Enhancing person-job fit: Who needs a strengths-based leader to fit their job?

IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED Journal of Vocational Behavior Pub Date : 2024-08-30 DOI:10.1016/j.jvb.2024.104044
Marianne van Woerkom , Robin Bauwens , Sait Gürbüz , Evelien Brouwers
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Abstract

Even though person-job fit (PJ fit) is a crucial predictor of employees' overall engagement and performance in their jobs, few studies have identified the mechanisms that enhance PJ fit during the employment relationship. Further, the models that do predict how PJ fit evolves over time are predominantly based on the idea that fit improves through individual adjustment processes by workers. This paper provides a new lens on PJ fit that is based on strengths theory, proposing that strengths-based leaders play a critical role in enhancing both dimensions of PJ fit, i.e. needs-supplies (NS) and demands-abilities (DA) fit, by encouraging employees to use their unique strengths. Furthermore, based on theorizing on substitutes for leadership, proactive career management, and situational strength theory we test the idea that high levels of proactive personality and job autonomy may partly compensate for a lack of strengths-based leadership. We collected three waves of data with two-month time lags from a representative sample of 308 Dutch workers, resulting in 906 datapoints. Results of multi-level path modeling indicate that strengths-based leadership is indeed positively related to both DA fit and NS fit and mediated by strengths use at the within-person level. Further, our results indicate that the combination of high job autonomy and high proactive personality partly compensates for the absence of strengths-based leadership on the within-person level. We conclude that strengths-based leadership is particularly important to facilitate strengths use and PJ fit of employees who have a low propensity to be proactive and/or do not have a high degree of autonomy in their job. We discuss the implications of these findings for research and practice.

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加强人职匹配:谁需要适合自己工作的优势型领导?
尽管人职契合度(PJ fit)是预测员工整体工作投入度和工作绩效的一个重要指标,但很少有研究能够确定在雇佣关系中提高 PJ fit 的机制。此外,那些能够预测人岗契合度如何随时间演变的模型,主要是基于契合度是通过员工的个人调整过程来提高的这一观点。本文以优势理论为基础,为 PJ 适应性提供了一个新的视角,提出基于优势的领导者通过鼓励员工发挥其独特优势,在增强 PJ 适应性的两个维度(即需求-供给(NS)和需求-能力(DA)适应性)方面发挥着至关重要的作用。此外,基于领导力替代理论、积极主动的职业管理和情境优势理论,我们检验了高水平的积极主动个性和工作自主性可以部分弥补基于优势的领导力不足的观点。我们从 308 名荷兰工人的代表性样本中收集了三波数据,时间滞后两个月,共获得 906 个数据点。多层次路径建模的结果表明,基于优势的领导力确实与DA契合度和NS契合度呈正相关,并且在人的内部层面受到优势使用的中介作用。此外,我们的研究结果表明,高工作自主性和高积极主动性格的结合在一定程度上弥补了在个人内部层面上基于优势的领导力的缺失。我们的结论是,对于那些积极主动倾向较低和/或工作自主性不高的员工来说,优势领导力对于促进他们的优势使用和 PJ 适应性尤为重要。我们将讨论这些发现对研究和实践的影响。
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来源期刊
Journal of Vocational Behavior
Journal of Vocational Behavior PSYCHOLOGY, APPLIED-
CiteScore
13.10
自引率
5.40%
发文量
85
期刊介绍: The Journal of Vocational Behavior publishes original empirical and theoretical articles offering unique insights into the realms of career choice, career development, and work adjustment across the lifespan. These contributions are not only valuable for academic exploration but also find applications in counseling and career development programs across diverse sectors such as colleges, universities, business, industry, government, and the military. The primary focus of the journal centers on individual decision-making regarding work and careers, prioritizing investigations into personal career choices rather than organizational or employer-level variables. Example topics encompass a broad range, from initial career choices (e.g., choice of major, initial work or organization selection, organizational attraction) to the development of a career, work transitions, work-family management, and attitudes within the workplace (such as work commitment, multiple role management, and turnover).
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