environment can enhance motivation, satisfaction, and individual performance. ...
The difficulty of finding vocational interest measurement tools with good psychometric properties and relevance to modern developments is a current concern in Indonesia. Therefore, this scoping review aims to compile a list of vocational interest measurement tools available in Indonesia that have been psychometrically tested. For this purpose, a total of 2,196 articles were extracted from the Google Scholar, Garuda, and Scopus databases. The article selection procedure followed the PRISMA-ScR flow diagram, and the screening process resulted in 17 sample articles (2014–2024). The analysis showed that most vocational interest measurement tools in Indonesia use a top-down development approach, based on Holland’s Structure of Interests, and emphasize internal structure validity and internal consistency reliability as the tested psychometric properties. Further research is needed to address the gaps in validity evidence that remain among Indonesian vocational interest measurement tools.
... First, this study goes beyond previous studies by finding a more specific behavioral consequence of interest incongruence, namely, cyberloafing. Such a finding is important because, although previous research has highlighted the negative impact of interest incongruence on employee well-being and work attitudes (Li et al., 2022a;Wiegand et al., 2021), little is known about its effect on employee behaviors (Iliescu et al., 2015). Koslowsky (2009) proposed a potential sequence of withdrawal behaviors in which minor withdrawal (e. g. cyberloafing) may predict more severe forms of withdrawal (e.g. ...
Purpose
Drawing on the conservation of resources (COR) theory, we propose a mediated moderation showing how proactive personality (PP) and job crafting toward interests (JC-interests) influence the relationship between interest incongruence and cyberloafing.
Design/methodology/approach
We used a three-wave survey and collected data from 429 full-time employees working in different industries in China.
Findings
We found that interest incongruence was positively related to cyberloafing. Furthermore, this positive relationship was more significant when employees were low in PP or engaged in low levels of JC-interests. In addition, the moderating effect of PP was mediated by JC-interests.
Practical implications
These findings are helpful for organizations in figuring out how to mitigate the detrimental effects of interest incongruence by providing more support to proactive employees and implementing various JC interventions.
Originality/value
This study suggests that PP and JC-interests (resource gain strategy) could mitigate the positive effect of interest incongruence on employees’ cyberloafing.
... Kepuasan kerja menjadi indikasi umum secara generik berpengruh terjadap keberhasilan organisasi (Goretzki et al., 2022). Kepuasan kerja secara umum akan berbeda sesuai variabel perorangan dan lingkungan (Wiegand et al., 2021a). Penelitian yang dilakukan terhadap staf pekerja di rektortorat Universitas Patimura menunjukkan bahwa kepuasan kerja memiliki pengaruh yang positif terhadap kinerja (Gerrit M. Pentury & Paul Usmany, 2023). ...
Tujuan penelitian ini adalah untuk menganalisis hubungan antara komunikasi interpersonal dan lingkungan kerja fisik terhadap kepuasan kerja karyawan PT. Golden Dolbe Jakarta. Metode penelitian ini adalah deskriptif. Penentuan responden dilakukan secara sensus sampling terhadap seluruh karyawan PT. Golden Dolbe yang berjumlah 45 karyawan. Analisis data menggunakan model persamaan struktural. Hasil penelitian menunjukkan bahwa antara lingkungan kerja dengan komunikasi kerja berhubungan signifikan dengan kepuasan kerja. Variabel laten komunikasi kerja memiliki hubungan signifikan dengan kepuasan kerja. Variabel lingkungan kerja menunjukkan bahwa lingkungan kerja memiliki pengaruh langsung yang signifikan terhadap kepuasan kerja. Saran manajerial yang disampaikan adalah membagi karyawan per divisi sesuai kemampuan individu karyawan, meningkatkan kualitas komunikasi interpersonal karyawan dengan mendorong munculnya nilai positif dari komunikasi antar karyawan, empati dan dukungan serta perusahaan menyediakan pembagian ruang kerja yang lebih terstruktur. Riset kedepan terkait kepuasan kerja sebaiknya dilakukan pada jenis industri yang berbeda dan jumlah sampel yang lebih besar.
... Consequently, the incongruence between individual interests and occupational environment is prevalent in organizations . Previous literature has found that interest incongruence was positively associated with negative emotions and unethical behaviours, such as job dissatisfaction (Wiegand et al., 2021), absenteeism (Li, Flores, et al., 2022) and counterproductive work behaviours (CWBs, Iliescu et al., 2015). Therefore, this study focuses on interest incongruence and investigates its effects on cyberloafing. ...
... For example, individuals with higher levels of social interest are more likely to choose inherently social occupations (e.g., teaching). The congruence between individual interests and the extent to which working environments support those interests has been found to positively affect their job satisfaction (Wiegand et al., 2021) and performance (Nye et al., 2018). Interest incongruence is generally considered the opposite end of the congruence continuum (Li, Flores, et al., 2022). ...
... When interest supplies fail to meet employees' interest needs, employees may feel forced to work in uninteresting or unpleasant ways, experience autonomy frustration and interact with others who share dissimilar interests in their work (Chen et al., 2024). An excess of a particular interest has also been found to impede the attainment of job satisfaction from other interests and overall satisfaction (Wiegand et al., 2021). Ryan and Deci (2000) pointed out that the desire for autonomy, social connection and competence are the most basic and powerful human motives. ...
Since cyberloafing has become prevalent across organizations, scholars have increasingly focused on exploring its antecedents. Based on ego depletion theory, we explore how and when interest incongruence, a particular type of person‐environment misfit, influences employee cyberloafing behaviours. Using three‐wave survey data of a sample from 443 Chinese employees, we found that interest incongruence is associated with ego depletion, leading to employee cyberloafing. Furthermore, our results demonstrated the moderating roles of trait self‐control and moral identity internalization in the interest incongruence‐ego depletion‐cyberloafing link at different stages. Specifically, trait self‐control mitigated the effect of interest incongruence on ego depletion and the indirect effect of interest incongruence on cyberloafing via ego depletion. Moral identity internalization mitigated the effect of ego depletion on cyberloafing and the indirect effect of interest incongruence on cyberloafing via ego depletion. These findings suggest that employee cyberloafing is not only an immoral issue but also a behaviour affected by employees' self‐regulatory resources.
... Some of these concerns have focused on the amount of variance that can be explained by the specific components of the polynomial regression model, only some of which reflect fit, whereas others reflect the main (linear) effects of the person and environment. Given the increasing number of studies using polynomial regression to operationalize interest fit (e.g., Nye et al., 2018;Schelfhout et al., 2022;Wiegand et al., 2021), a closer examination of the components (i.e., linear/main effects, curvilinear effects, and interaction effects) of polynomial regression models is warranted. Moreover, we also critically examine the assumptions of the other fit measures to evaluate their strengths and weaknesses. ...
... In particular, these methods do not provide nuanced information about the direction of misfit, including whether there are differences in outcomes as a result of interest surplus (i.e., the individual scoring higher than the work environment) versus interest deficiency (i.e., the individual scoring lower than the work environment, Edwards, 1996). Polynomial regression and the response surface plot methodology have been proposed as a solution to this dilemma (Edwards & Parry, 1993;Nye et al., 2018;Wiegand et al., 2021). Polynomial regression models allow for the examination of more nuanced information concerning fit through the extraction of Several recent studies have used polynomial regression to assess interest fit, finding that polynomial regression can extend current understanding of the interest fit-satisfaction relationship (Nye et al., 2018;Wiegand et al., 2021). ...
... Polynomial regression and the response surface plot methodology have been proposed as a solution to this dilemma (Edwards & Parry, 1993;Nye et al., 2018;Wiegand et al., 2021). Polynomial regression models allow for the examination of more nuanced information concerning fit through the extraction of Several recent studies have used polynomial regression to assess interest fit, finding that polynomial regression can extend current understanding of the interest fit-satisfaction relationship (Nye et al., 2018;Wiegand et al., 2021). For example, Nye et al. (2018) compared the validity of predicted [criterion] scores produced by a polynomial regression model against scores derived from common congruence indices and found that polynomial regression scores were a stronger predictor of work outcomes (Nye et al., 2018). ...
Vocational interest inventories are widely used in both research and practice to help match people to well‐fitting work environments. However, because there are many different methods to operationalize interest fit, a debate remains regarding the best ways to do so. To empirically inform this debate, our study compared the predictive power of four widely used interest fit indices (i.e., matching scale scores, profile deviance scores, profile correlations, and polynomial regression scores) for predicting career choice satisfaction. Using a large and diverse U.S. sample ( N = 257,320), results indicated that among the three single‐term interest fit measures, profile correlations ( R 2 = .04) explained more variance in career choice satisfaction than matching scale scores ( R 2 = .02) and profile deviance scores ( R 2 = .00). By comparison, the full 30‐term polynomial regression model explained the most variance in career choice satisfaction ( R 2 = .09); in this case, however, the nonlinear terms that capture fit effects only accounted for about 22% ( R 2 = .02) of the total variance explained by the model. Overall, these results indicate that researchers and practitioners should be cautious of the greater criterion‐related validity of polynomial regression models as fit information may not be a substantial contributor to their predictive capacities. In addition, our findings support the use of profile correlations as a predictive, single‐term measure of interest fit.
... Moreover, we recommend that future research use other methods to investigate fit. For example, over-fitting and under-fitting on specific dimensions can have different implications for career outcomes (Erdogan & Bauer, 2021;Wiegand et al., 2021). Researchers can apply polynomial regression to study the differential impact of over-fitting and under-fitting in specific fit dimensions. ...
Measuring person–occupation fit serves many important purposes, from helping young people explore majors and careers to helping jobseekers assess fit with available jobs. However, most existing fit measures are limited in that they focus on single individual difference domains without considering how fit may differ across multiple domains. For example, a jobseeker might be highly interested in a job, yet not possess the requisite skills or knowledge to perform the job well. The current research addresses this issue by evaluating an integrative set of person–occupation fit assessments that measure 88 fit dimensions across five domains: vocational interests, work values, knowledge, skills, and personality. These measures were either newly developed or adapted from existing assessments to directly correspond with occupational variables from the Occupational Information Network database. Across three studies with diverse samples, we obtained extensive reliability and validity evidence to evaluate the fit assessments. Results consistently showed that integrating across fit domains led to practical improvements in predictions of relevant outcomes, including career choice and subjective and objective career success. However, some fit measures (i.e., interests and knowledge) were generally more predictive of outcomes than others (i.e., personality), thus warranting greater consideration for use in research and applied contexts. We discuss how our results advance theoretical and practical knowledge concerning the measurement of person–occupation fit in the modern labor market. Moreover, to inspire additional research and applications involving whole-person fit measurement, we made all newly developed fit assessments publicly available, providing guidance for using them with the Occupational Information Network database.
... This operationalization follows directly from the preceding theoretical discussion, allowing for the highlighting of the relationships between identifications that are the focus of the current studies. We note though this analytic approach relies on using difference scores, which raises potential concerns over reliability as well as over information distortions due to nonlinear or asymmetric relationships between variables (Edwards, 2002;Wiegand, Drasgow, and Rounds, 2021). Reliability is of most concern when the constituent variables entering into a difference score are highly correlated (particularly above 0.7; Trafimow, 2015). ...
Organizations consist of multiple groups nested at different levels, meaning organization members have choices about where to identify and to contribute. We examine whether subgroup status shapes identity configurations, or the pattern of members’ identifications across multiple organizational groups. A military field study used status differences across battalions within brigades to reveal that soldiers from high status battalions identified more with their battalions whereas those from low status battalions identified more with the brigade. Total strength of identification combined across battalion and brigade was associated with citizenship behaviors contributing to both organizational groups. Similarly, a university study found students from high status colleges identified more with their particular colleges, whereas those from low status colleges identified more with the university. Further, students from high status colleges were more likely to choose citizenship behaviors serving their college and those from low status colleges were more likely to serve the university. Linking subgroup status, identity configurations, and citizenship behaviors provides insights into what guides individuals’ choices on where to identify, offers new reasons to consider the importance of identity configurations within organizations, and leads to new suggestions for organizational leaders.
... The relationship between both constructs is one of the reasons why grit is important in the organizational context (Southwick, Tsay & Duckworth, 2021), since if grit predicts work engagement and it predicts job performance, it will be influencing in an indirect way the performance of the worker. However, it must be considered that an especially gritty individual with an elaborated goal hierarchy might be less engaged in their long-term interests and values if they are not in alignment with their organization or work role (Barr ıa-Gonz alez, Postigo, P erez-luco, Cuesta & Garc ıa-Cueto, 2021; Southwick, Tsay & Duckworth, 2021;Wiegand, Drasgow & Rounds, 2021). Another reason that highlights the importance of grit in the organizational context has to do with the fact that the gritty person is more likely to remain in their job (Duckworth, Peterson, Matthews & Kelly, 2007;Eskreis-Winkler, Shulman, Beal & Duckworth, 2014;Farina, Thompson, Knapik, Pasiakos, McClung & Lieberman, 2019;Salles, Lin, Liebert et al., 2017). ...
Researchers have questioned whether grit should be conceptualized and measured as a global (i.e., domain‐general) or domain‐specific construct. Although evidence is beginning to appear that grit in educational and sport contexts may be measured as domain‐specific, it has not yet been explored in the organizational context. The objective of this research was to study the psychometric properties of grit as domain‐specific for subsequently analyzing if such domain‐specific grit (labor grit) improves the predictive validity of different organizational results. A sample of 326 active workers was used (Myears = 37.52; SD = 9.85). Their grit levels in the general domain and specific domain were evaluated, as well as their main personality traits and other organizational results such as work engagement and work performance. The grit instrument as domain‐specific showed excellent reliability (ω = 0.92), and the unidimensionality of the instrument was confirmed. The results point to the fact that giving an organizational connotation to the grit items does not improve the predictability of the results. However, labor grit adds incremental validity over personality traits and work engagement to predict task and contextual performance (Δr² = 0.13), but not to predict counterproductive behavior.
... Studies have shown that oversight in career selection is caused by employees not knowing their interest in a job, which leads to inappropriate performance. Compatibility of interests and personality type are important factors for obtaining good performance and satisfaction for someone who pursues a job [6], [7], [8]. Interest is a person's tendency towards science skills in a job that he must master. ...
One of the challenging decisions for students is taking a job specialization. To make their decisions, they use subjective perceptions of friends or family due to the lack of guidance and limited resources. This increases the risk of dissatisfaction with the work environments. To address these drawbacks, this study presents a personalized career-path recommendation model (CPRM) to provide guidance and help college students choose information technology jobs. The design of the CPRM is based on the personalized Naïve Bayes (p-NB) algorithm with three primary sources: job profiles, personality types, and subjects. The association between personality type and college students was established using samples of 104 computer science students enrolled in private universities in Indonesia. CPRM was implemented as a web-based application. This study evaluated the model by measuring the quality of the recommended items to determine whether the proposed model is well accepted by users. The model considers educational data mining grounded theory (EDM-GT) data integration and hierarchically related concepts. CPRM has been validated by Information Technology (IT) professionals and three psychologists in Indonesia through focus group discussions. The evaluation results showed that more than 83% of respondents were satisfied with the recommendation model. Hence, CPRM can provide automatic academic advisors and guidance to computer science students interested in pursuing careers in IT jobs. The result shows that CPRM is the first career path recommendation model based on EDM-GT to target the computer science community in Indonesia.
... The complex interplay between the alignment of personal and organizational factors significantly influences employee attitudes and behaviors, presenting a nuanced model. In their study, Wiegand et al. [2021] explored the dynamics between interest fit, interest misfit, and job satisfaction across different interest types, categorizing interests as realistic, investigative, artistic, social, enterprising, and conventional, following Holland's [1997] framework. The findings highlighted an asymmetric relationship between interest misfit and job satisfaction, with variations in job satisfaction levels even within interest fit scenarios. ...
The rationale of the paper. Entrepreneurial Orientation (EO) has become a critical characteristic for individual career advancement and the development of corporate entrepreneurship. Nevertheless, the connection between personal-organizational fit regarding EO and the working attitudes of employees remains underexplored in existing literature. The purpose of the paper. This paper explores the impact of alignment between Organizational Entrepreneurial Orientation (OEO) and Individual Entrepreneurial Orientation (IEO) on employee's positive work attitudes, focusing on affective commitment (AC) and organizational identity (OI). Methodological basis. The foundation of research resides in the personal-organization (P-O) Fit theory, as well as the Social Information Processing Theory (SIPT). Materials and research methods. To rigorously evaluate our proposed hypotheses, we implemented a research design that incorporates polynomial regression with surface response analysis, sourcing our data from 292 valid survey replies gathered from personnel employed by private sector organizations in China. Research findings and their implications. Results reveal a positive correlation between entrepreneurial orientation and positive work attitudes, but also a "too-much-of-a-good-thing" effect, where excessive alignment between IEO and OEO can lead to diminished positive work attitudes. These findings highlight the need for a balanced approach to aligning entrepreneurial values during recruitment and underscore the importance of supporting entrepreneurial employees in highly entrepreneurial organizations.
