Applying organisational theory to isolated, confined and extreme settings

Research on person–environment fit theory has largely developed within the context of people and organisations in urban settings. There has been little research of this kind within organisations in isolated and confined contexts. The purpose of this article was to examine the implications of person–...

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Published in:The Australian and New Zealand Journal of Organisational Psychology
Main Author: Sarris, A.
Format: Article in Journal/Newspaper
Language:English
Published: Australian Academic Press 2008
Subjects:
Online Access:http://hdl.handle.net/2440/53845
https://doi.org/10.1375/ajop.1.1.1
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spelling ftunivadelaidedl:oai:digital.library.adelaide.edu.au:2440/53845 2023-12-24T10:09:49+01:00 Applying organisational theory to isolated, confined and extreme settings Sarris, A. 2008 http://hdl.handle.net/2440/53845 https://doi.org/10.1375/ajop.1.1.1 en eng Australian Academic Press Australian and New Zealand Journal of Organisational Psychology, 2008; 1(1):1-6 1835-7601 http://hdl.handle.net/2440/53845 doi:10.1375/ajop.1.1.1 Sarris, A. [0000-0001-6819-8883] http://dx.doi.org/10.1375/ajop.1.1.1 organisational culture person–environment fit person–job fit Antarctic culture polar Journal article 2008 ftunivadelaidedl https://doi.org/10.1375/ajop.1.1.1 2023-11-27T23:22:01Z Research on person–environment fit theory has largely developed within the context of people and organisations in urban settings. There has been little research of this kind within organisations in isolated and confined contexts. The purpose of this article was to examine the implications of person–environment fit theory within the context of the complementary fit and supplementary fit paradigm (Muchinsky & Monahan, 1987), for people working in isolated and remote organisational settings. Using a sample of Antarctic personnel, this study examined the extent to which psychological need fulfilment and subjective fit with Antarctic station culture were equally important in predicting individual attitudes, including satisfaction with being an expedition member, intent to return and willingness to recommend the Antarctic to others. Results showed that gender and subjective fit with Antarctic station culture predicted satisfaction with station membership. Results also showed that subjective fit predicted willingness to recommend the Antarctic as a good place to work, while psychological need fulfilment was not a predictor of any of the outcome variables examined. Results suggest that outcomes such as intention to return (or to stay) may be less relevant in such settings because of the unique and temporary nature of the experience and the work. Results also attest to the need for further development of organisational theories, including person–environment fit theory, using data collected from organisations in isolated, confined and extreme environmental contexts. Aspa Sarris Article in Journal/Newspaper Antarc* Antarctic The University of Adelaide: Digital Library Antarctic The Antarctic The Australian and New Zealand Journal of Organisational Psychology 1 1 6
institution Open Polar
collection The University of Adelaide: Digital Library
op_collection_id ftunivadelaidedl
language English
topic organisational culture
person–environment fit
person–job fit
Antarctic culture
polar
spellingShingle organisational culture
person–environment fit
person–job fit
Antarctic culture
polar
Sarris, A.
Applying organisational theory to isolated, confined and extreme settings
topic_facet organisational culture
person–environment fit
person–job fit
Antarctic culture
polar
description Research on person–environment fit theory has largely developed within the context of people and organisations in urban settings. There has been little research of this kind within organisations in isolated and confined contexts. The purpose of this article was to examine the implications of person–environment fit theory within the context of the complementary fit and supplementary fit paradigm (Muchinsky & Monahan, 1987), for people working in isolated and remote organisational settings. Using a sample of Antarctic personnel, this study examined the extent to which psychological need fulfilment and subjective fit with Antarctic station culture were equally important in predicting individual attitudes, including satisfaction with being an expedition member, intent to return and willingness to recommend the Antarctic to others. Results showed that gender and subjective fit with Antarctic station culture predicted satisfaction with station membership. Results also showed that subjective fit predicted willingness to recommend the Antarctic as a good place to work, while psychological need fulfilment was not a predictor of any of the outcome variables examined. Results suggest that outcomes such as intention to return (or to stay) may be less relevant in such settings because of the unique and temporary nature of the experience and the work. Results also attest to the need for further development of organisational theories, including person–environment fit theory, using data collected from organisations in isolated, confined and extreme environmental contexts. Aspa Sarris
format Article in Journal/Newspaper
author Sarris, A.
author_facet Sarris, A.
author_sort Sarris, A.
title Applying organisational theory to isolated, confined and extreme settings
title_short Applying organisational theory to isolated, confined and extreme settings
title_full Applying organisational theory to isolated, confined and extreme settings
title_fullStr Applying organisational theory to isolated, confined and extreme settings
title_full_unstemmed Applying organisational theory to isolated, confined and extreme settings
title_sort applying organisational theory to isolated, confined and extreme settings
publisher Australian Academic Press
publishDate 2008
url http://hdl.handle.net/2440/53845
https://doi.org/10.1375/ajop.1.1.1
geographic Antarctic
The Antarctic
geographic_facet Antarctic
The Antarctic
genre Antarc*
Antarctic
genre_facet Antarc*
Antarctic
op_source http://dx.doi.org/10.1375/ajop.1.1.1
op_relation Australian and New Zealand Journal of Organisational Psychology, 2008; 1(1):1-6
1835-7601
http://hdl.handle.net/2440/53845
doi:10.1375/ajop.1.1.1
Sarris, A. [0000-0001-6819-8883]
op_doi https://doi.org/10.1375/ajop.1.1.1
container_title The Australian and New Zealand Journal of Organisational Psychology
container_volume 1
container_start_page 1
op_container_end_page 6
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