Effect Of Person-organization Fit Research Articles

The effect of person organisation fit based on Waja Sampai Kaputing (POF WASAKA) and quality of work life on employee performance: the mediating role of job satisfaction

The effect of person organisation fit based on Waja Sampai Kaputing (POF WASAKA) and quality of work life on employee performance: the mediating role of job satisfaction

The Effect of Person-Organization Fit on Organizational Agility: The Mediating Role of Organizational Happiness

The Effect of Person-Organization Fit on Organizational Agility: The Mediating Role of Organizational Happiness

Taking a stand: Understanding the use of socially controversial CSR in hospitality recruitment

Organizations strive to communicate the right content to stakeholders in today's polarized world. This study explored the relationship between socially controversial corporate social responsibility (CCSR) and organizational attraction in the hospitality industry under the boundary conditions of liberal values. Specifically, we examined how liberal values moderated the relationship between CCSR and organizational attraction. We also discussed how liberal values moderated the indirect relationship between CCSR and organizational attraction through the effects of person-organization fit, anticipated organizational support, and anticipated pride from membership. A between-subjects online experiment showed that liberal values are a significant boundary condition in almost all relationships, besides the direct relationship between CCSR and organizational attraction and through the indirect effect of anticipated pride from membership. These results provide critical theoretical and practical implications for understanding CCSR communication in hospitality recruitment.

The Effect of Person Organization Fit, Job Embeddedness, and Organizational Commitments on Organizational Citizenship Behavior at Citilink Indonesia Airlines

This study aims to analyze the effect of: Person Organization Fit on Job Embeddedness, Person Organization Fit on organizational commitment, Job Embeddedness on Organizational Citizenship Behavior, Organizational commitment on Organizational Citizenship Behavior, etc. The population in this study were flight attendants who worked for Citilink Indonesia Airlines that met the criteria in order to obtain a homogeneous population. The sample of this study came from a representative flight attendant population (representing) as many as 151 flight attendants. The sampling technique in this study was probability sampling. The results of this study are Person Organization Fit has a significant effect on Job Embeddedness, Person Organization Fit has a significant effect on organizational commitment, Job Embeddedness has a significant effect on Organizational Citizenship Behavior, Organizational commitment has a significant effect on Organizational Citizenship.

The effect of person-organization fit, quality of work-life and organizational justice on job satisfaction and employee performance at PT. Jambi Regional Development bank in Jambi West Region

The purpose of this study is to examine the influence of person-organization fit, quality of work-life and organizational justice on employee performance at PT Jambi Regional Development Bank in Jambi West Region using job satisfaction as a mediator. This study uses a quantitative approach with a population of 201 respondents and a sample of 134 respondents. Data collection techniques using questionnaires. The data analysis technique used in this study is The Structural Equation Modeling (SEM) statistical software AMOS 5.00 on the model and study of hypotheses. The results showed that person-organization Fit had a positive and significant effect on job satisfaction. Quality of Work Life has a positive and significant effect on job satisfaction. Organizational justice has a positive and significant effect on job satisfaction. Person-Organization Fit does not affect employee performance. Quality of Work Life does not affect employee performance. Organizational justice does not affect employee performance. Person-Organization Fit has a positive and significant effect on employee performance through job satisfaction. Quality of Work Life has a positive and significant effect on employee performance through job satisfaction. Organizational justice has a positive and significant effect on employee performance through job satisfaction. Job satisfaction has a positive and significant effect on employee performance. The findings of this study state that the variables Person-Organization Fit (P-O Fit), Quality of work-life, Organizational Justice, and job satisfaction have never been tested all simultaneously on employee performance. The second finding of this study is that job satisfaction has a strong effect on performance. In addition, research at PT Bank Pembangunan Daerah Jambi in Jambi West Region is still very rarely done.

Pengaruh person organization fit dan modal psikologi terhadap komitmen organisasional melalui kepuasan kerja

This study aims to determine the effect of person organization fit and psychological capital on organizational commitment through job satisfaction. Indications of the problem found a decline in the community satisfaction survey at the end of 2020 with good conditions showing the performance of the Class III Port Management Unit Office of Batang Regency is still experiencing instability since the survey was conducted with the online system. The data collection technique was done through purposive sampling with a sample size of 97 employees. The analysis was performed using multiple linear regression to measure the influence of person organization fit and psychological capital on organizational commitment through job satisfaction. In knowing the indirect effect, the Sobel test was carried out. The results showed that Person organizational fit had no effet on organizational commitment, Person organizational fit had an effect on job satisfaction, Psychological Capital had an effect on Organizational Commitment, Psychological Capital had an effect on Organizational Commitment, Job Satisfaction had an effect on Organizational Commitment, Person Organizational Fit on Organizational Commitment through Job Satisfaction. and Psychological Capital has an effect on Organizational Commitment through Job Satisfaction.

Pengaruh Person Organization Fit dan Person Job Fit Terhadap Kinerja Karyawan Pada Kopontren MBS Water Suci Manyar Gresik

This study aims to determine the effect of Person Organization Fit and Person Job Fit on Employee Performance in the Kopontren MBS Water Suci Gresik. This type of research used in this research is quantitative with associative analysis. The sampling technique used was a simple random sampling technique with a sample size of 40 Kopontren MBS Water Suci Gresik employees. This study uses data collection techniques using questionnaires, interviews, documentation and observation. In analyzing data using statistical methods using validity and reliability, classic assumption tests, and hypothesis testing with multiple linear regression formula. The results showed that, (1) Person Organization Fit Influenced Employee Performance in the Kopontren MBS Water. (2) Person Job Fit has a Significant Effect on Employee Performance in MBS Water Co-Controllers. (3) Person Organization Fit and Person Job Fit Have Simultaneous Effect on Employee Performance in the Kopontren MBS Water. Keywords: Person Organization Fit; Person Job Fit; Employee Performance

BİREY-ÖRGÜT UYUMUNUN İŞ TATMİNİNE ETKİSİ: İŞ YERİ MUTLULUĞUNUN ROLÜ

In the study, it was aimed to examine the mediating role of workplace happiness in the effect of person-organization fit on job satisfaction. In this context, a literature review on the concepts of happiness, workplace happiness, person-organization fit and job satisfaction was added to the research. The sample of the research consists of 468 white collar employees from 18 enterprises operating in the textile industry in Denizli Organized Industrial Zone. The data procured by using simple sampling method were obtained by making questionnaire to the employees. The survey consists of 20 items about person-organization fit (four items), job satisfaction (five items), workplace happiness (five items), and determining the demographic characteristics of the respondents (6 items). SPSS 22 and AMOS 21 softwares were used in the data analysis of the research. Structural Equation Model was use. It was found out that employees with high person-organization fit experienced higher levels of happiness at work and job satisfaction. In addition, happiness at work had a mediating role between the person-organization fit and job satisfaction.

The Effect of Person-Organization Fit on Job Satisfaction

Bu çalışmada kişi-örgüt uyumunun iş tatminine etkisi ve bu iki değişken arasındaki ilişkide cinsiyet ile çalışma süresinin rolünün tespit edilmesi amaçlanmıştır. Bu ilişkilerin ortaya konulması için anket yöntemiyle nicel bir araştırma gerçekleştirilmiştir. Malatya ilindeki özel güvenlik personeli araştırmanın anakütlesini oluşturmuştur. 440 özel güvenlik personelinden, çevrimiçi anket platformu üzerinden elde edilen verilerin analizlerine göre kişi-örgüt uyumunun iş tatminini artırdığı, çalışma süresinin ise kişi-örgüt uyumu ile iş tatmini arasındaki ilişkiyi düzenlediği sonucuna ulaşılmıştır. Ayrıca cinsiyet değişkeninin kişi-örgüt uyumu ile iş tatmini arasında düzenleyici etkiye sahip olmadığı görülmüştür. Çalışmanın literatüre katkı sunmasının yanı sıra özel güvenlik personeline yönelik birtakım öneriler getirmesi de beklenmektedir.

The effects of person-organization fit on lending behaviors: Empirical evidence from Kiva

Donation-based crowdfunding, as part of impact investment, plays a vital role in promoting economic development and alleviating poverty. In order to enhance the lender's enthusiasm for lending behavior, some platforms, for example Kiva, have introduced groups to facilitate lending. This study examines how the group environment can affect the lenders’ behaviors in crowdfunding. It has been found that lenders who join groups contribute 1.2 more loans (about $30-$42) per month than those who do not, but the theoretical mechanism of these differences is unclear. To understand in depth how the group environment affects lending behaviors, we introduce and develop the Person-Organization fit theory and Free-rider theory in this study. Combining machine-learning techniques with empirical analysis, the results show that the matching degree of motivation between group and lender has a positive effect on the lender behavior, i.e., lending to loans, and this relationship is weakened by free-riding in large groups. In addition, the group openness can have different effects on lenders of different group sizes. Our research enriches the existing crowdfunding literature and fills the gap in the research on new lending models in crowdfunding, and it will also be useful for crowdfunding platforms in setting the rules for building groups.

The Influence of Person Organizational Fit and Person Job Fit on Performance Mediated by Innovative Work Behaviors of Employees of PT Pos Indonesia DC Plemburan Yogyakarta, Indonesia

This study discusses the effect of person organization fit and person job fit on employee performance through innovative work behavior as mediation. The variables in this study are person organization fit, person job fit, innovative work behavior, and employee performance. This study uses a purposive sampling technique with the following criteria: permanent employees who work for at least 1 year. Respondents in this study amounted to 105 employees. The test tool used is SPSS version 25 with Path Analysis, and Sobel Test. The results of this study indicate that person organization fit and person job fit have a significant positive effect on innovative work behavior, innovative work behavior has a significant positive effect on employee performance.

판매직원의 윤리적 인식이 인지적 성과와 고객지향성에 미치는 영향: 개인-조직적합성의 매개효과 분석

본 연구에서는 사회인지이론과 개인-조직적합성 모델을 바탕으로 판매조직의 윤리적 풍토와 판매원의 윤리적 민감성, 조직지원인식이 개인-조직적합성에 미치는 영향과 개인-조직적합성이 자기효능감, 결과기대, 고객지향성간의 관계를 분석하고자 하였다. 실제 판매조직의 윤리적 풍토를 확인하기 위해 Victor & Cullen(1987)이 제시한 9가지(자기 이익형, 회사 이익형, 효율 추구형, 우정형, 팀 이익형, 개인적 도덕형, 사회적 책임형, 규정 및 절차형, 법률 및 직업 헌장형)의 윤리적 구성요소로 조직의 풍토를 확인하고자 하였다. 추가로 판매조직의 특징인 근무지와 본사와 떨어져 있는 조직이 많으므로 심리적 거리감(심리적 vs 공간적)이 판매조직의 윤리적 풍토, 판매원의 윤리적 민감성, 조직지원인식과 개인-조직 적합성 간의 조절효과를 살펴보았다.<BR> 분석 결과를 요약하면 다음과 같다. 첫째, 본 연구를 통해 판매조직의 윤리적 풍토에 대해 알아보았고, 그 결과 윤리적 풍토의 9가지 유형 중 ‘공익 추구형’, ‘법/직업 추구형’, ‘효율추구형’, ‘자기이익 추구형’이라는 4가지의 윤리적 풍토를 확인하였다. 둘째, 판매조직에서 나타난 ‘공익 추구형’과 ‘자기이익 추구형’ 윤리적 풍토의 판매원은 개인-조직 적합성에 정(+)의 영향을 주는 것으로 확인되었다. 셋째, 판매원의 윤리적 민감성은 개인-조직 적합성에 부(-)의 영향을 나타냈다. 넷째, 판매원의 조직지원인식이 판매원의 개인-조직 적합성에 정(+)의 영향을 미치는 것으로 나타났다. 다섯째, 판매원의 개인-조직 적합성은 판매원의 자기효능감과 개인, 조직 결과기대를 높이는 것으로 확인되었다. 마지막으로 판매원들이 느끼는 심리적 거리감과 공간적 거리가 판매조직의 윤리적 풍토와 조직지원인식과 판매원의 개인-조직 적합성 사이에서 조절효과가 있는 것으로 확인되었다.

PERANAN PERSON ORGANIZATION FIT DAN PERSON JOB FIT DALAM MENINGKATKAN JOB SATISFACTION DENGAN WORK ENGAGEMENT SEBAGAI MEDIASI

Job satisfaction is an important factor in achieving the sales person's self-compatibility with the work environment. Conformity in question is the suitability of individual values ​​with person organization fit and the suitability of individual characteristics person job fit. With this suitability, work engagement will be higher. This study was conducted to analyze the effect of person organization fit and person job fit on job satisfaction through work engagement. This type of research is quantitative research with purposive sampling technique. Research data were collected by distributing questionnaires to all sales persons of PT World Innovative Telecommunication answers to the questionnaire collected as many 220 respondents. The data was processed using partial least squares (PLS) data analysis techniques. The results of the study stated that person organization fit and person job fit had an effect on job satisfaction through work engagement. This proves that work engagement can significantly mediate the effect of person organization fit and person job fit on job satisfaction sales person PT World Innovative Telecommunication.

PENGARUH PERSON ORGANIZATION FIT DAN WORKPLACE SPIRITUALITY TERHADAP TURNOVER INTENTION DENGAN AFFECTIVE COMMITMENT SEBAGAI VARIABEL INTERVENING DAN GENERASI MILLENNIAL SEBAGAI MODERASI(STUDI KASUS PT. BANK TABUNGAN NEGARA)

This study aims to determine the effect of person organization fit and workplace spirituality on turnover intention through affective commitment as an intervening variable. Also, to determine the relationship between person organization fit on turnover intention moderated by millennials generation, Samples in this study are employees of PT. Bank Tabungan Negara, Tbk. , total of 100 respondents. This type or research is explanatory with quantitive methods. The sampling technique used is nonprobability sampling with purposive sampling, namely the technique of sampling data source with certain considerations. This study uses a survey method using a questionnaire in data collection and processedusing Partial Least Squares. The results of the testing of hypothesis indicate that there is a negative effect of person organization fit on turnover intention, There is a negative effect of workplace spirituality on turnover intention. There is a positive effect of person organization fitand workplace spirituality on affective commitment. There is negative effect of affective commitment on turnover intention. There is an effect of person organization fit and workplace spirituality on turnover intention through affective commitment. There is a relationship between person organization fit on turnover intention moderated by millennials generation.

THE ROLE OF POSITIVE AFFECT MEDIATORS ON PERSON ORGANIZATION FIT AND JOB SATISFACTION

This study was to investigate the role of positive affect on the effect of person-organization fit and employment. This study used a quantitative approach. 135 employees who worked in PT. Perusahaan Listrik Negara (PLN) Tarahan, Bandar Lampung was chosen as the respondent in this study. Measurement of the person-organization fit variable was measured by an instrument developed by Kristof (1996). Job satisfaction was measured using the Michigan organization assessment questionnaire (Bowling &amp; Hammond, 2008). Positive affect was measured using the positive &amp; negative affect schedule (PANAS) developed by Watson et al (1988). Data processing and hypothesis testing used moderating regression analysis. The findings in this investigation are: first, P-O fit had a positive and significant effect on employee job satisfaction, second, positive affect did not moderate the relationship between P-O fit and job satisfaction. This was indicated by the interaction variables that are smaller than the significance value.

Promoting Employee Green Behavior Through the Person-Organization Fit: The Moderating Effect of Psychological Distance.

The importance of employee green behavior (EGB) to an enterprise’s green development goal is increasingly emphasized in many industries. However, to date promoting EGB through interaction, namely between individuals and organizations, has not been a central concern. Therefore, from the perspective of the person-organization fit, this study considers the psychological distance between employees and the organization as a moderating variable, exploring the mechanisms of values fit, needs-supplies fit, and demands-abilities fit on green behaviors as within and outside the scope of employee responsibility. After collecting the results of questionnaires from 412 employees, our hypotheses were tested using the Structural Equation Model (SEM). The results show that (1) person-organization fit can effectively promote EGB in the workplace. However, different types of person-organization fit have different influencing paths and effect-strengths on employees’ task-related green behavior and proactive green behavior. (2) Values fit has the greatest incentive effect on EGB, followed by demands-abilities fit, while needs-supplies fit promotes only eco-helping behavior. (3) Psychological distance has a significant moderating effect on the relationship between the person-organization fit and EGB. The effect of person-organization fit on EGB is enhanced when employees are close with less emotional distance, while the effect is weakened in the case of close expectation distance. Finally, this study provides suggestions for enterprise managers providing ways to motivate EGB through the selection and allocation of human resources.

The Mediating Role of Knowledge Sharing Behavior on the Effect of Person-Organization Fit on Innovative Work Behavior

This study aims to determine the effect of person-organization on fit on innovative work behavior mediated by knowledge sharing behavior. The population in this study were all employees of Ebiz Corporation. The sample size, determined through Slovin formula, and 74 samples were obtained. The sampling technique is convenience sampling. The data analysis method used in this study is path analysis using analytical tools from Preacher – Hayes, The Simple Mediator Model. From the research findings, the knowledge sharing behavior is proven to mediate the effect of person-organization fit on innovative work behavior.

Effect of Person-organization Fit on Organizational Commitment: A Study with Special Reference to Sri Lankan Banking and Insurance Industries

Kelaniya Journal of Human Resource Management is the journal of the Department of Human Resource Management, University of Kelaniya. The objective of this journal is to disseminate knowledge of research as conducted by the academic scientists and practitioners in the field of HRM. The journal contains research and review papers.

Fit perceptions, work engagement, satisfaction and commitment

PurposeThe purpose of this paper is to explore the relationship between fit (organization and job) perceptions and work engagement (WE).Design/methodology/approachThe authors deployed a two-wave survey among 377 clerical employees of the specialist lending division of a large UK bank, with the waves separated by 12 months.FindingsThe results show a positive relationship between person organization (PO) and person job (PJ) fit perceptions (at Time 1) and WE (at Time 2). Job satisfaction (JS) and affective commitment (AC) dual-mediate these relationships. The effect of PO fit on WE manifests primarily via AC, while the effect of PJ fit manifests primarily via JS.Practical implicationsThe study indicates that organizations should consider the fit of employees to their jobs and the organization when designing interventions intended to increase WE. Also, potential synergies exist between organizational interventions designed to influence employee attitudes focused on similar units of analysis: e.g., PJ fit with JS or PO fit with AC.Originality/valueThis study provides the first investigation of the dual-mediation, via JS and AC, of the effects of both PJ and PO fit on WE. Furthermore, the use of a time-lagged design strengthens the evidence for the novel hypotheses of this study and enables verification of findings in the extant literature.

The Way to Improve Employees' Job Satisfaction in Korean Social Enterprises: The Moderating Effects of Person-Organization Fit, Person-Job Fit, and Person-Supervisor Fit

Human resources play a key role in achieving a high level of organizational performance and the importance is still emphasized in our society. Nonetheless, organizations are experiencing negative phenomena such as job exhaustion and turnover. One of the key factors that can reduce these negative factors is seen as job satisfaction. In this regard, this research is an empirical study that it focused on the improvement of job satisfaction among organizational members who work in Korean social enterprises. In order to improve their job satisfaction, we focused on organizational communication and verified its role and emphasized its importance through its influence on job satisfaction. To improve the effect of organizational communication, we verified the role of person-organizational fit, person-job fit, and person-supervisor fit. These three types of fit were identified as ways to increase the influence of organizational communication on job satisfaction. Therefore, we examined the moderating effect of these three types of fit on the relationship between organizational communication and job satisfaction. The empirical results showed that the higher the three types of fit, the greater the influence of organizational communication on job satisfaction. Furthermore, by comparing the impacts of the three types of fit on job satisfaction, we identified what is the most essential fit. Based on the results of empirical analysis, this research discussed practical implications for improving organizational member's job satisfaction in Korean social enterprises and provides future research plans for the performance of Korean social enterprises.