أثر توافق الفرد مع بيئة المنظمة على الصراع بين العمل والأسرة بالتطبيق على العاملين بالبنوک الخاصة بمحافظة الدقهلية The Impact of Person-Environment Fit on Work-Family Conflict "An Applied Study On The Employees In The Private Sector Bank In Dakhlia Governorate"

نوع المستند : المقالة الأصلية

المؤلف

کلية التجارة بنات - جامعة الأزهر - طريق النصر - أمام قاعة المؤتمرات - مدينة نصر - القاهرة الرقم البريدي / 11751

المستخلص

استهدفت الدراسة قياس علاقة الارتباط بين أبعاد توافق الفرد مع بيئة المنظمة وأبعاد الصراع بين العمل والأسرة، وقياس تأثير أبعاد توافق الفرد مع بيئة المنظمة على أبعاد الصراع بين العمل و الأسرة، وکذلک قياس الفروق بين إدراک مفردات العينة لمتغيري الدراسة وفقاً للخصائص الديموغرافية (النوع، العمر، ومستوى التعليم، وسنوات الخبرة)، وتم اختيار عينة عشوائية بسيطة من العاملين بالبنوک الخاصة بمدينة المنصورة قوامها (326) مفردة وکان عدد المستجيبين للدراسة (196) مفردة بنسبة استجابة 60%. وتوصلت النتائج إلى وجود علاقة ارتباط معنوية بين أبعاد توافق الفرد مع بيئة العمل بالبنک وأبعاد الصراع بين العمل والأسرة، ووجود تأثير معنوي لأبعاد توافق الفرد مع بيئة العمل بالبنک على أبعاد الصراع بين العمل والأسرة، وعدم وجود فروق معنوية بين إدراک مفردات العينة لمتغيري الدراسة وفقا للنوع والعمر وسنوات الخبرة، ووجود فروق معنوية بين إدراک مفردات العينة فيما يتعلق بالصراع بين العمل والأسرة وفقا لمستوى التعليم. وفي ضوء ما توصلت إليه الدراسة من نتائج أُقُترِحَت مجموعة من التوصيات التي يمکن أن تُسهم في تقليل الصراع بين متطلبات العمل والأعباء الأسرية.

الكلمات الرئيسية


Abdalla, A., Elsetouhi, A. , A. A., Nagm, A.-E. A., & Abdou. A. H. (2018). Perceived person-organization fit and turnover intention in medical centers:The mediating roles of person-group fit and person-job fit perceptions, Personnel Review, 47(4), 863-881.
Aghmiuni, S. K., Siyal, S., Wang, Q., & Duan, Y. (2020). Assessment of factors affecting innovation policy in biotechnology. Journal of Innovation & Knowledge, 5(3), 180–190.
Aktaş, M. (2014). Moderating effect of idiocentrism and allocentrism on person-organization person-job fit and work attitudes relationship‚ Cross Cultural Management. 21 (3), pp. 290-305. Alazzam‚ M.‚ Abualrub‚ R.‚ Nazzal‚ A. (2017). The relationship between work-family conflict (WFC) and job satisfaction among Jordanian hospital nurses‚ Nursing Forum‚ 52‚ (4).
Almer ED, Baldwin AA, Jones-Farmer A, Lightbody M, and Single LE (2016). Tenure-track opt-outs: Leakages from the academic pipeline. In: Calderon TG (Ed.), Advances in accounting education: Teaching and curriculum innovations: 1-36. Emerald Group Publishing Limited, Bingley, UK.
https://doi.org/10.1108/S1085462220160000019001.
AlMufti, K. Amuluru, N. Damodara, V. Dodson, D. Roh, S. Agarwal, P.M. Meyers, E.S. Connolly Jr., M.J. Schmidt, J. Claassen, S.(2019). Admission neutrophil-lymphocyte ratio predicts delayed cerebral ischemia following aneurysmal subarachnoid hemorrhageJournal of neurointerventional surgery, 11, 1135-1140.
Andela‚ M.‚ and van der Doef‚ M.(2018). A comprehensive assessment of the person–environment fit dimensions and their relationships with work-related outcomes‚ Journal of Career Development. https://doi.org/10.1177/0894845318789512
Astakhova, M. N. (2016). Explaining the effects of perceived person-supervisor fit and person-organization fit on organizational commitment in the US and Japan‚ Journal of Business Research, 69 (2),956-963.
Boon‚ C. Den Hartog‚ DN. Boselie‚ P. and Paauwe‚ J. (2011). The relationship between perceptions of HR practices and employee outcomes: Examining the role of person–organisation and person–job fit‚ The International Journal of Human Resource Management,22(1),138-162.
Bretz, RD., and Judge, TA. (1994). Person–organization fit and the theory of work adjustment: Implications for satisfaction, tenure, and career success‚ Journal of Vocational Behavio‚r 44, 32-54.
Brkich, M., Jeffs, D., & Carless, S. A. (2002). A global self-report measure of person-job fit‚ European Journal of Psychological Assessment, 18, (1), 43. Buonocore‚ F.‚ Russo‚ M. (2013). Reducing the effects of work-family conflict on job satisfaction: The kind of commitment matters‚ Human Resource Management Journal‚ 23(1), 91-108.
Cable, D. M., & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions‚ Journal of applied psychology, 87 (5), 875.
Caldwell DF, O’Reilly III CA.(1991). Measuring person-job fit with a profile-comparison process‚ Journal of Applied Psychology 75 (6), 648.
Carlson, D. S., Kacmar, K. M., & Williams, L. J. (2000). Construction and initial validation of a multidimensional measure of work– family conflict‚ Journal of Vocational Behavior, 56, 249–276.
Carlson, K. D., & Wu, J. (2012). The illusion of statistical control: Control variable practice in management research‚ Organizational Research Methods, 15, 413 – 435.
Chen, Y.-C., Chi, S.-C. S., & Friedman, R. (2015). Do more hats bring more benefits? Exploring the impact of dual organizational identification on work-related attitudes and performance‚ Journal of Occupational and Organizational Psychology‚ 86(3), 417-434. Chen‚ I.‚ Brown‚ R.‚ Bowers‚ B. (2013). relationship between job satisfaction and turnover intention‚ Journal of Advanced Nursing‚ 71(10).
Chhabra‚ B. (2016). Work role stressors and employee outcomes: Investigating the moderating role of subjective person-organization and person-job fit perceptions in Indian organizations‚ International Journal of Organizational Analysis,  24(3), 390-414.
Chin, W. W. (2010). How to write up and report PLS analyses. In Handbook of partial least squares, Springer, Heidelberg, Dordrecht, London, New York, 655-690.
https://doi.org/10.1007/978-3-540-32827-8_29
Choo, J. L. M., Desa, N. M., & Asaari, M. H. A. H. (2016). Flexible Working Arrangement toward Organizational Commitment and Work-Family Conflict‚ Studies in Asian Social Science, 3(1), 21-36.
Colbert, A., Bono, J. E., & Purvanova, R. (2004). Flourishing via workplace relationships: Moving beyond instrumental support‚Academy of Management Journal, 59, 1199-1223.
Demerouti, E. (2007). Job characteristics, flow, and performance: The moderating role of conscientiousness‚ Journal of Occupational Health Psychology, 11(3), 266-280.
Dose‚ J. J. (1997). Work values: An integrative framework and illustrative application to organizational socialization, Journal of Occupational and Organizational Psychology,70(3),219-240.
Edwards, J.R. (1991). “Person-job fit: a conceptual integration, literature review, and methodological critique”, in Cooper, C.L. and Robertson, I.T. (Eds), International Review of Industrial and Organizational Psychology, 6, Wiley, New York, NY, pp. 283-357.
Edwards, J.R. (1996). An examination of competing versions of the person-environment fit approach to stress”, Academy of Management Journal, 39 (2), 292-339. Edwards, Jeffrey R. (2008). "Person–Environment Fit in Organizations: An Assessment of Theoretical Progress"‚ Academy of Management Annals. 2 (1) 12-30 El-Sakka, N. (2016). Social support and type a behavior pattern TABP)as moderators between person-environment fit (P.E fit) and turnover intention, The Business and Management Review, 7 (2) ,153-165.
Fajri‚ P.‚& Darmawati, E. (2019). Synthesis and characterization of aloe vera-based edible film incorporated with shellac resin and hydrocolloids‚ IOP Conference Series: Materials Science and Engineering, 57(1), 012076.
Farndale , E. &Sanders. K (2017). Conceptualizing HRM system strength through a cross-cultural lens‚ The International Journal of Human Resource Management, 28(1), 132-148.
Finegan‚ J. (2000). The impact of person and organizational values on organizational commitment, Journal of Occupational and Organizational Psychology‚ 73(2),49 – 169.
Foley, S., H. Y. Goe & Lui,S(2005). “The effect of work stressor, perceived organizational support, and gender on work-family conflict in Hongkong”‚ Asia Pacific Journal of Management, 22, 237-256.
Follmer, E. (2016). What we do to fit in: personality, coping, and Person-Environment fit‚ PhD Thesis, University of Iowa. Goh, Z., Ilies, R., & Wilson, K. S. (2015). Supportive supervisors improve employees’ daily lives: The role supervisors play in the impact of daily workload on life satisfaction via work–family conflict‚ Journal of Vocational Behavior, 89, 65–73.
Greenhaus‚ J.‚ Beutell‚ N. (1985). Source of Conflict Between Work and Family Roles‚ The Academy of Management Review‚ 10(1), 76-88.
Haar, J., Roche, M., & Taylor, D. (2012). Work-family conflict and turnover intentions amongst indigenous employees: The importance of the whanau/family for Maori‚ International Journal of Human Resource Management, 23(12), 2546-2560.
Hai, L. C. & Tziner, A, (2016) The " I believe " and the " I invest " of work-family balance: The indirect influences of personal values and work engagement via perceived organizational climate and work place burnout, Journal of Work and Organizational Psychology, 32, 1-10.
Hair J.F, Hult G.T.M, Ringle C, & Sarstedt M.(2016). A primer on partial least squares structural equation modeling (PLS-SEM)‚ Sage Publications, Thousand Oaks, USA.
Hamstra M.R, Van Vianen A.E, & Koen J. (2018). Does employee perceived person-organization fit promote performance? The moderating role of supervisor perceived person-organization fit‚ European Journal of Work and Organizational Psychology.
Holland, J. L. (1985). Making vocational choices: A theory of vocational personalities and work environments. 2nd ed., Prentice-Hall, Englewood Cliffs, NJ: Prentice-Hall.
https://doi.org/10.1038/s41586-019-1193-4
Huang, W., Yuan, C., & Li, M.,(2018). Person–Job Fit and Innovation Behavior: Roles of Job Involvement and Career Commitment, Frontiers in Psychology, 10, 1134-1143.
Jin, M. H., McDonald, B., Park, J., & Yu, K. Y. T. (2017). Making public service motivation count for increasing organizational fit: The role of followership behavior and leader support as a causal mechanism‚ International Review of Administrative Sciences, 85, 98-115.
Judge, T. A., & Ferris, G. R. (1992). the Elusive Criterion of Fit in Human Resources Staffing Decisions, Human Resource Planning, 15 (4).47-67.
Kakar, A.S. Mansor, N.N.A& Saufi, R.A. (2019). Work-life balance practices and turnover intention: The mediating role of person-organization fit, International Journal of Advanced and Applied Sciences, 6(9), 76-84.
Karatepe, O. M. (2012). Perceived organizational support, career satisfaction, and performance outcomes‚ International Journal of Contemporary Hospitality Management, 24(5), 735–752.
Kehoe, R. R., & Wright, P. M. (2013). The Impact of High- erformance Human Resource Practices on Employees’ Attitudes and Behaviors, Journal of Management, 39(2), 366-391.
Kooij DT and Boon C (2018). Perceptions of HR practices, person–organisation fit, and affective commitment: The moderating role of career stage. Human Resource Management Journal, 28(1), 61-75.
Krishnan‚ G. (2002). Perceived Person-Environment Fit And Employees' Turnover Intention‚ International Journal Of Current Advanced Research‚ 6(8), 5218-5224.
Kristof, A. L. (1996). Person‐organization fit: An integrative review of its conceptualizations, measurement, and implications, Personnel psychology, 49 (1), 1-49.
Kristof‐Brown A.L, Zimmerman R.D, &Johnson E.C. (2005). Consequences of individuals' fit at work: A meta‐analysis of person–job, person–organization, person–group, and person–supervisor fit‚ Personnel Psychology, 58(2), 281-342.
Kristof-Brown, A. L., & Stevens, C. K. (2001). Goal congruence in project teams: Does the fit between members' personal mastery and performance goals matter?, Journal of applied psychology, 86 (6), 1083.
Kristof-Brown, A. L., Jansen, K. J., & Colbert, A. E. (2002). Apolicy-capturing study of the simultaneous effects of fit with jobs, groups, and organizations‚ Journal of Applied psychology, 87 (5), 985.
Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of Individuals fit at Work: A Meta-Analysis of Person– Job, Person–Organization, Person–Group, and Person–Supervisor Fit‚ Personnel psychology, 58 (2), 281-342.
Kristof-Brown, A., Barrick, M. R., & Kay Stevens, C. (2005), when opposites attract: a multi-sample demonstration of complementary person-team fit on extraversion, Journal of personality, 73 (4), 935-958.
Lam, S. S., Schaubroeck, J., & Aryee, S.,(2002) Relationship between organizational justice and employee work outcomes: a cross-national study, Journal of Organizational Behavior, 23(1), 1-18.
Lazar I, Osoian C, and Ratiu‚ P. (2010). The role of work-life balance practices in order to improve organizational performance‚ European Research Studies, 13(1), 201-213.
Lu, C.-q., Wang, H.-j., Lu, J.-j., Du, D.-y. and Bakker, A.B. (2014). “Does work engagement increase person-job fit? The role of job crafting and job insecurity”, Journal of Vocational Behavior, 84 (2), 142-152.
Luu‚ T. (2018). Discretionary HR practices and proactive work behaviour: The mediation role of affective commitment and the moderation roles of PSM and abusive supervision‚ Public Management Review, 20(6), 789-823.
Michel, J. S., Mitchelson, J. K., Pichler, S., & Cullen, K. L. (2011). Clarifying relationships among work and family social support, stressors, and work-family conflict. Journal of Vocational Behavior, 76, 91–104.
Mohamed, F, Taylor, GS, and Hassan (2019) Affective commitment and intent to quit: the impact of work and non-work related issues‚ Journal of Managerial Issues‚ 18(4), 512-529.
Mosley. D. (2003). The influence of person-job fit, person-organization fit, and self-efficacy perceptions on work attitudes, job performance, and turnover‚ Doctoral dissertation‚ Retrieved from Pro Quest Dissertations and Theses database.
Mostafa‚ A.M.S.‚ &Gould-Williams ‚J.S. (2014). Testing the mediation effect of person–organization fit on the relationship between high performance HR practices and employee outcomes in the Egyptian public sector‚ The International Journal of Human Resource Management, 25(2), 276-292.
Nye, C. D., Su, R., Rounds, J., & Drasgow, F. (2012). Vocational interests and performance: A quantitative summary of over 60 years of research, Perspectives on Psychological Science, 7(4), 384-403.
O’Reilly, C. A., Chatman, J., & Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit‚Academy of Management Journal, 34, 487-516.
O’Reilly, C.A.; Chatman, J.; Caldwell, D.F. (1991). People and organisational culture: A profile comparisonapproach to assessing person-fit‚Academy Management , 34, 487–516.
Opstrup‚ N.‚ and Pihl-Thingvad‚ S. (2016). Stressing academia? Stress-as-offence-to-self at Danish universities‚ Journal of Higher Education Policy and Management, 38(1), 39-52.
Pervin, L. A. (1989). Persons, situations, interactions: The history of a controversy and a discussion of theoretical models‚ Academy of Management Review, 14 (3), 350-360.
Piasentin, K. A., & Chapman, D. S. (2006). Subjective person–organization fit: Bridging the gap between conceptualization and measurement‚ Journal of Vocational Behavior, 69(2), 202–221. Piszczek, M.M., & Berg, P.(2020). HR policy attributions: Implications for work-family person-environment fit‚ Human Resource Management Review 30(2), 100701.
Pluut, H., Ilies, R., Curşeu, P. L., & Liu, Y. (2018). Social support at work and at home: Dual-buffering effects in the work-family conflict process‚ Organizational Behavior and Human Decision Processes, 146‚ 1–13.
Reimann , M. Rigby.M& Dutton, G. S.(2019). Increase in CFC-11 emissions from eastern China based on atmospheric observations. Reimann‚ M.‚ Diewald‚ M.‚ Marx‚ C. (2019). Work-to-family and family-to-work conflicts among employed single parents in Germany‚ Equality, Diversity and Inclusion‚ An International Journal ‚DOI: 10.1108/EDI-02-2019-0057.
Rubenstein AL, EberlyMB, Lee TW, and Mitchell TR. (2018). Surveying the forest: A meta-analysis, moderator investigation, and future-oriented discussion of the antecedents of voluntary employee turnover‚ Personnel Psychology, 71(1), 23-65.
Sanaz, A., Syaqirah, A., & Khadijah, S. (2014). Validation study of the Malay version of the Work-Family Conflict Questionnaire. Malays‚ J Med Sci, 21(1), 50-57.
Schneider‚ B. (1987). The people make the place. Personnel Psychology, 40(3), 437-453.
Shahidan, A. N., Hamid, S. N. A., & Ahmad, F. (2018). Mediating Influence of Work Engagement between Person-Environment Fit and Adaptive Performance‚ Journal of Business and Social Review in Emerging Economies , 4(1), 17-26.
Straub‚ C. (2007). A comparative analysis of the use of work-life balance practices in Europe: Do practices enhance females’ career advancement?‚ Women in Management Review, 22(4),89-304.
Sun, H., & Zhu, G. (2014). Effects of standardization and innovation on mass customization: An empirical investigation, Tec novation, 48, 79-86. Suwanti.S , Udin.U & Widodo.W.(2018). Person-Organization Fit, Person-Job Fit, and Innovative Work Behavior: The Role of Organizational Citizenship Behavior, International Journal of Economics & Business Administration (IJEBA), (3), 146-159.
Tsabari, O., Tziner, A., & Meir, E. I. (2005). Updated meta-analysis on the relationship between congruence and satisfaction‚ Journal of Career Assessment, 13 (2), 216-232.
Tsai PC.F,& Yen Y.F. (2017). Study of the relationship of workplace person-environment fit, country identification and affective commitment-evidence of Chinese immigrant wives in Taiwan‚ Athens Journal of Business & Economics‚ 3 (2), 101-122.
Vogel‚ R.M&Feldman, D.C. (2007). Integrating the levels of person-environment fit: The roles of vocational fit and group fit‚ Journal of Vocational Behavior, 75(1), 68-81.
Wachtfogel, M. (2009). Organizational socialization, person-environment fit and commitment of recent college graduates. ProQuest LLC, Ph.D. Dissertation, New YorkUniversity.
Wahyudi,S Udin1,U. Yuniawan.A & Rahardja,E(2019) Person-Organization Fit, Knowledge Sharing Behaviour, and Innovative Work Behaviour: A Self-determination Perspective, International Journal of Innovation, Creativity and Change. 4(4), 145-163.
Watanabe. M, &Falci.CD. (2016). A demands and resources approach to understanding faculty turnover intentions due to work–family balance. Journal of Family Issues, 37(3), 393-415..
Werbel, J. D., & Gilliland, S. W. (1999). Person–environment fit in the selection process, Research in Personnel and Human Resources Management17, 209-243.
Werbel, J. D., & Johnson, D. J. (2001). The use of person–group fit for employment selection: A missing link in person–environment fit. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 40 (3), PP.227-240.
Wickramasinghe‚ D.‚& Nishanthi‚ H. (2019). Effect of Person-organization Fit on Organizational Commitment: A Study with Special Reference to Sri Lankan Banking and Insurance Industries‚ Kelaniya Journal of Human Resource Management‚ 14(2).
Winslow, S.(1997). Work-family conflict, gender, and parenthood, Journal of Family Issues 26(6),27-755.
Witt, L. A. (1998). Enhancing organizational goal congruence: A solution to organizational politics‚ Journal of Applied Psychology, 83(4), 666-674.
Yang, J.‚ Feng, C.‚& Feng‚ P. (2020). Linking Ethical Leadership To Work Engagement: The Effects of Person–Group Fit And Person–Job Fit‚ Wseas Transactions on Business And Economics‚ 17.