Abstract
Whereas previous research tends to look at Person-Environment (P-E) fit as a predictor of employee outcomes, this is one of the first studies to provide evidence of P-E fit as a mediator of the relationship between organisational culture and the employee outcome of job satisfaction. Data were obtained from full-time employees who were working in private and public sectors from various organisations in Malaysia (n = 204). Person-environment fit was a significant mediator of the relationship between organisational culture and job satisfaction. This has wide-ranging implications for organisational development consultants who intend to shape the culture of various organisations, on the assumption that certain organisational cultures will lead to certain desirable employee outcomes. Managers need to pay attention to not only their organisational culture such as training, rewards, teamwork and communication but to also ensure that there is a fit between individuals and their work environment.
Highlights
Organisational culture has been consistently an important theme in management and business research for the past few decades due to its potential to affect organisationally and individually desired outcomes
Whereas previous research looked at person-environment fit as a predictor of job outcomes such as job satisfaction, this research, on the other hand, looked at person-environment fit as a mediator of the relationship between organisational culture and job satisfaction
This has wide-ranging implications for organisational development consultants who intend to shape the culture of various organisations, on the assumption that certain organisational cultures lead to certain desirable employee outcomes
Summary
Organisational culture has been consistently an important theme in management and business research for the past few decades due to its potential to affect organisationally and individually desired outcomes. From the various studies, cited in Kristof (1996), Kristof et al (2005) and Verquer, Beehr, and Wagner (2003), P-E fit was popularly viewed in the past, as a predictor or an independent variable affecting the dependent variable of employee outcomes. Despite the current trend, according to our search in the Web of Science database, there was not a single empirical study that looked at how P-E fit was a mediating variable in the relationship between organisational culture (communication, teamwork, training and rewards) and job satisfaction. This is the research’s primary or main objective
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