Edited by Ayala Malach-Pines and Mustafa F. Özbilgin
Chapter 12: Person–Environment Fit (P–E Fit) in Values and Regulatory Focus and its Relationship to Stress, Burnout and Meaning Among High-tech Workers in Economically Stable versus Unstable Environments
Shira Milshtein Introduction Person–environment fit (P–E fit), the match between individuals and the environments in which they work, has been the focus of much research and has been described as ‘so pervasive as to be one of, if not the dominant, conceptual forces in the field’ (Schneider, 2001, p. 142). P–E fit occurs when there is a good match between the characteristics/requirements of a particular work environment and the characteristics/expectations of the person working in that organizational environment (Caplan, 1987; Kristof, 1996). This chapter deals with the congruency between person and organizational environment among high-tech employees in economically stable as compared to unstable environments in Israel. The congruency examined was in values and regulatory focus. Value congruency is the most common type of P–E fit (Chatman, 1989), and refers to the match between organizational values and the values of the individual (Bowen et al., 1991). Regulatory congruency refers to the fit between personal regulatory focus (prevention versus promotion) and external situations, in this case, economically stable versus unstable environments. According to regularity fit theory (Higgins, 1998), congruency between the personal regulatory focus and the situational focus enhances motivation, performance and the sense of ‘doing the right thing’. Higgins (1997) saw personal regulatory focus as an integral part of people’s personality, which offers them a reference point to the world and is manifested in values as well as in the interpretation of certain behaviors and situations. Higgins and Silberman (1998) believed that the regulatory focus moves along...
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