Organization Fit Research Articles

Effect Of Job Satisfaction And Organizational Commitment On Turnover Intention With Person Organization Fit As Moderator Variable

This study aims to examine and analyze the effect of job satisfaction and organizational commitment on turnover intention with person organization fit as a moderating variable on employees of PT Febri Dharma Mandiri. This research is a descriptive research with a quantitative approach. In this study, data were collected using a questionnaire as many as 123 respondents. By reducing the outlier data, the amount of data that can be processed is 109 data. Data analysis used multiple linear regression analysis and Moderated Regression Anlysis (MRA). The results of multiple linear regression analysis show that job satisfaction and organizational commitment partially have a negative and significant effect on turnover intention. Moderated Regression Analysis (MRA) shows that Person organization fit is not able to moderate job satisfaction on turnover intention, while Person organization fit is able to moderate organizational commitment to turnover intention. This study aims to determine the effect of job satisfaction and organizational commitment on turnover intention with person organization fit as a moderating variable on employees of PT Febri Dharma Mandiri. Respondents in this study amounted to 123 employees and data that can be processed amounted to 109 data. Based on the data that has been collected and the tests that have been carried out on the problem using multiple linear regression models and MRA (Moderated Regression Anlysis).

Impact of Doctoral Student Training Process Fit on Doctoral Students’ Mental Health

Background: Doctoral students have much higher risk of anxiety or depression than general population. Doctoral students worldwide are facing varying degrees of mental health risks. Method: Based on the survey data of 6,812 doctoral students worldwide in Nature in 2019, Probit and Logit models are used to explore the correlation between the fit of doctoral education and training process and the mental health of doctoral students. Results: (1) The training environment fit of doctoral students has a significant positive impact on their mental health. (2) The academic profession fit of doctoral students has a significant positive impact on their mental health. (3) The organizational culture fit of doctoral students has a significant positive impact on their mental health. (4) The financial support fit of doctoral students has a significant positive impact on their mental health. Conclusion: The higher the degree of doctoral students’ training environment fit, academic profession fit, organizational culture fit, and financial support fit, the lower the possibility of anxiety or depression among doctoral students. The current research results can help reveal extensive factors that affect the mental health of doctoral students, facilitate the planning and development of effective intervention measures by universities, improve the fit of the doctoral education and training process, improve the mental health of doctoral students, and boost academic excellence.

Conflict in Schools: A Qualitative Study

As a qualitative research method, case study was used in the research carried out to investigate the causes of conflicts in schools, levels and type of conflict, effects of conflict, methods used to solve conflicts. 40 teachers working in 3 elementary schools, 2 middle schools and 2 high schools in Yeniçağa district of Bolu, Turkey which constituted the research group of the study, were determined using the criterion sampling technique within the scope of convenience sampling and purposive sampling method. The data were collected through interviews and semi-structured interview form and analyzed with content analysis. A medium-level conflict in schools will yield positive results in terms of individual and organizational aspects and therefore increase the effectiveness of schools when considering the positive effects and consequences of conflicts in schools. However, since the increase in the level of conflict can lead to negative individual, interpersonal and organizational outcomes, both teachers and school administrators at schools should have a broad knowledge of conflict and good conflict management skills. In addition, conflict information will minimize the individual, interpersonal and administrative reasons that reveal the conflict. The current study finds the following important and striking results: teachers' weariness and tiredness as a result of conflict, burnout, unwillingness to work, decrease in work efficiency and performance, decrease in organizational commitment, stress and anxiety, loneliness, unhappiness, cynicism, decrease in motivation, unwillingness to come to school, wanting to leave school, disappearance of ethical behaviors, withdrawal, and anger. Besides, one of the most important results of the study is to reveal some elements such as effective communication, fulfillment of duties and responsibilities in a timely manner, organizational fit, behavior of teachers and administrators in accordance with the rules of professional ethics and business ethics, teamwork and cooperation in schools which have no conflict.

HRM Practices and Organisational Performance

Purpose – The focus of this paper was on assessing the mediating influence of strategy alignment on the link between HRM practices and organisational performance.   Theoretical framework – Relevant literature provided a theoretical and empirical basis for understanding the concept through the resource based view.   Design/methodology/approach – Samples were drawn from 240 employees and HR managers from selected identity management firms in Nigeria. The data analysis was carried using partial least square structural equation modelling.   Findings – The study found that skill enhancing, motivational, and opportunity enhancing practices have a significant influence on organisational performance. Strategy alignment was found to mediate the relationship between HRM practices and organisational performance. Though the mediation was partial, it was significant.   Practical & social implications of the research – This study highlights the need for managers to focus more on improving the HRM practices in their organisations, while also ensuring that there is an organisational strategy fit that supports HRM practices in the organisation.   Originality/value – First, the paper contributes to advancing the research that captures HRM as a bundle using the varying practices in an organisation as well as to providing a vivid explanation of the role of each individual HRM practice in ensuring increased performance through strategy alignment. The study validates the resource based view as a contribution to the knowledge.   Keywords - HRM Practices; Strategy Alignment; Organisational Performance; Resource Based View.

The Role of Organizational Fit and Implementation Contingencies in the Success of ERP Projects in a Developing Country

The Role of Organizational Fit and Implementation Contingencies in the Success of ERP Projects in a Developing Country

Impact of Organizational Justice on Job Performance among Teachers of Private Sector Universities, Pakistan: Authentic Leadership and Psychological Capital as Mediators

Impact of Organizational Justice on Job Performance among Teachers of Private Sector Universities, Pakistan: Authentic Leadership and Psychological Capital as Mediators

Strategies to promote cross-functional team creativity in SMEs: the cooperative effect of organizational fit and cognitive interaction

Given the overwhelming increase in the background of knowledge-based economy and cross-functional team, one of the critical challenges that stimulation of the team creativity face when trying to integrate members across different functions is the need to concern individual-team suitability and overcome differentiated knowledge representation. However, availability of person-organization fit is merely applied to organization s’ development at individual level. And the issue of how to enhance team creativity in the process of interactive coordination and knowledge sharing is largely understudied. Our study attempts to investigate the TMS links between the member-team fit and cross-functional team creativity, we introduce one of the individual self-concept as moderator variable in the above relationships. We have administered a survey design with 82 teams from 35 Sic-tech enterprises and employed the cross-level mediating model for data analysis. Results show that TMS served as a positive mediator between the cross-level relationships and a feasible path of moderated mediation has been explored. These findings indicates that in the formation of a cross-functional team creativity at the cross-level are important mechanisms to understand how the remarkable effects from the individual level are transmitted to the team level.

Generalization of Participation in Fitness Activities From Physical Education to Lunch Recess by Gender and Skill Level

Purpose: Comprehensive School Physical Activity Programs aim to maximize the application of skills learned in physical education (PE) in other settings. We investigated students’ generalization of participation in fitness activities from PE to organized fitness programs during lunch recess. Method: Voluntary participation of 153 (74 girls, age 12.4 years) students from five schools in a fitness recess program before, during, and after a 12-lesson sport education fitness season in PE was assessed by gender and skill level. Moderate to vigorous physical activity was assessed through systematic observation. Results: After the sport education season, participation in fitness recess dropped from 41% to 9%, p < .001, effect size = 0.34. Average moderate to vigorous physical activity was higher in fitness (45%) compared with traditional recess (11%), p < .001, effect size = 0.50, irrespective of gender and skill level. Discussion/Conclusion: Generalization of participation in fitness activities from PE to lunch recess is a promising strategy to increase students’ moderate to vigorous physical activity.

The Mediating Role of Person-Organization Fit on The Effect of Organizational Alignment on Job Satisfaction: The Case of University

The aim of this study is to determine the mediating role of person-organization fit on the effect of organizational alignment on job satisfaction of academic and administrative personnel, based on the theory of person-organization fit. For this purpose, the research is carried out on 141 personnel working at a state university. SPSS Process Macro is used to test the research hypotheses. According to the findings obtained from the research data, organizational alignment has a significant effect on increasing the degree of person-organization fit in organizations. Organizational alignment and person-organization fit have positive and significant effects on job satisfaction. Finally, the person-organization fit has a mediating role in the effect of organizational alignment on the job satisfaction of academic and administrative personnel.

호텔 종사원의 개인-환경 적합성에 따른 혁신행동이 조직성과에 미치는 영향 연구: 서울지역에 위치한 5성급 호텔을 중심으로

As the corporate business performance could be differently shown according to the psychological, cultural, and social characteristics of organization members, the evaluation of fit showing the degree of identification and harmony between the person and the organization is important. This study was performed targeting the employees working for five star hotels. Data was put to the frequency analysis, correlation analysis, confirmatory factor analysis, and SEM analysis with the SPSS and AMOS programs. In the results of the analysis, the organization fit and job fit of environment fit had significantly positive effects on innovative behavior while the supervisor fit did not have significant effects on it. Also, the innovative behavior had significantly positive effects on organizational performance. Therefore, the organizations should provide the environment that could draw such positive thinking of work and innovative behavior by providing them with emotional support, consideration, and attention.

Linking Person Job Fit, Person Organization Fit and Organizational Culture to Employee Performance in Islamic Banks: the Mediating Role of Job Motivation

Adaptability to the work environment affects employee's work attitude in the organization. This ability can be seen from the influence of person job fit, person organization fit, and organizational culture accumulating into employee work motivation. This study aims to examine the effect of person job fit, person organization fit and organizational culture on employee performance with work motivation as a mediating variable. The object of this research was BPRS Madina Yogyakarta and BPRS Bangun Drajat Warga Yogyakarta. In this quantitative research, the data were collected through a questionnaire distributed to employees of the two BPRS. The questionnaire involved 65 respondents and was analyzed using the SPSS 23. The results showed a positive influence between person job fit on work motivation, person organization fit had no effect on work motivation, organizational culture had a positive effect on work motivation, work motivation had an effect on positive effect on employee performance, person job fit brought a positive effect on employee performance, person organization fit had no effect on employee performance, and organizational culture had no positive effect on employee performance.

PENGARUH MODAL PSIKOLOGIS, PO-FIT DAN EMPLOYEE ENGAGEMENT TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR PADA AKPOL SEMARANG

<p>The purpose of this study was to examine and describe the effect of Psychological Capital, Person Organizational Fit (PO-Fit) and Employee Engagement on Organizational Citizenship Behavior (OCB) in the MANAGE section of the Semarang Police Academy Police. Samples were taken as many as 100 employees, while the sampling technique used was the Saturated Sample method. The data analysis technique was carried out using Multiple Linear Regression. With descriptive analysis method, the data analysis technique in this study used the SPSS 21.00 program. Hypothesis testing shows that there is a significant effect of Psychological Capital, Person Organizational Fit (PO-Fit) and Employee Engagement on Organizational Citizenship Behavior (OCB).</p><p> </p><p>Keywords: Psychological Capital, Person Organizational Fit (PO-Fit), Employee Engagement, Organizational Citizenship Behavior (OCB),</p>

The Effect of Public Service Motivation on Job Performance of Public Servants in Vietnam: The Role of Mediation of Job Satisfaction and Person-organization Fit

ABSTRACT Many empirical studies on the effect of public service motivation (PSM) on job performance have been carried out using self-report performance, but little has been made of two dimensions of performance, called task and contextual performance, for measurement job performance. The current article, therefore, examines the relationship of PSM with job performance, combining task and contextual performance, through the mediating role of job satisfaction and person – organization fit (P-O fit). The data analysis is based on a questionnaire survey of public servants under the People’s Committee of Ho Chi Minh City, Vietnam. It was found that PSM has a directly positive impact on job performance. In addition, using the mediation effect of job satisfaction and person-organization fit in the relationship of PSM with job performance provides more robust evidence of this relationship.

Sourcing human capital for organizational effectiveness: sourcing strategy, determinants, and alignment

Human capital sourcing is a major determinant of firm effectiveness. We develop logic that favors a specialized sourcing strategy in which organizations emphasize one type of sourcing, focusing either on developing or acquiring human capital, as opposed to a balanced approach. We then identify characteristics and capabilities that lead firms to adopt one sourcing type over another. Additionally, we examine whether aligning sourcing decisions with organizational characteristics and capabilities relates to better performance. We use panel regression to examine how sourcing decisions ultimately impact performance. Results suggest that specialized sourcing relates to improved performance more strongly than does a balanced approach, that certain organizational capabilities are advantageous for specific types of sourcing, and that aligning sourcing strategy with organizational fit partially relates to greater organizational performance.

Contextualizing Motivating Language to Corporate Social Responsibility (CSR): How Leader Motivating Language Affects Employees’ CSR Engagement and Employee–Organization Relationships

Drawing on motivating language theory (MLT), this paper aims to demonstrate the effects of strategic leader speech in the context of internal corporate social responsibility (CSR) communication. Specifically, the study (1) examines how leader motivating language strategies used in CSR communication influence employees’ CSR engagement and employee–organization relationships (EORs) and (2) identifies the mediator explaining the underlying psychological mechanism of the effects. Structural equation modeling was performed on a sample of 406 participants who are full-time and part-time employees in the U.S. The results showed that leader motivating language was positively associated with employees’ CSR engagement and EOR quality. Such relationships were significantly mediated by person–organization (PO) fit. This study advances CSR research and practice by explicating the impact of leaders’ oral communication in constructing employees’ CSR experiences and relationships with the employer.

HEALTHY WORKING ENVIRONMENT, ORGANIZATION'S REPUTATION AND THEIR ‎IMPACT ON ‎EMPLOYEE'S ORGANIZATIONAL FIT: AN EXPLORATORY RESEARCH AT ‎SOME PRIVATE BANKS IN ‎BAGHDAD

The research aims to identify impact models of a healthy working environment ‎and the ‎organization's reputation on the employee's organizational fit. The ‎research population is ‎all private banks in Baghdad, a sample of six banks was ‎selected. 200 questionnaires ‎were distributed, 158 of them returned, 141 of them ‎were valid for analysis. The research ‎employed three approaches: Historical, ‎descriptive, and analytical. To clarify the research's ‎concepts, the first approach ‎was adopted, to clarify the dimensions of the research, the ‎second approach was ‎adopted, and to analyzing the research's dimensions the analytical ‎approach was ‎used. The Amos, 21 software was used to assess the validity of the study ‎model, ‎and the data were analyzed using the spss, 23 programs. The study came up ‎with ‎many conclusions, the most noteworthy of which was that: At the overall and ‎sub-level, the ‎healthy working environment has a statistically significant impact ‎on the employee's ‎organizational fit. And the organization's reputation plays a role ‎in the employee's ‎organizational fit, the impact models between the two ‎dimensions at the overall and sub-‎level were significant and statistical. The ‎research produced a series of recommendations ‎based on these findings, ‎intending to put their findings into reality‎.‎

The digital bank: Has it come of age?

Digital banking for incumbent banks can be challenging given the difficulties with organisational fit, cultural construct, people skills and legacy systems having to coexist with the new way of doing things. But it is also a tremendous opportunity to build a world-class digital experience and to take the bank’s reputation as a solid and trustworthy brick-and-mortar institution that will stand behind its digital transactions, especially in a world where physical interactions are severely impacted by the COVID-19 pandemic. This paper discusses how the convergence of artificial intelligence, machine learning, computational power and data abundance creates the perfect ecosystem to deliver a compelling digital banking experience. It outlines how it is imperative for banks to invest smartly over the next few years in their infrastructure as part of their digital banking strategy so that customers who choose to conduct their banking services at a physical touchpoint can also have a state-of-the-art service experience.

Understanding health education, health promotion and public health

Across the globe, there can be confusion about the difference between the concepts of health education, health promotion and, often also, public health. This confusion does not limit itself to the individual terms but also to how these terms relate to each other. Some use terms such as health education and health promotion interchangeably; others see them clearly as different concepts. In this theoretical overview paper, we have first of all outlined our understanding of these individual terms. We suggest how the five principles of health promotion as outlined by the World Health Organization (WHO, 1984) fit into Tannahill’s (2009) model of three overlapping areas: (a) health education; (b) prevention of ill health; and (c) health protection. Our schematic overview places health education within health promotion and health promotion itself in the center of the overarching disciplines of education and public health. We hope our representation helps reduce confusion among all those interested in our discipline, including students, educators, journalists, practitioners, policymakers, politicians, and researchers.

Enhancing employee retention in supervisory support context: Role of person-organisations fit and career commitment

Using social exchange theory (Blau, 1964), the current study examined the mediating effect of Career commitment in the relationship between supervisory support (SS) and employee retention (EE) and moderating role of Person Organisation Fit in the relationship between SS and Career Commitment. Specifically, the joint effect of mediating of career commitment and moderating role of Person Organisation Fit was examined. Data were collected from 264 respondents through questionnaire from Banking and Telecom sector (Rawalpindi and Islamabad) of Pakistan. The results show that SS has positive effect on employee retention and career commitment. The study further reveals that career commitment mediates the relationship between SS and Employee Retention and Person Organisation Fit moderates the relationship between SS and Career Commitment. The current study suggests that supervisors of banking and telecom sectors should support their subordinates to achieve their organisational goals effectively and efficiently. Person organisation fit is necessary for subordinates in organisations to complete their work and compete with their competitors. Keywords: Supervisory support, career commitment, person-organisation fit, employee retention, supervisory;

The Effect Of Person Organization Fit On Employee Performance With Organizational Commitment Mediation Variables

The role of employees in fulfilling the company's strategy is shown through performance. How well the performance shown by employees is adjusted to the standards set by the company and can be determined by the management of the performance itself. It is essential for companies to carry out a performance management process and then conduct an employee performance appraisal within a certain period of time. So that in the end, the performance of an organization depends on the performance of its employees. This study aimed to determine the effect of personal organization fit on employee performance and the indirect effect through organizational commitment. This study uses quantitative methods by distributing questionnaires in data collection. The sample of this study was taken from the results of questionnaires to employees of as many as 105 people. The analytical tool used is path analysis (path analysis). The results of this study support the four hypotheses proposed: first, person organization fit has a positive and significant effect on employee performance. Second, personal organization fit positively and significantly affects organizational commitment. Third, organizational commitment has a positive and significant effect on employee performance, and fourth organizational commitment mediates the effect of the personal organization fit on employee performance. So, paying attention to personal organization fit and organizational commitment to improving employee performance is necessary