Job engagement, job satisfaction, and contrasting associations with person-job fit.
Forms of well-being vary in their activation as well as valence, differing in respect of energy-related arousal in addition to whether they are negative or positive. Those differences suggest the need to refine traditional assumptions that poor person-job fit causes lower well-being. More activated forms of well-being were proposed to be associated with poorer, rather than better, want-actual fit, since greater motivation raises wanted levels of job features and may thus reduce fit with actual levels. As predicted, activated well-being (illustrated by job engagement) and more quiescent well-being (here, job satisfaction) were found to be associated with poor fit in opposite directions--positively and negatively, respectively. Theories and organizational practices need to accommodate the partly contrasting implications of different forms of well-being.
Institute of Work Psychology, Institute of Work Psychology, University of Sheffield, Sheffield S102TN, United Kingdom. p.warr@sheffield.ac.uk
Peter
P
Warr
Ilke
I
Inceoglu
D000328:Adult; D000339:Affect; D004651:Employment / Q000523:psychology*; D005260:Female; D006801:Humans; D007588:Job Satisfaction; D008297:Male; D009042:Motivation; D010560:Personnel Selection; D011795:Surveys and Questionnaires