this study has examined the organizational antecedents and consequences of hypocritical behaviors in interpersonal communication in najafabad public organizations. to this end, proportional questionnaires were distributed among 280 employees of organizations as a sample. to test the hypothesis, the data were fitted to structural equation models based on chi-square, normed chi-square, incrementa...

Based on the 2030 Agenda of United Nations (UN), where 17 Sustainable Development Goals (SDGs) are identified, present study aims to (1) propose a measure for perception green human resources management practices; (2) investigate its relationship with employees’ person-organization fit, and (3) analyze moderating role personal environmental commitment in between practices fit. A quantitative hy...

It is important to provide researchers with the support they need improve Person–Organization (PO) fit in order manage negative impact of COVID-19 on work performance. Underpinned by PO theory, drawing upon survey data 2321 from ten countries initiated Nature 2021, this paper discusses how independent variables person–organization and organizational resources performance, a dependent variable, ...

Three studies investigated the association between members' group identification and the emotional fit with their group. In the first study, a cross-sectional study in a large organization, we replicated earlier research by showing that group identification and emotional fit are positively associated, using a broader range of emotions and using profile correlations to measure group members' emo...

Integrating and expanding upon the person-environment fit (PE fit) and the selfdetermination theory literatures, we hypothesized and tested two competing models in which the satisfaction of the psychological needs for autonomy, relatedness, and competence mediated or partially mediated the relations between different types of PE fit (i.e., person-organization, person-group, and person-job fit) ...

The population-ecology approach (the natural-selection model) used to be a major orientation in consideration of organizational change and transformation. It is presented by its proponents as a theory distinct from structural contingency theory. This theory begins by rejecting the claim of contingency theory that organizations are adaptive. Contingency theory understands that the social and bus...

Amaç: Çalışan motivasyonu, çalışanların bireysel performanslarını yüksek derecede sergilemesi, iş yaparken mutlu olması, çalıştığı örgüt ve arkadaşları ile uyum göstermesi açısından önem arz etmektedir. Bu bağlamda işletmelerin amaç hedeflerine ulaşmasında çalışanlarının onların örgütle olan uyumunu işyerindeki mutluluğunu etkileyebilmektedir. araştırma, çalışan motivasyonu işyeri mutluluğu ara...