• Korean journal of food and cookery science
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• v.29 no.6
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• pp.709-715
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• 2013

The purposes of this study were to consider the influence of person-environment fit in the family restaurants on employees' stress. Based on total 274 samples obtained from empirical research from March 20 to April 10, 2013, self-administrated questionnaires were completed by patrons in metropolitan area and data were analysed by frequency, exploratory factor analysis, reliability analysis, correlation analysis, t-test, one-way ANOVA, and multi-regression analysis. Results of study were as follows: From the exploratory factor analysis of the variables, 4 factors, i.e. person-organization fit(3 variables), person-job fit(3 variables), person-supervisor fit(3 variables), and employees' stress(5 variables) were extracted. The results showed that employees' person-organization fit was significant differences according to gender(male $4.43{\pm}1.45$; female $4.83{\pm}1.34$; p<0.05). In terms of employees' person-supervisor fit was significant differences according to age(20' $3.08{\pm}0.99$, 30' $3.52{\pm}0.10$; 40' $3.71{\pm}1.07$; p<0.05). Also, the person-job fit(${\beta}$=-0.472; p<0.001), and person-supervisor fit(${\beta}$=-0.285; p<0.001) among the person-environment fit had a significant negative effect on employees' stress. Limitations and future research directions are also discussed.

• Journal of the Korea Convergence Society
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• v.10 no.3
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• pp.307-317
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• 2019

The purpose of this study was to identify the effect of person-environment fit and job embeddedness on turnover Intention. The subjects conveniently extracted 150 nurses who work at 2general hospitals in B and U metropolitan cities for more than six months, and Analyses were made using the SPSS WIN 20.0 and AMOS 21.0 programs to identify the causal relationship between person-job fit, person-organizational fit, person-supervisor fit, job embeddedness and turnover Intention. As a result, the variables with direct effect and total effect on job embeddedness showed personal-job fit, personal-organizational fit, person-supervisor fit and explained 76.3% of the job embeddedness. The most significant direct effect on turnover intention was job embeddedness and personal-job fit, personal-organizational fit, Person-supervisor fit showed indirect effect, and job embeddedness explained 36% of the turnover intention. In conclusion, if the personal-job fit, personal-organizational fit, and personal-superior fit of the clinical nurse are improved, the job embeddedness are improved turnover intention will decrease and the turnover rate will be decreased. In addition, it is necessary to study various factors affecting the turnover intention of person-environmental fit on nurses.

• Fashion & Textile Research Journal
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• v.13 no.1
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• pp.107-115
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• 2011

This study analyzes how the person-environment fit on organization attractiveness, commitment, and job satisfaction in TV home shopping companies. The survey was conducted from May 3 to 31 in 2010, and 350 responses were used in the data analysis. The statistical analysis methods were frequency analysis, factor analysis, reliability analysis, and multiple regression analysis. The results show that person-environment fit of TV home shopping companies is composed of person-job fit, person-supervisor fit, and person-organization fit. The person-job fit, person-supervisor fit, and person-organization fit of TV home shopping companies influence the organization attractiveness and commitment. The organization attractiveness and commitment affect the job satisfaction in TV home shopping companies.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.13 no.3
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• pp.1105-1113
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• 2012

This study aimed at adult learners attended in a Junior college's Bachelor's degree course who experience job-related, relationship-related dimensions in the work life which affect the intention to skill development identified a mechanism that affects an person-job fit, person-supervisor fit relationship between conformity and intention to skill-development in the job satisfaction of the effects of the parameters was assessed. Results of this study validate the hypothesis First, person-job fit, person-supervisor fit job satisfaction the suitability appeared to affect significantly Second, job satisfaction continues to assist in the intention to skill development also appeared to influence. Third, job satisfaction fully mediated the suitability of the intention to skill development even appeared to affect the person-supervisor fit also fully mediated by job satisfaction continues to assist in the skill development affect showed that effect. This study of adult learners in skill-development activities, ranging from environmental factors, identify the cause of that new attempts in terms of theoretical implications with and the company's human resource management perspective and practical implications in terms of adult education and discuss the limitations of the study was.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.9
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• pp.5968-5981
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• 2015

In Korean companies, traditional collectivism have been merged into individualism caused by meritocracy. In order to better understanding about change of cultural characteristics, we examine the relationship between collectivism / individualism and person-environment fit. The data was obtained from 203 employees working in 5 Korean company and 173 employees in 4 companies in China. Results confirmed that collectivism increases employee's person-environment fit (person-organization, person-supervisor, person-coworker) and further leads to high levels of affective organizational commitment. The moderating roles that individualism play upon the relationships between collectivism and person-environment fit (person-organization, person-supervisor, person-coworker) were also investigated. Results confirmed that individualism enhance the impact collectivism has upon person-environment fit. In addition, this study found the significantly difference between Korea and China in effect of collectivism on person-environment fit. Lastly, the study also has explored theoretical and practical implications and the limitations of this research as well as the future directions of research.

• The Journal of the Korea Contents Association
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• v.16 no.10
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• pp.350-363
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• 2016

The purpose of this study was to examine the relationships between emotional intelligence and job performance. Also, the study explore the effects of self-efficacy as a mediating variable and person-supervisor fit as a moderating variable on the mentioned relationships. In order to verify the assumptions related to this research, a survey of 173 sales representatives working in various organizations was conducted. Survey results supported the assumption that higher emotional intelligence resulted in higher job performance. And another assumption that job performance could be predicted more precisely through mediating effect of self-efficacy. Finally, results revealed that the relationships between emotional intelligence and self-efficacy became stronger when the scores of person-supervisor fit were higher. Theoretical and practical implication were reviewed and limitations of the study and suggestions for future research were discussed.

• Journal of Distribution Science
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• v.16 no.7
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• pp.77-86
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• 2018

Purpose - In the insurance distribution channel, the salespeople plays a role of representing the company, and recognizes the needs of the customers and plays a role in responding to them. Therefore, their turnover can have a great influence on the company performance. The purpose of this study is to investigate the structural relationship between salespeople's personal - environmental fit and organizational commitment and turnover intention. Research design, data, and methodology - Data collection was conducted a self-filling questionnaire for salespeople for about one month from July 24, 2017 to August 30, 2017. The subjects of the questionnaire were the insurance salespeople who work in the sales line such as K life, S fire. A total of 450 copies were distributed and 432 copies of the questionnaire were used for final analysis. The analysis program used SPSS 22.0 and AMOS 22.0 programs. Analysis method was Frequency Analysis, Reliability & Confirmatory Factor Analysis, Correlation Analysis and Structural Equation Model(SEM). Results - As a result of Hypothesis 1, Person-Supervisor Fit had significant influence only on Continuance Commitment. Person-Job Fit did not have a significant effect on Organizational Commitment. Person-Coworker Fit had a significant effect on Continuance Commitment and Affective Commitment. Person-Organization Fit had a significant impact on Affective Commitment. Therefore, only , , , , were adopted. As a result of Hypothesis 2, Continuance Commitment had a significant effect on turnover intention. Therefore, only was adopted. Conclusions - This study suggests that it is necessary to manage the human resources in the sales field through studies related to salespeople's extension of the research scope and salespeople's turnover intention. Based on the results of this study, the conclusion suggests some implications for the efficient human resources management of insurance companies in sales channels. It is expected that it will be helpful for the salespeople to find out what kind of Person-Environment Fit affects the organizational commitment and how to manage the organizational commitment among the three dimensions of organizational commitment to reduce turnover intention.