Effect Of Person-organization Fit Research Articles

Career adaptability and work engagement: the roles of person–organization fit and job insecurity

PurposeThe purpose of this study is to examine the relationship between employees’ career adaptability and work engagement. Specifically, this study investigates the mediating role of person‒organization fit in the relationship between career adaptability and work engagement as well as the moderating role of job insecurity in this mediating effect.MethodsWe collected data from 248 full-time employees in China and utilized robust statistical techniques to test a moderated mediation model that includes the constructs of career adaptability, person‒organization fit, job insecurity, and work engagement.ResultsCareer adaptability is positively related to employees’ work engagement, and person‒organization fit mediates the relationship between career adaptability and work engagement. Job insecurity moderates the mediating effects of person‒organization fit in this context. The relationship between person‒organization fit and work engagement is stronger at low (vs. high) levels of job insecurity.ConclusionThis research contributes to theory by demonstrating that the mediating effect of person‒organization fit and the moderating effect of job insecurity represent additional explanations of the impact of career adaptability on work engagement.

The Effect of Person Organization Fit and Competence on Employee Performance with Work-Life Balance as an Intervening Variable in Logistics Companies in Jakarta

This study aims to test the research model which is expected to obtain results from the influence of Person Organization Fit and Competency on Work-Life Balance and its impact on Employee Performance. Respondent data will use the results of the distribution of questionnaires to employees of Logistics Companies in Jakarta online through the Google Drive platform to 81 employees. In this study, 5 tests were carried out on the hypothesis based on variable indicators prepared using SEM PLS (Partial Least Square) analysis using the smartPLS method. This test consists of an outer model, an inner model, and a Hypothesis test. The results of the study show that person organization fit and competence have a positive and significant effect on work-life balance. Work-life balance also has a positive and significant effect on employee performance. However, person organization fit has a positive but not significant effect on employee performance, while competence has a positive and significant effect on employee performance. In addition, there is no indirect influence of person organization fit and competence on employee performance through work life. This study emphasizes the importance of person organization fit and competence in improving work-life balance and employee performance, although the role of intervening work-life balance in these relationships is not proven.

The Effect of Person-Organization Fit on Turnover Intentions of Employees in Steel Companies

Turnover intention can be effectively used to predict the actual turnover behavior of employees (Zhang, X. et al., 2020). Employers and policymakers can provide intervention if employees’ turnover intentions can be correctly predicted, thus prevent actual turnover behavior from occurring (Matilde, L. et al.,2022). One of the main reasons employees leave their jobs is the mismatch between the individual and the organization. Kristof defined person-organization fit as compatibility between an individual and an organization that includes congruence and complementarity, where congruence is a consistent match between the individual and the organization's characteristics, and complementarity includes demand-supply fit and demand-ability fit (Kristof-Brown, A. et al., 2023). Study shows that individual-organizational fit is negatively associated with employees' willingness to leave (Kakar et al.,2019; Bernardo, A. L. et al., 2023). However, further research is necessary to confirm whether the finding is valid for different companies and to what extent is the effect, if there is. A study on the steel industry, having a big labor force may be considered as focus of the study.

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 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

PENGARUH PERSON ORGANIZATION FIT TERHADAP KOMITMEN ORGANISASIONAL DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI

This study aims to analyze the effect of Person Organization Fit on Organizational Commitment with Job Satisfaction as a mediating variable (Case Study at Regional General Hospital (RSUD) Karangasem Regency). The sampling technique in this study used probability sampling method as many as 148 people. Data analysis techniques use a variance-based or component-based approach with Smart Partial Least Square (PLS). The results of the analysis found that 1) Person organization fit has a positive and significant effect on job satisfaction; 2) Person organization fit has a positive and significant effect on organizational commitment; 3) Job satisfaction has a positive and significant effect on organizational commitment; and 4) Person organization fit has a positive and significant effect on organizational commitment through job satisfaction at the Regional General Hospital of Karangasem Regency. This result means that an increase in Person organization fit will be able to increase organizational commitment through increased job satisfaction at the Regional General Hospital of Karangasem Regency. The suggestion in this study is that hospital management is expected to pay attention to Person organization fit and job satisfaction in an effort to increase employee organizational commitment.

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.