Organization Fit Research Articles

Peran Mediasi Job Satisfaction Terhadap Turnover Intention : Pengaruh Person Organization Fit, Komitmen Organisasi, dan Work Engagement

This study aims to determine and analyze the influence of Person Organization Fit, Organizational Commitment, and Work Engagement on Turnover Intention. In addition, it is also to find out and analyze whether Job Satisfaction can mediate its free variables. While the number of samples used as many as 105 respondents. The sampling technique used was the accidental sampling technique. The test equipment used to test the research instrument is in the form of validity test, reliability test. The data analysis technique uses the Goodnees of fit, normality, outlier and mahalanobis distance methods. Hypothesis testing was carried out using direct effects and indirect effects. The results showed that the variable person organization fit had a significant effect on turnover intention of employees of PT. Daiwabo Garment Indonesia. The organizational commitment variable has a significant effect on turnover intention in employees of PT. Daiwabo Garment Indonesia. Work engagement variable has no significant effect on turnover intention of employees of PT. Daiwabo Garment Indonesia. Job satisfaction variable has a significant effect on turnover intention of employees of PT. Daiwabo Garment Indonesia. Person organization fit variable has a significant effect on turnover intention mediated by job satisfaction on employees of PT. Daiwabo Garment Indonesia. The organizational commitment variable has a significant effect on turnover intention mediated by job satisfaction on employees of PT. Daiwabo Garment Indonesia. The work engagement variable has a significant effect on turnover intention mediated by job satisfaction on employees of PT. Daiwabo Garment Indonesia.

How to measure cultural fit in organizations. The CFAM Method

Organizational culture is definitely a transcendental element in terms of the development and smooth running of organizations. However, there are still very few companies that are actively managing it. This is largely due to the inherent difficulty in quantifying such an abstract and ethereal subject as culture and values. Our objective is to present the CFAM method (Cultural Fit Assessment Method), a procedure for measuring organizational and individual culture based on values, as well as the degree of fit between them. This method makes it possible to identify dominant cultural traits in organizations and individuals and then to assess by means of a series of KPIs whether the two fit together in an agile, fast and cost-effective way.

Who should work in Antarctica? An exploration of the individual, social and cultural aspects of expeditioner recruitment

AbstractDrawing on qualitative interview data, this article explores past and current Australian Antarctic Program expeditioners' perceptions of the personal qualities of expeditioners alongside their views of Antarctic station culture and expeditioner recruitment procedures. The findings reveal study participants shared similar views about expeditioner personal qualities. However, the findings also suggest that the current demographic similarity of expeditioners (e.g. the overrepresentation of white men) is perhaps much more important for assessing organizational fit than the Program might be selecting for. Participants described the ways in which interpersonal interactions and the social environment can deeply affect an expeditioner's experience of the station culture. Women in this study pointed to the connection between the overrepresentation of men in the expeditioner population and a potential male bias in station culture. These results extend the existing literature on person-culture fit in Antarctica. To conclude, I provide recommendations for diversifying the expeditioner applicant pool in Antarctica that can also be applied to the selection of other workforces in isolated, confined and extreme work environments, including space missions.

The relationship between procedural justice and person–organisation fit: The mediating role of organisational trust

Background: The effects of person–organisation (P–O) fit on key work outcomes has been the subject of a plethora of research in the last few decades. However, scant attention has been given to exploring the antecedents of P–O fit in the workplace. This study addressed this gap in the literature.Aim: The aims of the study were to determine if there was a relationship between procedural justice and P–O fit, and whether organisational trust could be considered a potential mediating variable in this relationship.Setting: The research was conducted among permanent employees representing a range of businesses in KwaZulu-Natal.Methods: In order to address the study objectives, a quantitative survey and cross-sectional design were used. Data were collected from a convenience sample of 118 permanent employees who were registered for degrees in commerce and business administration and attended part-time classes at a university in the province of KwaZulu-Natal.Results: The results of the statistical analysis revealed a significant and positive association between procedural justice and employees’ perceived P–O fit. Organisational trust was found to partially mediate this relationship.Conclusion: The results make a significant contribution to P–O fit theory and the management of P–O fit in the workplace.

Evaluasi Penerapan Sistem Informasi Manajemen Rumah Sakit (SIMRS) Menggunakan Model Human Organization and Technology Fit (Studi Kasus : Rumah Sakit Arsani – Sungailiat Kabupaten Bangka)

RS Arsani sudah menerapkan SIMRS sejak tahun 2010 untuk mendukung operasional guna meningkatkan pelayanan serta meningkatkan efektivitas dan efisiensi kerja. Namun dalam penerapannya terdapat kendala seperti rendahnya penggunaan SIMRS, minimnya pengetahuan pegawai dalam menggunakan SIMRS, tampilan SIMRS sulit dipahami, SIMRS belum terintegrasi (sistem BPJS, absensi dan penggajian pegawai) serta terdapat penumpukan antrian dalam proses administrasi. Sehingga dilakukan evaluasi penerapan SIMRS secara kuantitatif menggunakan model HOT-Fit (Human Organizational and Technology Fit) yang berfokus pada tiga dimensi yaitu human (pengembangan sistem, kepuasan pengguna, penggunaan sistem), organization (struktur organisasi, lingkungan organisasi), dan technology (kualitas sistem, kualitas informasi, kualitas layanan). Penelitian ini bertujuan untuk mengetahui faktor yang mempengaruhi tingkat kesuksesan penerapan SIMRS di RS Arsani menggunakan kuesioner dimana total responden yang diperoleh sebanyak 99 responden dengan analisis data PLS- SEM menggunakan software SmartPLS v3.3. Hasil penelitian menunjukkan dari 18 hipotesis yang dikembangkan terdapat 11 hipotesis diterima sedangkan 7 hipotesis lainnya ditolak. Sehingga output dari penelitian ini diberikan beberapa rekomendasi yang mana dimaksudkan dapat meningkatkan tingkat kesuksesan penerapan SIMRS di RS Arsani.

Organizational Practices of Income-Generating Projects: Basis for IGP Model Development

This research attempted to develop a proposed model for income-generating projects (IGPs) through their organizational practices to ensure their performance as expected. The study determined the level of performance of the IGPs operated; the status of organizational practices in terms of unit/organization structure, internal control, financial management, strategic planning, human resource management, and the marketing mix; the differences between means when grouped according to IGPs categories; and the predictor variables of IGP performance. The descriptive and causal design was assisted by the validated and reliability-tested researcher-made survey questionnaire. Data gathered from the 320 respondents participated by the IGP employees of the 13 State Universities and Colleges in Central Luzon were statistically interpreted using descriptive analysis, one-way analysis of variance, and multinomial logistic regression. The results show that in terms of individual IGPs, the non-agri-based projects are performing well compared with agri-based projects; however, both of them are not performing excellently. The IGPs were not practicing the organizational practices in their operation at all times but occasionally. The test of difference of the organizational practices between IGPs operated shows that formalization, risk assessment, information & communication system, financial reporting & analysis, vision and mission, business plan/planning, motivation, price, and promotion are statistically significant in operating agri-based IGPs; while all of the organizational practices are statistically significant in operating non-agri-based IGPs. Multinomial logistic regression indicated that there was a combination of organizational practices fit in operating agri-based and non-agri-based IGPs to achieve a low, average, and high performance.

Implementing the pharmacy technician role in existing pharmacy settings: Stakeholders views of barriers and facilitators.

The field of pharmacy will benefit from pharmacy technicians, a higher educated mid-level support workforce. They support pharmacists in providing pharmaceutical patient care through delegated roles and responsibilities. Empirical research on pharmacy technicians within pharmacy practice community and hospital pharmacy practices tends to focus on the practical outcomes of this workforce addition. It mostly addresses the 'WHAT' of service delivered by pharmacy technicians. Literature on the 'HOW' of their role development in practice is scarce. Furthermore, it seems difficult for most pharmacy technicians to effectively fulfil this professional role. This qualitative study explored factors influencing role development of pharmacy technicians in community and hospital pharmacies. On site, individual and small-group interviews were conducted with pharmacy technicians (n=10), and two colleagues: pharmacists (n=7) and pharmacy assistants (n=6). Interviews were based on a semi-structured interview guide. Participants were asked to describe specific incidents and organisational, relational and pharmaceutical care perspectives, illustrative of the process of developing and implementing the pharmacy technician role. Template analysis was used to develop a list of codes representing themes identified in the data. Five interrelated themes influenced development and implementation of the pharmacy technician role. Two of them were at a more contextual level: (a) experiencing a lack of vision on added value of the new role within the field of pharmacy and (b) learning climate. The other three were related to personal interactions between staff members: (c) role expectations and organisational fit, (d) personal traits of pharmacy technicians and (e) support of pharmacy technicians through task delegation and role enhancement. The data showed that development and implementation of pharmacy technician roles is a complicated process. A detailed plan for addressing and remediating the five identified themes is important to promote role development of pharmacy technicians.

Effects of Spiritual Intelligence on Person- Organization Fit, Organizational Commitment, and Customer-Oriented Organizational Citizenship Behavior of Real Estate Agents

Effects of Spiritual Intelligence on Person- Organization Fit, Organizational Commitment, and Customer-Oriented Organizational Citizenship Behavior of Real Estate Agents

Person–organisation fit, job satisfaction and intention to leave in the South African social development sector

Background: The South African public service sector continues to lose employees due to more favourable working conditions offered by organisations in the private sector. Understanding intention to leave (ITL) can help public service mangers and leaders retain their highly skilled and high performing staff.Aim: The aim of the study was to determine the direct and indirect relationships between person–organisation fit (POF), job satisfaction (JS) and ITL in the South African social development sector (SDS).Setting: The sample used in this study was drawn from the SDS in South Africa (n = 100).Methods: Cross-sectional survey data were analysed using the Statistical Package for the Social Sciences 27. Hayes PROCESS macro was used to test the mediating effect of JS in the relationship between POF and ITL.Results: Results indicated that POF shared a negative relationship with ITL, independent of the indirect relationship via JS, suggesting a partial mediation effect. The size of the indirect effect of POF on ITL, through JS, was larger than the direct effect of POF on ITL.Conclusion: The study provides support for understanding the relationships between ITL, POF and JS. The findings of this study have managerial implications as it provides insights on how to retain employees and decrease turnover intention in the South African SDS.

Growth Culture and Public Hospital Performance: The Mediating Effect of Job Satisfaction and Person-Organization Fit.

This study investigates and interprets the role of growth organizational culture (GOC), person–organization fit (POF) and job satisfaction (JS) in predicting hospital performance (HP). This research adopted a quantitative methodology using data collected from 513 respondents in three cities across China. Smart-PLS 3 was used to evaluate the measurement model and structural model. Growth organizational culture has a significant positive impact on hospital performance (β = 0.191, p < 0.001). Person–organization fit (54.74%) and job satisfaction (29.26%) have partial mediating effects between growth culture and hospital performance. The research revealed that the GOC, POF, and JS play a substantial role in promoting HP. All the direct relationships were positive and significant. The findings suggest that establishing a growth culture environment for physicians is an effective strategy to improve physicians’ job satisfaction and person–organization fit. This strategy provides a new path to improve the hospitals performance through promoting organizational culture. Future studies should test the findings in an interventional design.

Mediating Effects of Self-Efficacy, Resilience and Job Satisfaction on the Relationship between Person–Organisation Fit and Employee Work Adjustment

The purposes of this study were to test the direct and indirect effects of person–organisation fit (POF) and examine how self-efficacy (SE), resilience (RES) and job satisfaction (JS) acted as full or partial mediations between POF and employee work adjustment (EWA). A survey was conducted on 317 new graduates from the Rajamangala University of Technology Thanyaburi, with analysis of direct effects, indirect effects and mediators performed using the Hayes Process Macro Model 81. Results showed that POF had a direct effect on EWA with statistical significance and an indirect effect through self-efficacy, RES and JS, while SE, RES and JS acted as partial mediators between EWA with statistical significance. The mediating effects of SE, RES and JS were helpful in explaining the theory of POF on the work adjustment of new graduates. Results contribute to the development and expansion of POF in various industrial contexts. Human resource department managers can apply the study results as guidelines for selecting suitable employees as well as enhancing SE, RES and JS, leading to fast EWA. This study contributes to POF literature by clarifying the mediating effects of SE, RES and JS and clearly explaining the relationship between POF and EWA.

Person-Job and Organization Fit in a Mismatched Work Environment and its Impact on Employee Satisfaction and Performance

This paper discusses person-job fit (PJF) and person-organization fit (POF) in a mismatched work environment and examines their relationship with employee satisfaction and performance. The data was obtained from the distribution of electronic questionnaires to 452 employees working in Indonesia. Data analysis used structural equation modelling (SEM), and the results showed that PJF was positively correlated with POF. Both were positively related to job satisfaction, and were consistent across all aspects of the test. Similarly, the relationship between POF and performance, but the relationship between PJF and performance is inconsistent. In general, PJF is positively related to performance, but in work environment mismatch the relationship is negative, and it varies widely from a demographic perspective. In addition, job satisfaction is positively related to performance, but it does not mediate the relationship between POF and performance. In general, the mediating effect of satisfaction on the relationship between PJF and performance was not proven, but it was proven in the work environment mismatch. From a demographic perspective, the mediating effect is only evident in certain types of demographics.

Person-Job and Organization Fit in a Mismatched Work Environment and its Impact on Employee Satisfaction and Performance

Person-Job and Organization Fit in a Mismatched Work Environment and its Impact on Employee Satisfaction and Performance

The impact of responsible leadership on knowledge sharing behavior through the mediating role of person–organization fit and moderating role of higher educational institute culture

The aim of this study is to investigate the effect of responsible leadership on knowledge sharing behavior. Furthermore, we investigated the mediating role of person-organization fit in the relationship between responsible leadership and knowledge sharing behavior. Moreover, higher educational institute culture moderates the relationship between responsible leadership and person-organization fit. The data collected from 295 respondents (teachers, head of department and management staff) from universities located in different cities of China. The data were gathered at one time, and therefore, the study is cross-sectional. Because of COVID-19, there have been a few universities closed; therefore, data were also collected online. The data were analyzed quantitatively using the partial least squares (PLS)–structural equation modelling (SEM) technique. The result indicated that responsible leadership is positively and significantly influential on knowledge sharing behavior directly, and also indirectly through mediator person-organization fit. Also, the higher educational institute culture positively and significantly moderates the relationship between responsible leadership and person-organization fit.

Person-environment fit, organizational commitment and retirement intentions: a serial mediation model

PurposeThe aim of this study is to investigate the effect of person–environment (P–E) fit, specifically person–organization (P–O) fit, on retirement intentions through a serial mediation mechanism mobilizing person–job (P–J) fit and affective organizational commitment as mediators.Design/methodology/approachThe relationships were examined using the Hayes (2013) serial mediation model. A time-lag approach was adopted, with data collected from managers aged 50 and over working in the French banking sector (N = 204).FindingsThe empirical results show that the P–O fit is both directly and indirectly related to retirement intentions through P–J fit and affective organizational commitment. Nevertheless, the study’s findings show the explanatory power of the authors’ antecedents to predict the two types of retirement considered in this study.Originality/valueBy considering retirement in its plurality this study extends prior research models by examining the mechanisms through which P–O fit influences different retirement intentions.

Pengaruh Person Job Fit, Person Organization Fit Terhadap Komitmen Organisasi dengan Job Satisfaction sebagai Variabel Intervening

This study aims to analyze the level of commitment of non-civil servant employees at the Kebumen Samsat Office. This study uses the variables Person Job Fit and Person Organization Fit to analyze the effect of Non-PNS Employee Organizational Commitment. In addition, this study uses the Job Satisfaction variable as an intervening variable to analyze the effect of Person Job Fit, Person Organization Fit on Organizational Commitment of Non-PNS employees at the Kebumen Samsat Office. The population in this study were non-civil servants at the Kebumen Samsat Office, amounting to 39 people. The sampling technique used is a saturated sample so that the entire population is used as a sample. Data collection techniques using a questionnaire. Data analysis used is validity test, reliable test, classic assumption test, hypothesis test, correlation analysis, Sobel test and path analysis. Data processing tools using SPPS 25.0 for windows. The results of this study indicate that Person Job Fit has a positive and significant effect on Job Satisfaction. Person Organization Fit does not directly affect Job Satisfaction. Person Job Fit has a positive and significant effect on Organizational Commitment. Person Organization Fit has a positive and significant effect on Organizational Commitment. Job Satisfaction has a positive and significant effect on Organizational Commitment. Job Satisfaction can mediate the influence of Person Job Fit on organizational commitment. Job Satisfaction can mediate the influence of Person Organization Fit on Organizational Commitment.

The Impact of Organizational Trust, Readiness for Change, and Individual Tenure on Organizational Identification: Empirical Research on School Teachers in Turkey

Organizational identification basically shows individual organization fit. Tenure, organizational trust and readiness for change levels of individuals are among the main factors affecting the relationship between individual and organization harmony. The aim of this research is to determine the effect of tenure, organizational trust, and readiness for change levels of teachers working in primary schools on organizational identification. Hierarchical regression analysis has been applied. Three models and three hypotheses have been developed. The sample area of the study consists of primary school teachers working in Istanbul. The sample area has been determined by simple random method. 473 questionnaires have been collected. According to the analysis findings, all hypotheses have been accepted. In the first model, teachers' tenures have a low-level significant effect on organizational identification. In the second model, teachers' tenures and readiness for changes have a moderately significant effect on organizational identification. In the third model, teachers' tenures, readiness for changes and organizational trust have a highly significant effect on organizational identification. As a result of the research, implications for school administrators and school institutions have been presented.

Work-related use of information and communication technologies and error admission: The roles of emotional exhaustion and person–organization fit

We examined the effects of work-related use of information and communication technologies after hours (W_ICTs) by applying the job demands–resources model and person–environment fit theory. Our focus was on the mechanism of the impact of W_ICTs on employees' nonwork time error admission, the mediating effect of emotional exhaustion, and the moderating effect of person–organization fit. We used experience sampling to make repeated measurements at different time points to obtain the dynamic variation of the variables. There were 55 participants who completed online questionnaires for 10 consecutive workdays, resulting in 1,035 valid questionnaires for analysis. We found that employees' daily W_ICTs had significant negative effects on their error admission, and significant positive effects on their emotional exhaustion. Further, emotional exhaustion mediated the relationship between W_ICTs and error admission, and person–organization fit negatively moderated the relationship between emotional exhaustion and error admission.

Employability, organizational commitment and person-organization fit among nurses in China: A correctional cross-sectional research.

This study aimed to explore the effect of training on organizational commitment, the mediating effect of employability and the moderating role of person-organization fit. A correctional cross-sectional research design was adopted for this study. A questionnaire-based survey of 859 nurses in a public hospital in Western China was conducted to identify their perceptions of training, employability, organizational commitment and person-organization fit. Hierarchical linear regression and conditional process analysis on moderated mediation were performed. Training had a positive effect on organizational commitment (p < .01). Internal and external employability mediated the relationship between training and organizational commitment (p < .01). Person-organization fit enhanced the indirect effect of training on organizational commitment through external employability (p < .05).

The Consequences of Competition in Organizations

Competition is prevalent in organizations. For example, people often compete against their colleagues for status and recognition in the workplace or for opportunities for advancement. Workers also compete against others to get hired into organizations in the first place. It is thus both practically and theoretically important to understand the interpersonal consequences of competition–broadly construed–in organizations. We present five empirical papers that examine understudied or poorly understood areas of research related to organizational competition and provide novel insights into the consequences of competition on important organizational outcomes such as hiring, group decision making, organizational fit perceptions, and negotiation outcomes. The first paper draws on theories from the realm of the psychological consequences of competition and optimal distinctiveness to shed light on instances when workers are more likely to join groups in which their salient identities will be underrepresented. The second paper significantly extends rivalry theory by integrating it with other theories of motivation and performance and uncovers two key moderators of the effects of rivalry on performance. The third paper examines how feelings of (in)authenticity shape the experiences and behaviors of individuals following a status gain. The fourth paper draws on theories of regulatory focus and attribution to examine the impact that being an alternate choice has on newcomer socialization behaviors and outcomes, such as feedback seeking and performance. The fifth paper expands upon the conflict expression theoretical framework, evidencing why status claims may backfire and how challengers can manage the defender’s perceptions of the status negotiation. Together, we hope the papers in this symposium provide important insights into the consequences of competition in organizations and provide actionable insights for managers, while also spurring future research by academics. Organizational Competition: A Catalyst for Workplace Diversity and Desires for Uniqueness Presenter: Samantha Nicole Smith; Harvard Business School Presenter: Edward Chang; Harvard Business School Presenter: Erika Kirgios; The Wharton School, U. of Pennsylvania Presenter: Katherine Milkman; U. of Pennsylvania The Role of Identity Authenticity in Shaping Group-Oriented Behaviors Following Status Gains Presenter: Sarah Doyle; U. of Arizona Presenter: Sijun Kim; Texas A&M U., Mays Business School Presenter: Hee Young Kim; Rider U. How Individual Skill and Risk of Status Loss Moderate the Effects of Rivalry on Performance Presenter: Tom Grad; Copenhagen Business School Presenter: Christoph Riedl; Northeastern U. Presenter: Gavin J. Kilduff; New York U. Alternate Choice Aftermath: Implications for Newcomer Socialization Presenter: Samir Nurmohamed; The Wharton School, U. of Pennsylvania Presenter: Zoe Schwingel-Sauer; Ross School of Business, U. of Michigan Respect Affirmation: A Strategy for Claiming Status in Status Negotiation Presenter: Jieun Pai; U. of Virginia Presenter: Corinne Bendersky; U. of California, Los Angeles