Antecedents and Staff Outcomes Related to Multiple Dimensions of Perceived Person-Environment Fit Among Nurses: A...

This study aimed to map the antecedents and outcomes related to each dimension of perceived person-environment fit (i.e., person-vocation, person-job, needs-supplies, demands-abilities, person-organization, person-supervisor, person-group fit, and value congruence) among nurses.

Scoping review.

The population, concept, and context framework were adopted. Literature published up to August 14, 2024, was included. Four databases were searched: PubMed, Web of Science, CINAHL, and Ichushi-Web. For each dimension of person-environment fit, we extracted antecedents and outcomes and then categorized conceptually similar variables within each set. The Preferred Reporting Items for Systematic reviews and Meta-Analyses extension for Scoping Reviews (PRISMA-ScR) was employed as the reporting method.

Forty-five final sources were included after screening 1,385 articles. Thirty-eight cross-sectional studies were examined. No study examined person-vocation fit. Significant antecedents were predominantly categorized into individual and organizational factors, with most demographic factors showing no significant relationship. Outcomes were categorized as staff outcomes, including competence, work attitude, performance, perception of the workplace, and psychological states. Relationships with retention-related factors, categorized under work attitude, varied in both the presence and direction across person-job and person-organization fit.

It may be useful to actively sustain the specific dimensions of person-environment fit necessary for desired staff outcomes by leveraging both organizational support and nurses' professional development behaviors.

To enhance perceived person-environment fit, nurse managers should foster a supportive environment that encourages growth and learning behaviors. Moreover, this study identified a research gap concerning perceived person-environment fit among nurses, and it offers valuable insights for developing fit strategies for nurses. Future studies must explore perceived person-environment fit fluctuation patterns and person-vocation fit while also identifying distinct fit profiles through cluster analysis and examining potential curvilinear relationships between fit dimensions and staff outcomes. Furthermore, intervention studies, systematic reviews, and meta-analyses could inform more effective fit strategies.