The incongruity of misfit: A systematic literature review and research agenda

IF 4.5 2区管理学 Q1 MANAGEMENT

Human Relations Pub Date : 2023-08-03 DOI:10.1177/00187267231187751

Benedikt Englert, Martin Sievert, Bernd Helmig, Karen Jansen

{"title":"The incongruity of misfit: A systematic literature review and research agenda","authors":"Benedikt Englert, Martin Sievert, Bernd Helmig, Karen Jansen","doi":"10.1177/00187267231187751","DOIUrl":null,"url":null,"abstract":"For decades, research on person–environment (P-E) fit has been a prevalent topic, emphasizing alignment between employees and the work environment and the accompanying positive consequences that flow from good fit. However, given the frequency of change and volatility experienced in organizations, it is far more likely that individuals, work groups, and organizations will sporadically experience misfit with various aspects of the environment. This recognition has led to steady growth in misfit research, but this literature lacks conceptual clarity, provides differing views on the interplay between fit and misfit, and as a result, insights on the consequences of misfit are fragmented. To address these shortcomings, we conducted a systematic review of the misfit literature and analyzed 106 scholarly articles published between 1981 and 2021. Our review offers three key contributions. First, we identify four distinct conceptualizations of misfit from the literature and then offer an integrative definition of misfit. Second, we provide a multi-level synthesis of the antecedents and outcomes of misfit that highlights the need for more cross-level and multi-level research. Third, we lay out a rich and detailed agenda of future research to further enhance our knowledge of misfit as a concept distinct from its P-E fit roots.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"7 1","pages":"0"},"PeriodicalIF":4.5000,"publicationDate":"2023-08-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Human Relations","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1177/00187267231187751","RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"MANAGEMENT","Score":null,"Total":0}

引用次数: 0

Abstract

For decades, research on person–environment (P-E) fit has been a prevalent topic, emphasizing alignment between employees and the work environment and the accompanying positive consequences that flow from good fit. However, given the frequency of change and volatility experienced in organizations, it is far more likely that individuals, work groups, and organizations will sporadically experience misfit with various aspects of the environment. This recognition has led to steady growth in misfit research, but this literature lacks conceptual clarity, provides differing views on the interplay between fit and misfit, and as a result, insights on the consequences of misfit are fragmented. To address these shortcomings, we conducted a systematic review of the misfit literature and analyzed 106 scholarly articles published between 1981 and 2021. Our review offers three key contributions. First, we identify four distinct conceptualizations of misfit from the literature and then offer an integrative definition of misfit. Second, we provide a multi-level synthesis of the antecedents and outcomes of misfit that highlights the need for more cross-level and multi-level research. Third, we lay out a rich and detailed agenda of future research to further enhance our knowledge of misfit as a concept distinct from its P-E fit roots.

查看原文本刊更多论文

不适应的不协调:系统的文献回顾和研究议程

几十年来，对人与环境契合度的研究一直是一个流行的话题，强调员工与工作环境之间的契合以及良好契合所带来的积极后果。然而，考虑到组织中所经历的变化和不稳定性的频率，个人、工作组和组织更有可能零星地经历与环境的各个方面的不适应。这种认识导致了不适应研究的稳步增长，但这些文献缺乏概念清晰度，对适合和不适应之间的相互作用提供了不同的观点，因此，对不适应后果的见解是碎片化的。为了解决这些缺点，我们对不适合的文献进行了系统回顾，并分析了1981年至2021年间发表的106篇学术文章。我们的综述提供了三个关键贡献。首先，我们从文献中确定了四种不同的不适应概念，然后提供了一个不适应的综合定义。其次，我们对错配的前因和结果进行了多层次的综合，强调需要更多的跨水平和多层次的研究。第三，我们为未来的研究制定了丰富而详细的议程，以进一步提高我们对不适合的认识，这是一个与P-E适合不同的概念。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

求助全文

约1分钟内获得全文求助全文

来源期刊

Human Relations Multiple-

CiteScore

12.60

自引率

7.00%

发文量

期刊介绍： Human Relations is an international peer reviewed journal, which publishes the highest quality original research to advance our understanding of social relationships at and around work through theoretical development and empirical investigation. Scope Human Relations seeks high quality research papers that extend our knowledge of social relationships at work and organizational forms, practices and processes that affect the nature, structure and conditions of work and work organizations. Human Relations welcomes manuscripts that seek to cross disciplinary boundaries in order to develop new perspectives and insights into social relationships and relationships between people and organizations. Human Relations encourages strong empirical contributions that develop and extend theory as well as more conceptual papers that integrate, critique and expand existing theory. Human Relations welcomes critical reviews and essays: - Critical reviews advance a field through new theory, new methods, a novel synthesis of extant evidence, or a combination of two or three of these elements. Reviews that identify new research questions and that make links between management and organizations and the wider social sciences are particularly welcome. Surveys or overviews of a field are unlikely to meet these criteria. - Critical essays address contemporary scholarly issues and debates within the journal''s scope. They are more controversial than conventional papers or reviews, and can be shorter. They argue a point of view, but must meet standards of academic rigour. Anyone with an idea for a critical essay is particularly encouraged to discuss it at an early stage with the Editor-in-Chief. Human Relations encourages research that relates social theory to social practice and translates knowledge about human relations into prospects for social action and policy-making that aims to improve working lives.