The Link between Person-Environment Misfit and Employee Greed: An Exploration of Mediation and Moderation


This study is based on empirical analysis by using quantitative tools to examine the phenomenon of greed. The utmost purpose of the study is to analytically examine the antecedents and outcomes of greed by testing the hypothesized relationships between different variables with greed. More speci cally the aim of this research is to empirically analyze the relationships among the variables of person-environment mis t, job strain, employee greed, employee envy and workplace deviance, along with moderating role of self-monitoring. The data contains 952 responses from the two sources at two points of time. The rst source, at rst point in time, comprises the employees from the banking sector of Pakistan. The second source, at second point in time, encompasses the bosses of the previous respondents who by position are operation and branch manager. These managers are contacted after two to three months for data collection. Both the surveys contain certain items to measure the variables. Two traditions of person-environment mis t i.e. subjective value incongruence and psychological need un-ful llment are examined for understanding the mechanisms of employee greed. Data screening is performed prior to exploratory and con rmatory factor analysis along with the detailed regression analysis. After testing the goodness of data and measures, the hypothesized relationships are tested by employing structural equation modeling procedures.

Simultaneous regression analysis reveals that employees suffering from a personenvironment mis t are more prone to undergo through job strain and greedy tendencies, followed by envy and workplace deviance. It further reveals that the subjective value incongruence is playing a substantial role in the development of serious workplace deviance through emotional strain and employee greed. Howbeit, psychological need un-ful llment is evinced a signi cant strong predictor of employee envy and minor workplace deviance. Self-monitoring, on the same vein, is demonstrated as signi cant moderator in some relations but insigni cant in the rest. Conclusively, the current study fosters the understanding of the role of a person-environment mis t in promoting the job strain and employee greed. Moreover, the results of this study detail how person-environment mis t induces employee envy and workplace deviance through job strain and employee greed in banking sector employees.

Not only this study contributes in person-environment mis t theory by examining the unexplored outcome of greed, but also it veri es the contextual anomie theory empirically. The ndings of this study contain implications for human resource managers and industrial psychologists in recruitment, selection and designing the interventions in a manner through which person-environment fit can best be achieved and the negative outcomes of mis t may be avoided.

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