title: Employee Perceptions of Fit, Intention to Quit, Organizational Commitment, Job Satisfaction and Work Engagement: Direct, Mediation and Moderation Effects

authors: Amerasinghe, Inakshie

subjects: Person-Environment Fit

abstract: This research examined important work related perceptions and attitudes of employees currently working across major industries in New Zealand to gain insight into factors, including person-environment fit and intention to quit, that could contribute to the overall success of an organization, and the well-being of individuals at work.
The research model consisted of three parts: part A examined employee fit perceptions, namely value congruence, demands-abilities fit and needs-supplies fit, in direct relation to intention to quit.  Part B proposed that the direct relationships predicted in part A would be mediated by organizational commitment, job satisfaction and work engagement.  Part C proposed that work-related attitudes (continuance commitment and job satisfaction) and employee perceptions (needs-supplies fit) would moderate the relationships between types of perceived fit and employee intention to quit.
Two hundred and two surveys were included in the data analyses which showed complete support for the relationships predicted in part A and B of the theoretical model.  Of the three fit types investigated in this study, it was found that needs-supplies fit had the strongest correlation with employee intention to quit.  A few other key findings were that affective commitment mediated the relationship between value congruence and intention to quit, and that both job satisfaction and work engagement mediated the relationship between demands-abilities fit and intention to quit.  No support was found for part C (moderated relationships).  Although no causal inferences should be drawn from these results, these findings highlight the importance of employee fit perceptions, by demonstrating how types of fit can impact upon an employee’s intention to quit both directly and indirectly through work-attitudes.
A major implication that can be drawn from this research is that business owners could benefit from focusing specifically on certain essential types of P-E fit during the recruitment and selection process by selecting future employees with personal values that align with the values of the organization, have abilities to match the demands of the job role and have needs that can be matched by the supplies an organization has to offer. Continually monitoring the fit perceptions and attitudes of current employees through the application of feedback systems is also encouraged.  Focusing on such factors provides employers with the opportunity to manage work-related perceptions and attitudes of employees in order to establish a healthy work-environment.

text: Employee Perceptions of Fit, Intention to Quit, Organizational Commitment, Job Satisfaction and Work Engagement: Direct, Mediation and Moderation Effects This research examined important work related perceptions and attitudes of employees currently working across major industries in New Zealand to gain insight into factors, including person-environment fit and intention to quit, that could contribute to the overall success of an organization, and the well-being of individuals at work.
The research model consisted of three parts: part A examined employee fit perceptions, namely value congruence, demands-abilities fit and needs-supplies fit, in direct relation to intention to quit.  Part B proposed that the direct relationships predicted in part A would be mediated by organizational commitment, job satisfaction and work engagement.  Part C proposed that work-related attitudes (continuance commitment and job satisfaction) and employee perceptions (needs-supplies fit) would moderate the relationships between types of perceived fit and employee intention to quit.
Two hundred and two surveys were included in the data analyses which showed complete support for the relationships predicted in part A and B of the theoretical model.  Of the three fit types investigated in this study, it was found that needs-supplies fit had the strongest correlation with employee intention to quit.  A few other key findings were that affective commitment mediated the relationship between value congruence and intention to quit, and that both job satisfaction and work engagement mediated the relationship between demands-abilities fit and intention to quit.  No support was found for part C (moderated relationships).  Although no causal inferences should be drawn from these results, these findings highlight the importance of employee fit perceptions, by demonstrating how types of fit can impact upon an employee’s intention to quit both directly and indirectly through work-attitudes.
A major implication that can be drawn from this research is that business owners could benefit from focusing specifically on certain essential types of P-E fit during the recruitment and selection process by selecting future employees with personal values that align with the values of the organization, have abilities to match the demands of the job role and have needs that can be matched by the supplies an organization has to offer. Continually monitoring the fit perceptions and attitudes of current employees through the application of feedback systems is also encouraged.  Focusing on such factors provides employers with the opportunity to manage work-related perceptions and attitudes of employees in order to establish a healthy work-environment.

year: 2014

title: Accidental child driveway runovers: Exploring Waikato data and the efficacy of existing responses

authors: Hunter, John

subjects: child safety

abstract: While the numbers of accidents are not high, there is little doubt that driveway runovers are an ongoing, often fatal and inevitably avoidable tragedy for children and their families. In many cases the driver is an immediate family member, or a neighbour or friend, which serves to compound the tragedy. This type of accident is, like other unintentional child injuries, preventable. The over-riding objective of this study is to find ways to minimise the incidence and severity of driveway runovers. We also aim to add Waikato data to the existing knowledge base. This report begins with a description of the research process utilised in this project, which combines a literature review with the collection of Waikato data and a review of available resources. Chapter Two presents the literature review, dividing the material into its different sources, then summarising the literature in terms of the three main factors contributing to driveway runovers. The following chapter provides data on Waikato driveway accidents for the period since May 2006. The type and availability of educational resources is then presented. Chapter Four evaluates existing resources and their availability, suggesting how they might be made more accessible to families. It also assesses existing recommendations and provides further suggestions for enhancing driveway safety. These again reflect the three main categories outlined in the literature – human, vehicle and environmental.

text: Accidental child driveway runovers: Exploring Waikato data and the efficacy of existing responses While the numbers of accidents are not high, there is little doubt that driveway runovers are an ongoing, often fatal and inevitably avoidable tragedy for children and their families. In many cases the driver is an immediate family member, or a neighbour or friend, which serves to compound the tragedy. This type of accident is, like other unintentional child injuries, preventable. The over-riding objective of this study is to find ways to minimise the incidence and severity of driveway runovers. We also aim to add Waikato data to the existing knowledge base. This report begins with a description of the research process utilised in this project, which combines a literature review with the collection of Waikato data and a review of available resources. Chapter Two presents the literature review, dividing the material into its different sources, then summarising the literature in terms of the three main factors contributing to driveway runovers. The following chapter provides data on Waikato driveway accidents for the period since May 2006. The type and availability of educational resources is then presented. Chapter Four evaluates existing resources and their availability, suggesting how they might be made more accessible to families. It also assesses existing recommendations and provides further suggestions for enhancing driveway safety. These again reflect the three main categories outlined in the literature – human, vehicle and environmental.

year: 2009

title: Student voice and agency for Indigenous Maori students in higher education transitions

authors: Amundsen, Diana Leigh

subjects: Social Sciences

abstract: This article reveals the complexities of Indigenous students navigating the neoliberal model of education through an examination of Māori transitions into higher education contexts in Aotearoa New Zealand. In a recently completed doctoral study, the lived transition experiences of Indigenous Māori higher education students were critically investigated from a student voice perspective. Data were collected and analysed through repeated semi-structured interviews, focus groups and visual stories in a semi-longitudinal study with 20 Māori students enrolled in a wānanga, a polytechnic and a university. Using a Bourdieuan theoretical framework for analysis, findings revealed that participants experienced their transition as a journey. Students perpetually evolved their identities and agency in relation to the tertiary education environments and social structures they encountered which supported or constrained transition experiences. Within wānanga, participants felt their Māori cultural identity was highly valued; within polytechnics, there was a sense that Māori culture is included but more could be done; within universities, a need for more inclusive practices to support Māori learner requirements was identified. This empirical research outlines learning for Māori students in higher education, and is a timely addition to knowledge revealing the complexities of teaching in the neoliberal model of higher education with Indigenous people.

text: Student voice and agency for Indigenous Maori students in higher education transitions This article reveals the complexities of Indigenous students navigating the neoliberal model of education through an examination of Māori transitions into higher education contexts in Aotearoa New Zealand. In a recently completed doctoral study, the lived transition experiences of Indigenous Māori higher education students were critically investigated from a student voice perspective. Data were collected and analysed through repeated semi-structured interviews, focus groups and visual stories in a semi-longitudinal study with 20 Māori students enrolled in a wānanga, a polytechnic and a university. Using a Bourdieuan theoretical framework for analysis, findings revealed that participants experienced their transition as a journey. Students perpetually evolved their identities and agency in relation to the tertiary education environments and social structures they encountered which supported or constrained transition experiences. Within wānanga, participants felt their Māori cultural identity was highly valued; within polytechnics, there was a sense that Māori culture is included but more could be done; within universities, a need for more inclusive practices to support Māori learner requirements was identified. This empirical research outlines learning for Māori students in higher education, and is a timely addition to knowledge revealing the complexities of teaching in the neoliberal model of higher education with Indigenous people.

year: 2019