Person–job fit, person–organization fit and innovative work behavior: The mediating role of innovation trust

Abstract

The relationship between person–environment fit and employee's positive work attitudes and behaviors has been well researched. However, there has been no study on the impact of person–environment fit on the innovative work behavior of the employees and how employee innovativeness leads to better job performance. The current study aims to fill this gap in the literature by examining the effects of two person–environment fit perspectives — person–job fit (PJ fit) and person–organization fit (PO fit) — on innovative work behavior through innovation trust. Using multisource data from 459 individuals and their supervisors, we found that innovative work behavior was positively related to an employee's job performance. Employees' perceptions about their job fits and organization fits positively affected innovative work behavior, and these relationships were mediated by innovation trust. We discuss the implications of these findings for innovation theory and research, as well as for management practice.