Person-Organization Fit as a Determinant of Employee Effectiveness in Enhancing Health Services at Community Health Centers in Indonesia

Aim:To date, the available information regarding the quality of primary health care services in Albania is scarce. The aim of our study was to assess the quality of primary health care services in Albania based on physicians’ perceptions towards the quality of the services provided to the general population.Methods:A cross-sectional study was conducted in January-March 2013 including a representative sample of 132 physicians (59 men aged 41.3±6.9 years and 73 women aged 43.7±4.8 years; overall response rate: 132/150=88%) providing primary health care services in several polyclinics (health centers) of Tirana, the Albanian capital city. A structured self-administered and anonymous questionnaire was applied including physicians’ perceptions regarding different dimensions of the quality of primary health care. Binary logistic regression was used to assess the association of self-perceived quality of health care services with baseline characteristics of physicians.Results:Self-perceived adequate quality of health care services was positively related to the age of physicians, their working experience, female gender, a lower population served, and specialization in family medicine.Conclusion:Our findings provide useful evidence on the self-perceived quality of health services from primary health care physicians’ perspective in transitional Albania. Health authorities in Albania should implement suitable instruments to measure the quality of health care services at all levels.

This research explored the thesis that organizational personality is related to applicants’ attraction to an organization through a process which involves need motivation, expectancy beliefs, and applicants’ perceptions of person-organization fit. Organizational personality may be defined as a collection of trait-like characteristics that individuals use to describe organizational practices, policies, values, and culture. Specifically, this research investigated the hypothesis that organizational personality information is useful to applicants because it helps individuals to determine their perceptions of fit. A sample of students (N = 198) and working adults (N = 198) participated in an online experiment. Findings indicated that individuals’ beliefs about the instrumentality of desirable work related outcomes are essential to determining their perceptions of fit and organizational attraction. Additionally, organizational personality perceptions interacted with need motivation to affect perceptions of fit and organizational attraction. For instance, perceptions of fit mediated the influence of the interaction between need for achievement and perceptions of innovativeness on organizational attraction. The interaction of need motivation and perceptions of organizational personality helped individuals to better determine their perceptions of fit and subsequent attraction toward organizations.

Through this study the authors investigate the influence of culture, and more specifically context orientation, on job seeker perceptions of recruitment activities and messages, person-organization fit, and job application intention. Researchers sampled 403 college students majoring in hospitality and tourism management from different cultural backgrounds. The results indicated that context orientation was significantly related to both perceptions of recruitment activities and messages. However, context orientation was not found to be associated with perceptions of person-organization fit. Recommendations are offered to examine the perception of fit at different stages of recruitment and the consistency of the influence of culture throughout the recruitment process.

Candidate’s person-organization (PO) fit perceptions are invaluable to organizations because they lead to positive organizational attraction and job acceptance decisions. Yet, the recruitment literature provides a narrow perspective on the factors that contribute to the development of PO fit. Extending recent theorizing on the dynamics of PO fit, I draw on insights from Affective Events Theory to develop an individual-level model that seeks to elaborate on the factors that govern candidates’ PO fit perceptions during the recruitment process. The model identifies core affective reactions as proximal antecedent to PO fit dynamics over time. Further, to understand the relationship between core affect and PO fit, the model proposes two affect- infused mechanisms that are responsible for carrying the effects of core affect to judgments of fit. Therefore, by using an affective lens, this framework offers novel insights as to how the recruitment process can be managed in order to lead to positive recruitment outcomes.

Quality in primary health care services is a key component in reducing all-cause mortality and disability cases. Quality in primary health care services is associated with adequacy of the features of primary health care and provision of preventive and promotive services. The purpose of the current study is to summarise the quality of primary health care in Uttar Pradesh (UP) and to identify important barriers that hamper quality service achievement. This review study was carried out in the year 2014 by searching Science Direct, PubMed and JSTOR, official reports and books. The search was conducted using the keywords primary health care, quality of primary health care, health indicators and barriers in health care delivery along with the term Uttar Pradesh and India. Studies were included if they address these pre-defined aspects of primary health care and published after the introduction of National Rural Health Mission in India. Therefore, studies, conducted before 2005 and not covered the aspects of primary health care are excluded from this review study. A total of 27 articles met the inclusion criteria out of 176 searched studies. The study results indicate that the quality of primary health care services is abysmally poor in primary health care setting of UP. The state has some of the deplorable health outcomes among the Indian states as consequences of poor quality in health care services. There are numerous barriers that impede quality services achievement and service utilisation.

This research aims to set a direct and indirect influence of the Congruence of Organizational Values with Individual Values, Work Life quality, Organizational Justice on Employees Job Satisfaction and Employees Performance. The Congruence of organizational values with individual values not impact employees job satisfaction. work life quality impact employee job satisfaction. Organizational justice impact employees job satisfaction. Congruence of organizational values with individual impact employees performance. work life quality impact performance. Organizational justice impact employees performance. Congruence of organizational values with individual values impact employees performance through job satisfaction. work life quality impact employees performance through job satisfaction. Organizational justice indirectly and significantly impact employees performance through job satisfaction. Job satisfaction impact employees performance

PurposeThe purpose of this paper is to propose and test a model designed to realize employee and organizational performance gains in developing economies.Design/methodology/approachData were collected through a survey involving 35 organizations using electronic human resource management (e-HRM) systems. A purposive sampling technique was employed. Regression analysis making use of Process macro in Statistical Package for the Social Sciences (SPSS) was used to analyze the data.FindingsDespite its infancy in African countries, e-HRM use has a positive effect on employee and organizational performance. The organization-wide gains are enhanced through employee performance mediation.Practical implicationsElectronic-HRM use, complemented by human resource best practices that impact positively on individual performance, is likely to enhance organizational performance gains. Employee performance mediation effect is likely to further enhance the effect of e-HRM usage on organizational performance.Originality/valueThis study represents a first attempt to examine the role of employee performance as an intervening variable in the relationship between e-HRM use and organizational performance. The findings bring into attention the role of organizational members' performance in explaining organizational performance gains. The findings also result in a model that should lead to increased employee and organizational performance.

The Impact of Person-Organization Fit on Nurse Job Satisfaction and Patient Care Quality

Employer brand image and the organization’s recruitment and selection process are known as ways of transmitting important information about the organization, such as its values and characteristics. This conveyed information will, in turn, influences applicants’ perception of fit. Therefore, this study aimed to investigate the relationship between employer brand image and perceived person-organization fit, and the moderating effect of applicants’ reaction to the selection process. A quantitative approach was adopted, and data was collected through online questionnaires. Convenience and snowball sampling techniques were adopted, and the sample size was 226 self-initiated expatriates, currently employed. IBM SPSS 23 and SPSS AMOS 20 were used for data analysis. The findings of this study demonstrated that a positive employer brand image positively impacted applicants’ perception of PO fit, however applicants’ reaction to the selection process did not strengthen this initial relationship. This study should advance the theoretical knowledge on social identity theory and signaling theory, as well as have practical implications for both SIEs and organizations.

BackgroundQuality health services build communities’ and patients’ trust in health care. It enhances the acceptability of services and increases health service coverage. Quality primary health care is imperative for universal health coverage through expanding health institutions and increasing skilled health professionals to deliver services near to people. Evidence on the quality of health system inputs, interactions between health personnel and clients, and outcomes of health care interventions is necessary. This review summarised indicators, successes, and challenges of the quality of primary health care services.MethodsWe used the preferred reporting items for systematic reviews and meta-analysis extensions for scoping reviews to guide the article selection process. A systematic search of literature from PubMed, Web of Science, Excerpta Medica dataBASE (EMBASE), Scopus, and Google Scholar was conducted on August 23, 2022, but the preliminary search was begun on July 5, 2022. The Donabedian’s quality of care framework, consisting of structure, process and outcomes, was used to operationalise and synthesise the findings on the quality of primary health care.ResultsHuman resources for health, law and policy, infrastructure and facilities, and resources were the common structure indicators. Diagnosis (health assessment and/or laboratory tests) and management (health information, education, and treatment) procedures were the process indicators. Clinical outcomes (cure, mortality, treatment completion), behaviour change, and satisfaction were the common indicators of outcome. Lower cause-specific mortality and a lower rate of hospitalisation in high-income countries were successes, while high mortality due to tuberculosis and the geographical disparity in quality care were challenges in developing countries. There also exist challenges in developed countries (e.g., poor quality mental health care due to a high admission rate). Shortage of health workers was a challenge both in developed and developing countries.ConclusionsQuality of care indicators varied according to the health care problems, which resulted in a disparity in the successes and challenges across countries around the world. Initiatives to improve the quality of primary health care services should ensure the availability of adequate health care providers, equipped health care facilities, appropriate financing mechanisms, enhance compliance with health policy and laws, as well as community and client participation. Additionally, each country should be proactive in monitoring and evaluation of performance indicators in each dimension (structure, process, and outcome) of quality of primary health care services.

The present study aimed to investigate the effect job-related motivations on the employee and organizational performance through mediating role of organizational participation. For this purpose, a conceptual model has been developed and tested. In this regard, a main hypothesis (the effect job-related motivations on the employee and organizational performance through mediating role of organizational participation) and nine secondary hypotheses (the effects of organizational rewards on the employee participation, employee performance, and organizational performance; the effect of employee participation on the employee performance and organizational performance; the effect of employee performance on the organizational performance) were developed and tested. The statistical population of this study includes managers of Entekhab Industrial Group. The statistical population include180 managers, supervisors and chief of Entekhab industrial group. Since the population is limited no sampling is necessary. Thus the whole population is studied. The data collection tool is a researcher-made questionnaire containing 25 items, of which the validity has been confirmed using the comments from advisors, professionals and experts; and the reliability, determined through Cronbach's alpha coefficient of 83%) The questionnaire includes personal data and main, specialized items for examining the research hypotheses. The collected data were

This longitudinal field study examined the relationship between perceived person–job (PJ) and person–organization (PO) fit and organizational attraction, intentions to accept a job offer, and actual job offer decision. Data were collected from 193 graduate applicants prior to the selection process, during the selection process, at the end of the selection process, and after job acceptance decision. The findings showed support for the hypothesis that perceptions of PJ and PO fit influenced attraction at different stages of selection. The second hypothesis that the relationship between perceptions of PJ and PO fit and intentions to accept a job offer are mediated by organizational attraction was partially supported. Mid‐selection, the relationship between PJ fit perceptions and intentions to accept a job offer was mediated by organizational attraction; in contrast, at the end of the selection process, there was a direct relationship between PJ fit perceptions and intentions. PO fit perceptions were unrelated to intentions to accept a job offer. PJ and PO fit perceptions (before and during the selection process) were unrelated to actual job acceptance decision. These findings highlight the importance of ensuring that applicants have sufficient information about the job during the recruitment and selection process.

This study examined the perceptions of elementary school teachers about individual and organizational value congruence according to some variables, and provided several implications for person-organization value congruence at schools. In this study, a total of 575 teachers working in 40 elementary schools from central counties of Ankara were selected as the study sample by using cluster-sampling method. Results from this study indicated that a moderately significant positive correlation between teachers' perceptions of individual and organizational values was found. The results also showed that there were no statistically significant differences in perceptions of teachers' on person-organization value congruence in terms of gender, branch, years in current school, the last graduated school, educational level, and job satisfaction level. However, results demonstrated that teachers' perceptions on person-organization value congruence varied significantly depending on the years in profession, attitude towards the schools in which they work, and considering himself/herself as an important member of the school. According to the results, teachers with high job satisfaction, considering themselves as important members of schools, and having a strong commitment to schools had more positive person-organization value congruence perceptions than the others. Based on the results of the study, it was suggested that longitudinal studies on which values affect teachers' perceptions about teaching profession be conducted by using qualitative research techniques. Summary Person-organization (P-O) fit is a key to maintaining a committed workforce that is necessary in a competitive business environment (Cable a Parsons, 2001). P-O fit can be defined as the congruence between the needs, values, and priorities of person and of organization (Kristof, 1996; Parkes, Bochner a Schneider, 2001; Autry a Daugherty, 2003). It is possible to say that this means there is a harmony between individual and organizational values (Goodman a Svyantek, 1999). In another words, P-O fit is defined as the congruence between the norms and values of organizations and the values of persons (Chatman, 1989; Kraimer, 1997). The fit between people and organizations occurs when at least one entity provides what the others need, or they share similar fundamental characteristics, or both (Kristof, 1996; Kristof-Brown, 2000). In order to understand and predict the attitudes and behaviors of individuals with regard to their organizations, the fit between the individual and the organization may be examined. Studies on person-organization fit have shown several important implications for individual well-being and organizational outcomes. For instance, fit between a person's values and organizational values is related to behavioral and affective outcomes, such as longer tenure, greater organizational commitment and better job performance (O'Reilly III, Chatman a Caldwell, 1991; Van Vianen, 2000). There are many research findings in the field of person-organization fit suggesting that while individual and organizational value congruence increases job satisfaction, organizational commitment and performance of employees, and helps workers demonstrate organizational citizenship behaviors and extra effort for acquiring objectives, it decreases the level of leaving the job, role ambiguities, and negative factors causing stress in organization (Chatman, 1989; Chatman, 1991; O'Reilly III, Chatman a Caldwell, 1991; McDonald, 1993; Cable, 1995; Cable a Judge, 1996; Kraimer, 1997; Meglino a Ravlin, 1998; Finegan, 2000; Verquer, Beehr a Wagner, 2003). P-O fit has most frequently been studied as person-organization value congruence (Chatman, 1989; Kristof-Brown, 2000). Values are the main important aspect of both employees and organizations that can be compared directly and meaningfully. A value is an enduring belief that a specific mode of conduct or end-state is preferable to its opposite. These enduring beliefs guide the attitudes, judgment, and behaviors of individuals (Rokeach, 1973; Chatman, 1989; Cable a Judge, 1996). The values of a person directly affect his behavior in that they encourage him to act in accordance with his values. In this regard, values are one of the main forces which affect the behaviors of people (Meglino a Ravlin, 1998). When an individual's values are congruent with those that are prevalent in his or her social environment or organization, the values of the social environment may positively affect the behaviors of the individual. Therefore, the congruence between teachers' individual values and organizational values of schools can be regarded as a tool for increasing job satisfaction level and organizational commitment of teachers and improving education quality. Method The purpose of this study was to examine the perceptions of elementary school teachers about individual and organizational value congruence according to some variables, and to provide several implications for person-organization value congruence at schools. For this aim, firstly, a general conceptual analysis on the importance of person-organization fit, and individual and organizational value congruence was presented. Then, considering the unique characteristics of schools, consequences of person-organization value congruence in terms of job satisfaction, organizational commitment and performance were discussed. As a descriptive study, dependent variables of this research were the perceptions of elementary school teachers on person-organization value congruence. Demographic variables of the teachers such as gender, branch, years in current school, years in profession, the last graduated school, attitude towards the school, educational status, job satisfaction level, and feeling himself/herself as an important and valuable member of the school were independent variables. In this study, a total of 575 teachers working in 40 elementary schools from central counties of Ankara (Altindag, Cankaya, Etimesgut, Golbasi, Kecioren, Mamak, Sincan, and Yenimahalle) were selected as the study sample by using cluster-sampling method. The study sample consists of 364 female (63%) and 211 male (37%) teachers. Out of these teachers participating in the study, 340 (59%) were classroom teachers and 235 (41%) were in different branches. A self-developed questionnaire was used to gather data. The questionnaire involves both teachers' personal characteristics and a scale used for measuring person-organization value congruence. A normative technique was used to measure the values. This technique typically requires respondents to rate the extent they endorse a set of items or statements describing a value or set of values. In order to analyze the data, Pearson Product-Moment Correlation Coefficient, Independent Samples t-Test, One-Way Anova (ANOVA), Tukey-HSD Multiple Comparison Test, Kruskal Wallis H-Test, and Mann Whitney U-Test were used. Results and Findings Results from this study indicated that a moderately significant positive correlation between teachers' perceptions of individual and organizational values was found. The results also revealed that there were no statistically significant differences in perceptions of teachers' on person-organization value congruence in terms of gender, branch, years in current school, the last graduated school, educational level, and job satisfaction level. However, results demonstrated that teachers' perceptions on person-organization value congruence varied significantly depending on the years in profession, attitude towards the schools in which they work, and feeling himself/herself as an important member of the school. According to the results, teachers with high job satisfaction, feeling themselves as important members of schools, and having a strong commitment to schools had more positive person-organization value congruence perceptions than the others. Conclusion and Suggestions Since the results of the study showed that the teachers with high job satisfaction level were likely to have a more positive person-organization value congruence perception, it was recommended that the factors supporting teachers job satisfaction be investigated. Based on the results of the study, it was suggested that longitudinal studies on which values effect teachers' perceptions about teaching profession be conducted by using qualitative research techniques. In order to improve individual and organizational value congruence, teachers should be educated on ethical codes and values of teaching profession both by in-service education programmes and courses in universities before graduation. The managerial strategies allowing teachers to participate in the decision making processes and providing them with opportunities for supporting their individual and professional development should be seen as important. An effective communication among students, teachers, school managers, and parents should be developed for reinforcing values and ethical behaviors.

This research work “The Effect of Time Management on Employee performance of some public organisation (Councils) in Boyo. The study had as objectives; Find out the extent to which work schedule affects employee (job) performance; To examine the extent to which Punctuality influence employee (job) performance; Assess the role of Procrastination on employee (job) performance. The study was based on three null hypotheses H01: work schedule has no significant effect on employee performance; H02: Punctuality has no significant effect on employee performance; H03: Procrastination has no significant effect on employee performance. Data for the study was gotten from primary sources. 120 structured questionnaires were administered to employees of the Councils who were selected through the stratified sampling technique. Data was analysed using descriptive and inferential analysis and presented using tables. The value of R square indicates how the variation of the independent variable varies on the dependent variable. The R square (0≤R2≥1) gives the level at which the dependent variable (Employee Performance) is being explained by Time Management (Work schedule, Punctuality and Procrastination), it is generally compared at 30%, the higher the R square the better the degree of explanation. In this case R2= 65.1 % which is greater than 30%. This coefficient shows a relative moderate degree of explanation of the dependent variable by the independent variables. Thus, work schedule, punctuality, and procrastination have a positive influence on employee performance. Hence the decision will be to reject the null hypothesis (H0) in favour of the alternative. This means that time management has a significant influence on employee performance. It is therefore recommended that the management and employees of councils should be able to identify primary objectives so that they can put in place those time management strategies that best satisfy them

The purpose of this study is analyze the internal factors impact of an employee (especially age, discipline, and motivation), and external factors of employee (especially training and incentives) on employee performance and organizational performance. The moderation impact of online application also analized at the relationship between employee performance on organizational performance. Used taxi drivers as unit analysis is an uniqueness of this study, the snowballing method with e-questionnaire used for collecting data resulted 100 taxi drivers as a sample. Using SmartPLS 3 in analyze, the results showed that the driver's motivation as a part of internal employee factors has a positive impact on employee performance directly and on organizational performance indirectly. Employee performance has a positive impact on organizational performance. The result implies that the company should always increase the driver's motivation for performance increased also. The other result showed that online application weakens the relationship between employee performance and organizational performance. Based on thus result, management needs to seek solutions. Keywords: Employee Internal Factors, Employee External Factors, Employee Performance, Organizational Performance, Online Application DOI : 10.7176/JRDM/57-04 Publication date :July 31 st 2019