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Development of a Multidimensional Instrument of P erson– E nvironment F it: The P erceived P erson– E nvironment F it S cale ( PPEFS )
Author(s) -
Chuang Aichia,
Shen ChiTai,
Judge Timothy A.
Publication year - 2016
Publication title -
applied psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 1.497
H-Index - 88
eISSN - 1464-0597
pISSN - 0269-994X
DOI - 10.1111/apps.12036
Subject(s) - psychology , scale (ratio) , person–environment fit , social psychology , discriminant validity , variance (accounting) , construct validity , superordinate goals , convergent validity , explained variation , goodness of fit , criterion validity , reliability (semiconductor) , statistics , psychometrics , mathematics , developmental psychology , physics , business , accounting , power (physics) , quantum mechanics , internal consistency
This research identifies four challenges in the field of person–environment fit ( PE fit): the multidimensionality of PE fit, the integration of fit theories, the simultaneous effects of the multiple dimensions, and the function of the dimensions. To address those challenges, we develop a theory‐driven and systematically validated multidimensional instrument, the P erceived P erson– E nvironment F it S cale ( PPEFS ), consisting of four measures: the P erson–Job F it S cale ( PJFS ), the P erson– O rganisation F it S cale ( POFS ), the P erson– G roup F it S cale ( PGFS ), and the P erson– S upervisor F it S cale ( PSFS ). Data are collected from 532 employees and 122 managers for two independent studies with multiple rater sources and multiple time points. A series of validation analyses and hypothesis tests reveals that the PPEFS measures have good psychometric properties (i.e. reliability, convergent validity, discriminant validity, and criterion‐related validity) and exhibit incremental validity above and beyond C able and DeR ue's (2002) fit measures. Furthermore, the measures are reflected by a superordinate (vs. aggregate) construct of PE fit. Overall, the four different types of fit significantly predict in‐role behavior, job satisfaction, intent to quit, and organisational citizenship behavior ( OCB ), each explaining the greatest amount of variance in different outcomes. The PPEFS should prove useful in future research regarding PE fit.