Abstract
In this study we investigate whether person-organization fit mediates the relationship between affect-based work antecedents—specifically, transformational leadership and role clarity—and public employee job satisfaction. We hypothesize that transformational leadership and role clarity, as joint affect-based work antecedents, will trigger the effect of value congruence on job satisfaction in public organizations. Using a viewpoint survey of South Korean government officials, we estimate structural equation models to test this hypothesis. Our findings indicate that person-organization fit does mediate the relationship between transformational leadership and job satisfaction. However, we also find that the mediating effect of person-organization fit on the relationship between role clarity and job satisfaction is not significant. This study contributes to our understanding of how affect-based work experiences can influence the person-organization fit and job satisfaction relationship. Implications are discussed accordingly.
Highlights
Category Respondents (n) Gender Male Female Gender UnknownAge Age UnknownLength of Service Less than 1 yearMore than 30 years
These results provide strong empirical evidence that transformational leadership has direct and indirect positive associations with job satisfaction and the indirect relationship is mediated through person-organization fit
In this study we examined whether person-organization fit mediates the relationship between affect-based work antecedents and public employee job satisfaction
Summary
Note: Grades 1-3 are incorporated into the “Senior Executive Grades” rank in the South Korean national government. Since the South Korean public sector is homogeneous in terms of cultural and racial demographics, we believe that the findings from this study can be used to enrich our understanding of general affect-based work antecedents. Our four study variables—i.e., job satisfaction, person-organization fit, transformational leadership, and role clarity—are all latent constructs. To account for this excluded item, we included a job satisfaction item that was on the FEVS This item asked how satisfied employees were about their involvement with decision-making processes related to their job. This three-item construct has a reliability coefficient of 0.80. This analysis was used to test whether the hypothesized model structure produced a good fit to the observed covariance structure of the data
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