Person–environment fit and its effects on employees’ emotions and self-rated/supervisor-rated performances
研究酒店员工的人境匹配（个人与组织、团队、工作匹配）对情绪和任务绩效的影响，发现组织匹配影响组织、团队和工作情绪，工作匹配影响组织和工作的积极情绪，组织情绪提升自评和主管评绩效。
Purpose Seeking to build a deeper understanding of a higher level of hospitality in terms of employee task performance, this study aimed to explore different person–environment (P–E) fit types and the corresponding effects on hotel employees’ emotions and task performance, evaluated by both the employees themselves and their supervisors. Design/methodology/approach Frequency analysis, reliability analysis, confirmatory factor analysis, correlation analysis and structural equation modeling method. Findings The results indicated that person–organization fit was associated with emotions toward the organization, the team and the job. However, this study did not provide empirical support for hypotheses that person-team fit affected emotions. Person–job fit was also associated with positive emotions toward the organization and the job, unlike with the team. Organization emotion had positive effects on both task performances, whereas no effect was reported between team emotion and task performances. Practical implications The study suggests that hotels’ human resource administrators may want to focus on developing and strengthening P–E fit and emotional responses. Originality/value This research illustrates the impact of three types of P–E fit on self-rated and supervisor-rated performance and examines the significant mediating role of three types of emotion.