Abstract
ABSTRACTThis research suggests dissimilar motivational traits of person-organization fit and person-job fit and their different interactive relations with the external regulation of work motivation in affecting public employee satisfaction. Conducting a hierarchical regression analysis, the study jointly tested the direct and interaction effects of perceived person-organization fit, person-job fit, and extrinsic rewards on job satisfaction. Findings demonstrated a crowding-out effect of extrinsic reward perceptions on the positive relationship between person-organization fit and job satisfaction. However, the moderation of extrinsic rewards did not appear to alter the influence of person-job fit on job satisfaction. Implications are further discussed.
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