Onnis, Leigh-Ann (2026) Person-environment fit as a HRM strategy for attracting managers to rural and remote health services. In: [Presented at the Mixed Methods International Research Association Global Conference]. From: MMIRA 2026: Mixed Methods International Research Association Global Conference: Navigating the Polycrisis: Mixed Methods for a Changing World, 24-27 August 2026, Brisbane, QLD, Australia.

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Abstract

Purpose Globally, multifaceted HRM strategies are required to improve health workforce sustainability amid global health workforce shortages (WHO, 2023). To better understand the strategies human resource (HR) practitioners are utilising, this study focuses on human resource management (HRM) practices for person-environment fit to attract managers to RR health services in northern Australia.

Design/Methodology In this concurrent nested design mixed methods study, online recruitment advertisements and YouTube recruitment videos are analysed to identify the extent to which recruitment advertisements contribute to creating a realistic job preview for candidates to self-assess person-environment fit for the RR environment. Joint displays are used in data analysis and to integrate the findings for research translation.

Findings The study found when the realistic job previews (RJPs) utilised in recruitment advertising are considered alongside person-environment fit there is evidence that some employers are providing RJPs to get the right person-fit for the job, organisation and community. In contrast, many continue to use persuasive advertising to promote an aspirational lifestyle. Notable changes include an increase in advertisements seeking candidates with experience working in RR environments.

Implications Both providing RJPs and overselling the location come with risks for the organisation. HR practitioners need to mitigate the impacts of employees who are not the right fit for the remote communities in which they are placed.

Contributions/Originality/Value Joint displays are traditionally used to juxtaposition data from difference sources (Bazeley, 2019; Guetterman et al., 2021). In this study, joint displays are used for data analysis which helped to position qualitative and quantitative data from different sources relevant to each of the emergent themes (Bustamante, 2019). By integrating the findings in this way there was opportunity to generate new insights (Guetterman et al., 2021) that may not have emerged in a qualitative study alone. The integrated findings are presented in an illustrative joint display.

Item ID:	94041
Item Type:	Conference Item (Abstract / Summary)
Keywords:	workforce sustainability, human resource management, person-environment fit, joint displays, recruitment
Date Deposited:	16 Sep 2026 23:03
FoR Codes:	35 COMMERCE, MANAGEMENT, TOURISM AND SERVICES > 3505 Human resources and industrial relations > 350503 Human resources management @ 100%
SEO Codes:	15 ECONOMIC FRAMEWORK > 1503 Management and productivity > 150302 Management @ 100%
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