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Does Multitasking Work for You? the Role of Multitasking Fit in Employee Job Satisfaction and Turnover Intentions.

紀錄類型:	書目-語言資料,手稿 : Monograph/item
正題名/作者:	Does Multitasking Work for You? the Role of Multitasking Fit in Employee Job Satisfaction and Turnover Intentions./
作者:	Grove, Julia.
面頁冊數:	1 online resource (96 pages)
附註:	Source: Dissertations Abstracts International, Volume: 84-10, Section: B.
Contained By:	Dissertations Abstracts International84-10B.
標題:	Behavior. -
電子資源:	click for full text (PQDT)
ISBN:	9798377656944

Does Multitasking Work for You? the Role of Multitasking Fit in Employee Job Satisfaction and Turnover Intentions.
Grove, Julia.

Does Multitasking Work for You? the Role of Multitasking Fit in Employee Job Satisfaction and Turnover Intentions. - 1 online resource (96 pages)

Source: Dissertations Abstracts International, Volume: 84-10, Section: B.

Thesis (Ph.D.)--Auburn University, 2020.

Includes bibliographical references

Person-job (P-J) fit refers to the degree of congruence between an employee and their occupation. P-J fit is important for organizations to understand, because it predicts job satisfaction and turnover intentions, such that better P-J fit is associated with higher levels of job satisfaction and lower levels of turnover intentions. This research presented and examined multitasking fit, a specific conceptualization of P-J fit that compared an employee's preference for multitasking with the extent to which multitasking is required or allowed in their job. A model of multitasking fit was analyzed in competition with a model of P-J fit to determine if multitasking fit better predicted job satisfaction and turnover intentions. Employees in real-world organizations were surveyed about their preference for multitasking, the extent to which their job required multitasking, their job satisfaction, and their turnover intentions. Results indicated that multitasking fit was not a better predictor of job satisfaction and turnover intentions than P-J fit. Furthermore, the present study examined the effects of conscientiousness and neuroticism on P-J fit. Employee conscientiousness was found to positively moderate the indirect effect of P-J fit on turnover intentions, via job satisfaction. This research indicated that organizations should assess prospective employees for their P-J fit and conscientiousness. In turn, this practice may yield higher levels of job satisfaction and lower levels of turnover intentions.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2024

Mode of access: World Wide Web

ISBN: 9798377656944Subjects--Topical Terms:

582559
Behavior.
Index Terms--Genre/Form:

554714
Electronic books.

Does Multitasking Work for You? the Role of Multitasking Fit in Employee Job Satisfaction and Turnover Intentions.
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502 $a Thesis (Ph.D.)--Auburn University, 2020.
504 $a Includes bibliographical references
520 $a Person-job (P-J) fit refers to the degree of congruence between an employee and their occupation. P-J fit is important for organizations to understand, because it predicts job satisfaction and turnover intentions, such that better P-J fit is associated with higher levels of job satisfaction and lower levels of turnover intentions. This research presented and examined multitasking fit, a specific conceptualization of P-J fit that compared an employee's preference for multitasking with the extent to which multitasking is required or allowed in their job. A model of multitasking fit was analyzed in competition with a model of P-J fit to determine if multitasking fit better predicted job satisfaction and turnover intentions. Employees in real-world organizations were surveyed about their preference for multitasking, the extent to which their job required multitasking, their job satisfaction, and their turnover intentions. Results indicated that multitasking fit was not a better predictor of job satisfaction and turnover intentions than P-J fit. Furthermore, the present study examined the effects of conscientiousness and neuroticism on P-J fit. Employee conscientiousness was found to positively moderate the indirect effect of P-J fit on turnover intentions, via job satisfaction. This research indicated that organizations should assess prospective employees for their P-J fit and conscientiousness. In turn, this practice may yield higher levels of job satisfaction and lower levels of turnover intentions.
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538 $a Mode of access: World Wide Web
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