Abstract
Drawing on person-environment fit theory, this study documents the mediating effects of person-organization (P-O) fit and person-job (P-J) fit on the relationships between a firmfs employeesf perceived investment in employee development (PIED) and their work outcomes, including organizational commitment and job satisfaction. Using a sample of Korean employees, our longitudinal empirical analyses showed evidence that both P-O fit and P-J fit mediated the relationship between PIED and work outcomes. We use the findings to discuss the role of person-environment (P-E) fit in the effectiveness of employee development practices that organizations offer. We also discuss the studyfs limitations and directions for future studies.
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