Development of the Person–Family Fit Construct: An Extension of Person–Environment Fit into the Family Domain

IF 1.4 Q3 MANAGEMENT

South Asian Journal of Human Resource Management Pub Date : 2019-03-28 DOI:10.1177/2322093719830807

M. Padmasiri, Pavithra Kailasapathy, A. Jayawardana

引用次数: 2

Abstract

Abstract This article defines a person’s environment as a combination of work and family environments by extending the person–environment fit theory to include the family domain. The study extends the person–environment fit construct by including person–job fit, person–organization fit, person–group fit, person–supervisor fit (all in work environment) and person–family fit (family environment). In the two studies that were carried using operational-level employees from various industries, we empirically develop a scale for the new concept person–family fit, validated person–family fit scale and the person–environment fit construct. This study makes several theoretical contributions including defining person–family fit construct, developing a scale to measure the same and confirming its inclusion into the person–environment fit construct. Managerial implications are provided to ensure person–job fit, person–group fit, person–supervisor fit and person–family fit in the working environment.

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人-家庭契合构建的发展:人-环境契合在家庭领域的延伸

摘要本文将人-环境契合理论扩展到家庭领域，将人的环境定义为工作环境和家庭环境的结合。本研究扩展了人与环境的契合度建构，包括人与工作的契合度、人与组织的契合度、人与团队的契合度、人与主管的契合度(全部在工作环境中)和人与家庭的契合度(家庭环境)。在这两项研究中，我们以来自不同行业的运营层级员工为研究对象，实证地开发了新概念的“人-家庭”契合度量表、验证型“人-家庭”契合度量表和“人-环境”契合度结构。本研究的理论贡献包括定义个人-家庭契合结构、编制个人-家庭契合结构的测量量表以及将其纳入个人-环境契合结构。提供管理启示，以确保工作环境中的人-工作适合，人-团队适合，人-主管适合和人-家庭适合。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

South Asian Journal of Human Resource Management MANAGEMENT-

CiteScore

2.30

自引率

23.50%

发文量

期刊介绍： South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.