Job Complexity, Performance, and Well‐being: When Does Supplies‐Values Fit Matter?*

2004/12/01 by Jason D. Shaw, JASON D. SHAW, NINA GUPTA +1 · 153 citations
Business, Management and Accounting · Psychology · #Centrality #Cultural Differences and Values #Emotions and Moral Behavior #Empirical research #Job Satisfaction and Organizational Behavior #Job characteristic theory #Job design #Job performance #Job satisfaction #Moderation #Psychology #Social psychology #Statistics

paper · open access · doi:10.1111/j.1744-6570.2004.00008.x

published in Personnel Psychology 57(4), 847-879 (Wiley)

openalex publication_date 2004/12/01 · openalex created_date 2025/10/10 · openalex updated_date 2026/07/28

Abstract

We extend person–job fit research by investigating job performance as a moderator of the supplies–values fit relationship with strain outcomes (somatic complaints and depression). Drawing on cybernetic stress and psychological centrality perspectives, we argue that supplies–values misfit relates to lower well‐being levels when job performance is low but that this effect is attenuated when job performance is high. The results are consistent with this prediction across 3 studies that provide progressively more rigorous tests of the hypothesis. Implications of the results for theoretical and empirical person–job fit research are addressed.

Citations

• The measurement of organizational commitment
• SOCIAL UNDERMINING IN THE WORKPLACE.
• Development and validation of brief measures of positive and negative affect: The PANAS scales.

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