Organization Fit Research Articles

‘The Devil I Know’: Explaining Police Officer Intention to Transfer to Another Department

Abstract Police workforce management has persisted as a major organizational concern. Numerous compelling historical and organizational factors have contributed to smaller numbers of qualified or even interested applicants for police agencies to choose from, and disrupted police career longevity and even police services overall. To address their staffing needs, a growing number of organizations have increasingly shifted their focus to recruiting existing sworn and experienced officers from other departments. While there is increasing concern about officers transferring across organizations, little research has examined officer intentions to move laterally within the police profession, why officers choose to stay or leave, and the implications for staffing. Using theories of cross-organizational turnover from career psychology and a robust sample of more than 600 officers from 8 police agencies, this paper explores the impact of compensation, organizational values, perceptions of supervisors, and career advancement opportunities on officers’ intentions to pursue lateral transfers. Results indicated that compensation had limited influence on intentions to leave and that organizational characteristics exhibited much stronger relationships. Suggestions for keeping officers and assisting recruits in finding their potential organizational fit, impressions of the trajectory of this trend, and implications for theory and practice are offered.

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.

Strategic Fit in a Dynamic Airline Industry: Case Studies of ASEAN-Region Airlines

The objective of this research is to examine the strategic responses of air carriers in the region of Association of Southeast Asian Nations (ASEAN) when associating with a unique market among ten member countries since 2015. Followed the guidance of the Environment-Strategy-Organization (ESO) framework developed by Milliot (2013), this empirical study indicates that the process for strategic fit in the ASEAN airline industry must involve five types of strategies including a Business Growth Strategy, an Internal Improvement Strategy, a Cost Management Strategy, a Stakeholder Management Strategy, and a Technology Innovation Strategy. These strategies are implemented and combined to achieve a strategic fit and an organizational fit to head the airline toward a better competitiveness.

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

Person-Organization Fit and Employee Performance: Mediation Role Job Satisfaction and Organizational Commitment

Purpose – This study aimed to investigate and assess the effect of person-organization fit (POF) on employee performance (EP), with job satisfaction (JS) and organizational commitment (OC) acting as mediators. Methodology – Questionnaires were used in this quantitative study, to obtain information from 61 employees, with subsequent analysis implementing the Structural Equation Model SmartPLS 4.0. Results – The results showed that EP was significantly influenced by POF, JS, and OC. This indicated that POF relevantly influenced employee JS. POF and JS also significantly influenced OC. Moreover, the compatibility between employees and organization significantly influenced EP through JS and OC. POF also substantially influenced OC, mediated by JS. Based on the mediation by OC, JS then significantly influenced EP. Originality – This study investigated the employee issues that significantly and widely impacted organizational performance. It also provided a deeper comprehension of the personal relationships between organization fit, employee engagement, and JS.

The Effect of Person Job Fit and Person Organization Fit on Turnover Intention with Employee Engagement as an Intervening Variable (Empirical Study on Employess of the Sales Promoter Division of Realme Big Jember)

This research aims to determine the influence of person-job fit and person-organization fit on turnover intention with employee engagement as an intervening variable. This research is quantitative research with an explanatory type of research. The sample used was 114 respondents who were employees of the sales promoter division of Realme Big Jember using a simple random sampling technique. The data collection method used a questionnaire and then analyzed using the SEM-PLS method via SmartPLS 3. The results of the study stated that 1) Person job fit did not affect turnover intention, 2) Person job fit affected employee engagement, 3) Person organization fit affected turnover intention, 4) Person organization fit influences employee engagement, and 5) Employee engagement does not influence turnover intention. Another conclusion regarding the indirect influence of employee engagement is that it is unable to mediate the influence of person-job fit and person-organization fit on turnover intention.

Person-Organization Fit dan Organizational Citizenship Behavior Karyawan Bagian Produksi PT. X

Employees are a company's assets, and as employees they should always develop the resources they have. OCB is an important behavior that every employee must have in an effort to create the best work performance for a company. This research aims to see whether there is a relationship between person organization fit and organization citizenship behavior (OCB) in production employees at PT. The independent variable in this research is person organization fit and the dependent variable is organization citizenship behavior (OCB). The measuring instruments used in this research are the organization citizenship behavior (OCB) scale and person organization fit. The sampling technique in this research used a simple random sampling technique. The sample in this study was 84 production employees at PT. X. validity and reliability test in this study using the alpha cronbach technique where the results of the validity coefficient of the organization fitting coefficient moved from Rix= 0,357 to RIX= 0,726 with a reliability coefficient of α= 0,922 while on the scale of the organization citizenship from rix=0,331 to rix=0,753 with a reliability coefficient of α=0,943. Based on data analysis, a correlation value of 0,758 was obtained with a significance level of 0,000, which means the hypothesis was accepted. This shows that there is a positive and significant relationship between person. This shows that there is a positive and significant relationship between person organization fit and organization citizenship behavior (OCB) of production employees at PT. X. The contribution of the person organization fit variable to organization citizenship behavior (OCB) is 57%.

Examining the roots of turnover intentions in the Royal Norwegian Navy, the role of embeddedness, work-life conflict and predictability

Abstract Retaining qualified personnel is a priority for armed forces, and turnover presents a serious problem. This study uses job embeddedness theory to investigate embeddedness factors, predictability and work–life conflict as predictors of turnover intentions in commissioned officers (COs) and non-commissioned officers (NCOs) in the Royal Norwegian Navy. The study posits that career prospects, community fit, organisational fit and organisational links embed personnel and are associated with a reduction in turnover intentions. In addition, the study proposes a mechanism whereby personnel who experience a predictable work schedule have better work–life balance and subsequently lower turnover intentions. Predictability in turn is hypothesised to be associated with the possibility of flexible hours. Using structural equation modelling, we find that embeddedness factors predicted turnover intentions for both personnel categories, but career prospects were the only significant embeddedness factor for NCOs. Predictability was associated with a reduction in turnover intentions via work–life conflict for both groups. In addition, flexible hours showed an effect on work–life conflict for both groups, but through different mechanisms. Overall, the results point to differential actions to reduce turnover between COs and NCOs in the armed forces and conclude with a priority list for actions to reduce turnover in each personnel group.

Insights from defining nurses' career success: An integrative review.

To review the literature and identify factors that make sense of and influence nurses' career success. We sought to provide insights into achieving nurses' career success. An integrative review conducted in May 2022 using Whittemore and Knafl's methodology of integrative review. The databases searched were PubMed, Web of Science, Scopus, and CINAHL. Search criteria included the keywords "nurs*" and "career success" in the title and abstract. The quality of the reviewed papers was assessed using the JBI Critical Appraisal Tool for cross-sectional studies and qualitative research. We extracted five types of information from quantitative studies: the definition of career success, factors of career success instruments, reliability or validity of career success instruments, and factors influencing nursing career success. Furthermore, we extracted two types of information from qualitative studies: themes that imply career success and factors that influence nurses' career success. Primary data were categorized into two perspectives: (1) what nurses' career success means and (2) what influences nurses' career success. Categorized data were unified into similar contents. Themes were developed from unified subgroups. Fourteen studies were included in the analysis. Seven themes were integrated into the factors that make sense of nurses' career success: satisfaction, positive attitude towards work, quality work in nursing, continuation of career and professional development, positive interaction at work, person-organization fit, and enrichment of an individual's life. Three themes were integrated into the factors influencing nursing career success: personal resources, positive behavior toward nursing work and research, and job resources and environment. Patients or members of the public were not involved in this review.

Exploring the impact of regional characteristics on social incubators’ mission, structure and activity: a contingency perspective

ABSTRACT Studies of social incubators illustrate the importance of these organizations in promoting social innovations and entrepreneurship at regional level. However, little is known about the main categories of contingency factors that influence the organizational design and fit of social incubators. We apply a comparative case study methodology to analyse the mission, structure and activity of four pioneer social incubators, located in Germany, the United Kingdom, France and Romania. Our findings reveal four categories of regional contingency factors – social needs, institutional framework, entrepreneurial ecosystem and socio-economic characteristics – that influence the design of the incubators’ mission, structure and activity and determine the achievement of organizational fit. By employing a contingency lens, we propose a dynamic model that explains the interdependence between the social incubators’ profiles and specific regional contingencies.

Combating quiet quitting: implications for future research and practices for talent management

PurposeThis paper aims to offer viewpoints on the emergence of Quiet Quitting. Particularly, this paper reviews the reasons behind the phenomenon and analyzes its potential influences on the hospitality workforce. This study also proposes theory-driven solutions addressing this issue.Design/methodology/approachThis paper is based on the relevant literature, industry reports and a critical reflection of the authors’ experiences, research and insights.FindingsThis paper reveals that Quiet Quitting can be a major obstacle for the hospitality business to reach service excellence. This paper also finds that Quiet Quitting is driven by several antecedents and correlates and affects employees, customers and various businesses in the hospitality and tourism industries.Practical implicationsThis paper proposes several suggestions to properly address this issue, including enhancing the person–organization fit, work flexibility and employee well-being.Originality/valueQuiet Quitting emerged as a new trend among the young workforce shortly after the pandemic. Despite the popularity of such odd terminology, academic discussions surrounding this issue have been limited. As one of the early attempts, this paper offers a critical analysis of the phenomenon and actional insights to respond to this ongoing challenge.

Recall and Recognition of Fraternal Values and Person–Organization Fit for Members of Men’s College Social Fraternities

The purpose of the present quantitative study was to examine the recall and recognition of espoused values of undergraduate fraternity members and measures of person–organization fit. The results of this study will help researchers and fraternity professionals best understand the extent to which values are being retained in a cognitive way (espoused) and the relationship to values congruence between members and their fraternity. Benefits to members can result from any programming related values-based initiatives that can be developed as a result of study findings as well as improved assessment of values congruence in fraternal organizations.

When relational transparency backfires: examining the various impacts of authentic leadership on employee trust during the COVID-19 pandemic

PurposeThis study examines how the different attributes of authentic leadership influence trust and employee organization fit and how such influences differ by gender and the level of positions during the COVID-19 pandemic.Design/methodology/approachThe study employed a survey to examine US employees' perceptions toward different attributes of authentic leadership during the COVID-19 pandemic.FindingsThe study showed that self-awareness, balanced processing and internalized moral perspective positively relate to trust in the employer, mediated through employee–organization fit. However, relational transparency has a backfiring effect, negatively related to trust through the mediation of employee–organization fit. Additionally, this study highlights the differences in gender and level of positions in reactions to authentic leadership.Originality/valueThis study contributes to the understanding of internal public relations in a turbulent crisis time by proposing a mediated model that explains the effects of authentic leadership on employees' trust through their fit with the organization. Additionally, it identified that gender and position level are important factors moderating such effects.

The Role of Organizational Compatibility in Mediating and Moderating Knowledge-Oriented Leadership on Employee Performance

Purpose: This study aims to identify and analyze the role of organizational fit in mediating and moderating knowledge-oriented leadership on employee performance. Theoretical framework: Research on the factors that influence employee performance has been carried out a lot. Organizations need to seek the application of knowledge-oriented leadership and organizational compatibility as important factors affecting employee performance. This leadership encourages innovation, creativity, and continuous learning, so that it can improve employee performance in the long term, (Ismail Al‐Alawi, Yousif Al‐Marzooqi and Fraidoon Mohammed, 2007; Hermastho, 2021). Furthermore, organizations that have a high level of compatibility tend to have employees who are more satisfied and motivated in doing their jobs, (Kristof, 1996; Hidayat, Tjahjono and Fauziyah, 2017). Design/methodology/approach: The object of this research is the Padang City Regional Secretariat Office with a total of 222 respondents. The research data is primary data collected through questionnaires relating to all research variables. The research model is Structural Equation Modeling (SEM) by processing data using smart pls 3. Findings: The results of the hypothesis conclude, knowledge-oriented leadership has a strong and significant effect on organizational suitability and employee performance at the Padang City Regional Secretariat. The mediating effect of organizational fit is a factor that strengthens employee performance. However, organizational compability does not moderate the influence of Knowledge Oriented Leadership on employee performance. Research, Practical & Social implications: Research findings can be useful for organizations to maximize knowledge-oriented leadership and organizational compatibility to improve employee performance, both directly and indirectly. Originality/value: Organizational Compatibility is an important factor in strengthening or mediating knowledge-oriented leadership to improve employee performance. However, Organizational Compatibility does not moderate knowledge-oriented leadership to improve performance. This is due to the suitability of the characteristics between the organization and employees is not fulfilled either in quantity or quality.

CSR employer branding, organisational identification, person–organisation fit and employee retention: a dual mediation model

PurposeCorporate social responsibility (CSR) is gaining recognition and value among researchers, academicians and business professionals. Drawing on theories of social identity and person–organisation fit, the present research propounds a model that investigates the role of CSR branding in influencing employee retention.Design/methodology/approachThe paper is based on primary survey data from 348 employees working in organisations in the Indian industrial hubs. The study uses the regression and PROCESS macro model to analyse relationship among study variables.FindingsThe study indicated how CSR initiatives could help organisations handle the threat of high turnover storm all over the world, thereby retaining the employees with a high set of skills. Moreover, the paper connotes that employee retention is influenced directly by CSR branding as well as indirectly under the presence of organisational identification and person–organisation fit (mediators).Practical implicationsResults suggest the role of a positive identity and a mutual fit as significant predictors of employee retention. The implications for future research on CSR, employees' stay intentions, employees' identification and value congruence are further discussed in light of the findings.Originality/valueThe novelty of this research insists on shedding light on the indirect mechanisms linking CSR to employee retention that has been overlooked so far, particularly in the Indian setting; studies on an integrated model of organisational identification and person–organisation fit are limited.

Intergenerational mobility through inhabited meritocracy: Evidence from civil service examinations of the early- and mid-Ming dynasty.

The civil service examination system emerged to strengthen the emperor's power by recruiting political elites through open examinations. Did it, during the early- and mid-Ming dynasty, facilitate intergenerational mobility? Rather than oversimplifying it as a single-stage system of meritocracy, we propose a two-stage evaluation framework. In the first stage, the Metropolitan Exam featured merit-based evaluations and generated credentials necessary for becoming political elites. The subsequent non-eliminating Palace Exam then functioned to assess the students' organizational fit in line with an emperor's political calculations. In particular, those whose families served in the bureaucracy were favored, while those from affluent families were discriminated against. We test this two-stage framework using the records of 12,427 students who passed 46 exams between 1400 and 1580, a period characterizing the heyday of this system. Our empirical findings from the mixed-effect regression models confirm this argument and suggest promising directions for future research.

The Impact of ERP Systems on Organizational Performance

Research on the link between investments in ERP systems and organizational performance has often led to mixed results. Besides internal organizational factors, many external contextual factors come into play. This study examined the role of firm size, industry, and duration of ERP system's use in influencing the performance impact of ERP systems through moderating the relationships between antecedent variables, ERP-induced benefits, and improvement in overall organizational performance. Using a sample of 200 participant firms, and structural equation modeling (SEM) analysis, the author confirmed the significant role of business process re-engineering and organizational fit and alignment as antecedents to ERP-induced benefits in information quality, and coordination/integration. Data and information quality was in turn confirmed as a significant predictor of organizational performance. Furthermore, the roles of industry, firm size, and time elapsed were also confirmed as significant moderators to the influence of the antecedent variables on ERP benefits and organizational performance.

The Future of Accounting Talent: Career Values, Choices and Satisfaction Among Early Career Accountants

AbstractAmid a global war for accounting talent, this paper extends our understanding of early career accountants’ (ECAs) career values and the alignment between their career expectations and experiences when entering the profession. Drawing on survey data from 305 ECAs and 165 managers/recruiters of ECAs in Australia, the paper uses social cognitive career theory and person–organisation fit theory to explore the dynamic interplay between individual and contextual factors and career values, career choices and subsequent career satisfaction. The findings emphasise the importance of both intrinsic, and to a lesser extent extrinsic, career values for ECAs, with variations by gender and organisation setting. ECAs and managers identified different perceptions of attractors to diverse organisational settings. While ECAs were generally satisfied with their careers, satisfaction varied by organisation type. Intrinsic career values were positively associated with ECAs’ career satisfaction, along with age and closer alignment between career expectations and experiences. Our analyses suggest implications for the recruitment and retention of new accounting talent and calls to engage with individual and contextual influences on career values, experiences and satisfaction. Specifically, the paper highlights how different organisations can tailor their strategies to better attract and retain early career accountants to support more sustainable careers.

How Nurses' Person-Organization Fit Influences Organizational Loyalty.

High turnover rates among nurses are a global concern due to the shortage of skilled professionals and increasing demand for high-quality healthcare. This study aims to enhance understanding of organizational fit by examining the impact of Person-organization fit (P-O fit) on organizational loyalty through the mediating role of organizational support and service quality, and the moderating impact of role ambiguity. Using a convenience sampling technique, we employed a survey methodology by developing a questionnaire. Data were collected from a sample of 614 nurses in five different healthcare sectors in China. Employing SmartPLS 3.3, we conducted a Structural Equation Modeling (SEM) analysis to examine the relationships among the specified variables. The findings of the structural analysis suggest that the P-O fit influences organizational loyalty in the healthcare sector. Organizational support and service quality were identified as partial mediators of the P-O fit-organizational loyalty link. Additionally, the role of ambiguity represented a negative moderating impact between service quality and organizational loyalty. Overall, the study's findings extend the understanding of person-organization fit, organizational support, service quality, role ambiguity, and organizational loyalty in the context of healthcare sectors and offer implications for medical authorities. Discussions, limitations, practical implications, and suggestions for further research are also provided.

The Influence of Proactive Personality on Teachers’ Professional Identity: The Moderating Effect of Person–Organization Fit

This research tried to explore the moderating effect of Person–Organization Fit (P-O Fit) in the impact of proactive personality on teachers’ professional identity. The data was collected by distributing questionnaires online to teachers of two high schools in Xiangtan. The analysis results show that P-O fit has a moderating effect on proactive personality and teachers’ professional identity. The positive impact of proactive personality on teachers’ professional identity will be stronger when the P-O fit is high. The results also show that young or newly engaged teachers have lower professional identity. Therefore, this study suggests school administrators pay attention to the development of young teachers’ professional identity and improve the fit between teachers and schools to improve the teaching quality.