Perceived Person-organization Fit Research Articles

Explaining the relationship between person–organization fit and entrepreneurial intention through workplace ostracism and loneliness

Purpose The entrepreneurial intention of employees refers to the motive of those who work in a company to resign and start their businesses instead of continuing to be wage earners. It is one of the under-studied aspects of entrepreneurship research. Accordingly, this research paper aimed to find out whether perceived person–organization fit was related to the entrepreneurial intentions of employees and whether perceived workplace ostracism and loneliness mediated this process. Design/methodology/approach A cross-sectional study was conducted to achieve the purpose. The data were collected through a questionnaire technique from a total of 572 employees. Participants were from 20 different provinces of Turkey and 27 different sectors. Hypotheses were tested through the structural equation modeling technique. Findings Findings indicated that a lack of perceived person–organization fit resulted in entrepreneurial intention. Workplace ostracism resulted in workplace loneliness. Workplace ostracism and loneliness significantly mediated the relationship between perceived person–organization fit and entrepreneurial intention. Originality/value To the best of authors’ knowledge, this study was the first to establish and test the relationships between person–organization fit, entrepreneurial intention, workplace ostracism and loneliness. In this regard, findings can benefit researchers and practitioners in better figuring out why some employees leave their companies to start their businesses while others do not.

Abusive supervision and psychological well-being: the mediating role of self-determination and moderating role of perceived person-organization fit

PurposeToday, psychological well-being is increasingly valued by organizations because it is integral to employee performance. The style of leaders supervising their subordinates is an important influence on their psychological well-being. Abusive supervision can lead to a depletion of resources among their subordinates by inducing psychological stress, leading to a decline in psychological well-being. In this research, the authors use the conservation of resources (COR) theory and self-determination theory to examine the mechanism between abusive supervision and psychological well-being. This study can contribute to previous research by applying the COR theory and self-determination theory, which were not discussed, to explain the relationship between leader's leadership behavior and psychological well-being of organizational members.Design/methodology/approachThe authors conduct a multi-time data collection method of two waves with six-week intervals. The authors received 322 samples and conducted a confirmatory factor analysis to test result validity and used multiple regression to examine the direct and moderating effects. Additionally, the authors used the bootstrapping method to test mediating effects.FindingsThe results show that abusive supervision is negatively related to psychological well-being and self-determination plays the mediating role between them, while perceived person-organization fit is the moderator between self-determination and psychological well-being.Originality/valueThe authors identified self-determination as the mediator between abusive supervision and psychological well-being and perceived person-organization fit plays the moderating role between self-determination and psychological well-being.

Longitudinal relationships between teachers’ utility values and quitting intentions: A person-organization fit perspective

This five-month, two-wave longitudinal study investigated the direct associations between teachers' utility values and quitting intentions, as well as the indirect associations between utility values and teacher outcomes via perceived person-organization fit. The sample included 1,086 Canadian teachers. Results from the latent change structural equation modeling suggested that teachers’ social and personal utility values at the beginning of the semester were directly and indirectly associated with their quitting intentions, as mediated by perceived person-organization fit. Analyses into the pattern of changes further found that increased social utility values corresponded with increased fit perceptions, yielding decreased intentions to leave current schools.

The roles of internal marketing and person-organization fit in hospitality employees’ life satisfaction: an integration of work and nonwork domains

PurposeIntegrating the Stimulus-Organism-Response model, the spillover theory and the person-organization fit literature, this study investigates how internal marketing spills over its effects from the work domain to nonwork domains.Design/methodology/approachData of 279 hotel employees working in the US were collected from a self-administered survey via Amazon Mechanical Turk.FindingsFindings support the direct effects of internal marketing on job performance and job satisfaction, and of job satisfaction on life satisfaction. Moreover, results show the mediating roles of perceived person-organization fit, highlighting the mechanism by which internal marketing generates its spillover effect from the work domain to the life domain.Originality/valueThis study advances the conversation on employee-organization behaviors by revealing how internal marketing could lead to job satisfaction, job performance and life satisfaction. These insights reflect the true interconnection of human work and life. For hospitality employees’ well-being, this study encourages managers to simultaneously adopt and integrate the five functional activities of internal marketing (i.e. communication, compensation, welfare system, training and management support) in organizational operations.

Ethical leadership influences proactive and unethical behavior: the perspective of person-environment fit

ABSTRACT An increasing number of studies explore the relationship between ethical leadership and subordinates’ work behavior. However, it remains unclear whether ethical leadership affects subordinates’ perceptions of the person-job fit and perceived person-organization fit. We examine the effects of ethical leadership on subordinates’ sense of person-environment fit in terms of its effect on displays of positive and negative behaviors. We collected data from 414 employees from various industries over three time periods. Hypotheses were tested using structural equation modeling (SEM). The SEM results show that person-job fit and person-organization fit mediate the effects of ethical leadership on proactive, and unethical behavior. Person-organization fit mediates the effects of ethical leadership on proactive behavior by the organization and unethical behavior by the organization. These results have implications for management.

Green certification and organizational attractiveness: The moderating role of firm ownership

AbstractAt a time of critical talent shortages and environmental challenges, it is necessary to increase understanding of how green employer certification (GEC), as an ethical market signal, affects job seekers' perceptions. This study examines whether the relationship between GEC in recruitment advertisements and organizational attractiveness is mediated by firms' perceived prestige and person‐organization (PO) fit and if it varies according to firm ownership (i.e., investor‐owned vs. member‐owned). Results from a controlled online experiment firstly show that the communication of GEC has an indirect positive influence on organizational attractiveness via the mediating effects of perceived prestige and perceived PO fit. Secondly, depending upon firm ownership, people interpret the same certification differently: the communication of GEC thus has an indirect influence on organizational attractiveness and significantly improves firms' perceived prestige and PO fit among member‐owned firms but not among investor‐owned firms. Hence, practitioners should consider the value of including environmental certification in their recruitment advertising strategy while considering the issue of firm ownership.

Wilkommen, bienvenue, welcome: language and national culture diversity messages as strategic recruiting tools for diverse organizations

Globalization increases national culture and language diversity, which, if well managed, can benefit organizational performance. National culture is comprised of both language and country of origin, yet until relatively recently research has tended to focus on one or the other. We use person-organization fit theory and the meaning-based model of advertisement experience to propose that other-group orientation, a characteristic supportive of a pro-diversity climate, influences the relationship between language and national culture diversity recruiting messages and perceived person-organization fit. We used two randomized field experiments, one with 458 currently or recently employed people and one with 327 real job seekers, to test our model. Language and national culture diversity messages independently decreased perceived fit among those lower in other-group orientation and increased perceived fit among those higher in other-group orientation. A combined language and national cultural diversity message had the strongest effect by both decreasing fit perceptions among job seekers lower in other-group orientation and increasing fit perceptions among those higher in other-group orientation. These results refine both existing theory on and the practice of recruiting for pro-global diversity values by demonstrating that the relationship between recruiting message wording about an employer’s pro-national culture and pro-language diversity values and person-organization fit is moderated by other-group orientation. These findings can help employers better understand how recruiting messages can play a strategic role in hiring pro-global diversity talent.

Discouraging gender-biased job seekers by adapting job advertisements

PurposeSocially responsible organizations strive to foster gender diversity values in the workplace. As women, relative to men, tend to fall victim to gender discrimination more frequently, organizations can promote gender diversity in the workplace by either increasing female employment or discouraging job seekers who resist gender diversity from applying for positions. While more attention has been devoted to the former approach, less attention has been given to the latter.Design/methodology/approachA between-subjects experiment is conducted to test the hypotheses. Participants are randomly assigned to one of five conditions that feature different numbers of women in job advertisements.FindingsFor male job seekers who hold a male breadwinner ideology, their job pursuit intentions decrease as the number of women in job advertisements increases. Perceived person-organization fit acts as the mediating influence.Practical implicationsJob advertisements are purposed to attract job seekers who share similar values. Men who embrace male-dominant values are likely to resist and thwart the progress of gender diversity in the workplace. This study informs practitioners of how by strategically adapting job advertisements, organizations can discourage individuals who are likely to be a poor fit from applying for vacant jobs.Originality/valueThis study focuses on gender discrimination and resistance in a job seeking context from a social dominance perspective. The study informs organizations of the potential benefits of strategically adapting job advertisements.

Influence of New Work Attributes in Job Advertisements on Perceived Organizational Attractiveness

Recruiting suitable talent has become increasingly difficult - including the recruitment of university graduates, members of the so-called millennial generation. Consequently, organizations are looking for ways to increase their organizational attractiveness. Many German companies are currently striving to implement the concept of new work with autonomy, meaningfulness, and self-actualization as its core attributes. While this concept has already drawn a lot of attention in the practitioner field, there is still a lack of controlled research on how these efforts affect organizational attractiveness for job seekers. This paper thus empirically investigates how millennials’ perception of organizational attractiveness is affected by the implementation of new work attributes in job advertisements. 214 business students participated in this experimental, randomized, preregistered two-group between-subjects design study. The results support the hypotheses that new work attributes in job advertisements significantly improve millennials’ appraisal of the perceived organizational attractiveness measured by perceived general attractiveness, intention to pursue and prestige of the organization. As expected, the effect was mediated by perceived person-organization fit. The study’s contribution lies in providing first empirical evidence for the positive effects of new work attributes on perceived organizational attractiveness.

The effects of paternalistic leadership on task performance: Testing a moderated mediation model in Turkish organizations

Drawing on the findings from a serial moderated mediation model, this study aims to expand prior research by investigating the interaction between paternalist leadership and employee task performance. Study also aims to test the indirect effects of perceived person-organization fit and psychological ownership on the relationship between paternalistic leadership and employee task performance, through serial mediation models. Furthermore, the moderating role of organizational size in direct and all indirect relations between paternalistic leadership and task performance, through five different models is tested. Sample consists of 1,652 employees from various industries in İstanbul, Turkey. Hypothesized relationships were tested through structural equation modelling. The findings demonstrated the significant positive direct relationship between paternalistic leadership and employee task performance. Psychological ownership mediated the relationship of paternalistic leadership and task performance while person-organization fit had no mediating effect. Practical implications and further recommendations are also discussed.

Exploring the impact of workplace spirituality on nurse work engagement: an empirical study on Indonesian government hospitals

PurposeHighlighting the prominence of spirituality at work, this paper aims to scrutinize the mediating role of perceived person-organization fit (P-O fit) on the relationship between workplace spirituality and nurse work engagement in the context of two Indonesian government hospital.Design/methodology/approachCross-sectional survey data of 138 nursing staff from two government hospitals operating in Indonesia were analyzed using structural equation modeling to estimate the mediation effects of perceived P-O fit on the relationship between workplace spirituality and nurse engagement.FindingsThe results of the research proved the positive effect of workplace spirituality on nurse work engagement. Likewise, P-O fit act as a mechanism through which workplace spirituality affects nurse engagement.Research limitations/implicationsThis study only uses a sample of two government hospitals, which may limit the generalizability of the outcomes. Despite of the small sample, the result of this inquiry provides new insights into the advancement of human behavior theory in hospital service, especially on the factors that influence nurse work engagement. On a broader sense, top management might set a necessary program to wholly nurture nurse spiritual potential as a step to convalesce their spiritual awareness.Practical implicationsBased on the discovery, the study presents strong theoretical and managerial implications that can be used by health care institutions to evaluate the importance of workplace spirituality on employee engagement among nurses. This paper contributes by fulfilling the fissure in the management literature of health care, in which empirical studies on workplace spirituality in the relationship with employee engagement have been scarce until now.Originality/valueThe present perceived P-O fit in the relation between the spirituality of the workplace and nurse engagement enhances human behavior theory in the health care context.

How and When Do Interviewer Characteristics Affect Organizational Attractiveness?

This study aims to investigate the effects of interviewer characteristics (i.e., friendliness and credibility) on organizational attractiveness, through the mediation of applicant perceived person-organization fit (P-O fit) and the moderation of applicant’s personality traits (i.e., agreeableness and conscientiousness). Data were gathered from 100 applicants after a face-to-face interview. Results indicate that interviewers’ friendliness and credibility lead to organizational attractiveness through perceptions of P-O fit by applicants. Additionally, applicant’s conscientiousness amplifies the positive effect of interviewer’s credibility on their perceptions of P-O fit. Finally, the moderated mediation test reveals a significant conditional indirect effect of interviewer’s friendliness and credibility on organizational attractiveness through P-O fit for applicants with a high-level of agreeableness and conscientiousness, but not for those with a low-level of agreeableness and conscientiousness.

Dışsal Prestijin, İş Becerikliliğinin ve Kişi-Örgüt Uyumunun İş-Aile Çatışması İle İlişkisi1 (The Relationship Betweeen External Prestige, Job Crafting Person-Organization Fit and Work-Family Conflict)

Purpose – In this study, assuming that it must reduce the work-family conflict experienced by the employees, the effect of their organization being perceived prestigious by others and the employees’ self-shaping (job crafting) of their work on work-family conflict is to be determined. Also the possible mediating effect of person-organization fit on the relationship between job crafting and work-family conflict. Design/methodology/approach – The data were collected by using snowball method from 247 higher education institutions’ academic employees who agreed to participate in the study. The research model is chosen in order to identify the effect of external prestige on work-family conflict and the mediating role of perceived person-organization fit in the relationship between job crafting and work-family conflict. The answers of the participants to the questions in the questionnaire were evaluated with confirmatory factor analysis, reliability analysis, correlation analysis and “Process” macro which can be integrated on SPSS. Findings – According to the findings, employees' perceptions about the prestige of their organizations (external prestige) have a negative and significant effect on the work-family conflict. It was found that there is a positive and meaningful relationship between job crafting and work-family conflict. On the other hand, the hypothesis that person-organization fit plays a mediator role in the relationship between job crafting and work-family conflict was rejected. Discussion – In this study; it is understood that employees who have high perception of external prestige have reported less work-family conflict and that when they perceive that their organization is perceived to be prestigious by others, they care about their current status and therefore do not carry their work-related problems into family life. In other words, it is thought that an employee who perceives the prestige of his / her organization to be high is likely to have high self-esteem, so he / she can tolerate these problems by paying less attention to work-related problems even if there is a work-family conflict. On the other hand, unlike expected, it was found that job crafting increases work-family conflict. It may be thought that the effort to make the job suitable for itself causes the individual to spend more effort and time in the workplace causing stress to him, and this can lead to the negative effect of family-work conflict. In this study, the mediator role of person-organization fit in the relationship between job crafting and work-family conflict could not be determined.

The impact of brand portfolios on organizational attractiveness

In this paper, we observe the effectiveness and boundary conditions of portfolio advertising, i.e. an advertisement in which a corporate brand is presented with its product brand portfolio or a part of it, in the context of recruitment. By drawing on signaling theory, we argue that using a brand portfolio is generally more effective for creating organizational attractiveness than merely advertising a single corporate brand. Using an experimental study (n = 173 graduate students) we find a) that portfolio advertising can be superior to mere corporate brand usage b) brand portfolio strength and brand portfolio fit are important conditions for this effect and c) the effect of brand portfolio strength is mediated by perceived person-organization fit and opportunities for professional development. The findings provide important insights for recruitment research and for organizations, which hold brand portfolios consisting of strong product brands, looking for new and talented staff.

Mission Congruence: To Agree or Not to Agree, and Its Implications for Public Employee Turnover

Previous studies within and outside of the field of public administration consistently find positive organizational outcomes when there is high compatibility or fit between employees and organizations—a concept now widely known as person–organization fit. Previous public administration scholars have established the link between employees’ person–organization fit perceptions and employee turnover intention. However, no previous study has examined whether there is a link with actual turnover. This study addresses this gap in the literature on public sector employee fit by examining the relationship between one particular type of fit—mission congruence—and public employee turnover. Using nationally representative data on public school teachers, we find that teachers in U.S. schools who perceive themselves to be compatible with their organizations’ central mission are at least 11% more likely to remain at their current school. Results are discussed in terms of their implications for research and practice.

Distinguishing Motivational Traits between Person-Organization Fit and Person-Job Fit: Testing the Moderating Effects of Extrinsic Rewards in Enhancing Public Employee Job Satisfaction

ABSTRACTThis research suggests dissimilar motivational traits of person-organization fit and person-job fit and their different interactive relations with the external regulation of work motivation in affecting public employee satisfaction. Conducting a hierarchical regression analysis, the study jointly tested the direct and interaction effects of perceived person-organization fit, person-job fit, and extrinsic rewards on job satisfaction. Findings demonstrated a crowding-out effect of extrinsic reward perceptions on the positive relationship between person-organization fit and job satisfaction. However, the moderation of extrinsic rewards did not appear to alter the influence of person-job fit on job satisfaction. Implications are further discussed.

Employer branding and employee attitudes: mediating role of person-organization fit

Purpose - The aim of this study is to investigate the relationship between employer branding, organizational citizenship behavior, organizational identification, intention to stay in consideration of perceived person-organization fit. Methodology - The empirical data were gathered from 300 respondents working at banking sector in Turkey and analyzed through SPSS 21.1 and PROCESS macro for testing mediating effect. Findings- The findings underpin that application value and development value and socialization provided as a part of the employer branding activities affects the organizational identification, organizational citizenship behavior and intention to stay. Meanwhile perceived person-organization fit partially mediates the relationship between employer branding, intention to stay, organizational identification, courtesy and civic virtue while fully mediates the relationship between application value, development value and socialization and altruism. Conclusion- Comprehension of employer branding’s role on the organizational outcomes contributes to the competitiveness of organizations in today’s competitive labor market holding talent shortages and difficulty in finding and retaining committed employees in virtue of attracting and retaining the best talents.

Does employee perceived person-organization fit promote performance? The moderating role of supervisor perceived person-organization fit

ABSTRACTPrior research has shown inconsistent and mostly nonsignificant relationships between employee person-organization (P-O) fit and in-role performance. In this study, we examine whether the strength of the relationship between employee perceived P-O fit and supervisor-rated performance depends on the perceived P-O fit of the supervisor. We propose that (a) in-role task-related processes are facilitated when both supervisor and employee share a common frame of understanding about what is important for the organization and (b) that high P-O fit supervisors attach value to the work behaviours of high P-O fit employees, both of which should translate into more positive performance evaluations. The results of a field study among 155 employees and their supervisors provided support for this proposition: employees’ perceived P-O fit was positively associated with their performance evaluation when supervisor perceived P-O fit was high, whereas this association was absent when supervisor perceived P-O fit was low. Our study contributes to the P-O fit literature by unpacking whether and when employee perceived P-O fit is important for functioning and performance evaluations.

Perceived person-organization fit and turnover intention in medical centers

PurposeThe purpose of the paper is to fill gaps in the existing fit and turnover intention (TI) literature by investigating a more comprehensive model, in which TI is proposed to be influenced by the interplays of three multidimensional types of fit including, person-organization (P-O) fit, person-group (P-G) fit, and person-job (P-J) fit.Design/methodology/approachParticipants were selected from different specializations within Mansoura University medical centers, where each medical center was represented proportionately within the sample. Data were collected using self-administered questionnaires. Questionnaires were provided to 850 employees who agreed to participate. Of the 850 questionnaires distributed, 385 were valid and complete (n=385). Partial least squares analysis was utilized for the analyses.FindingsResults showed that P-O fit, P-G fit, and P-J fit were positively related to each other and negatively related to TI. Furthermore, the negative relationship between P-O fit and TI is partially mediated by P-G fit and P-J fit.Originality/valueThe present study simultaneously examines the multidimensional effects of different fit perceptions on TI. In doing so, we identify which of the fit perspectives influence TI more intensely. Moreover, the authors advance current insights by investigating the mediating roles of P-G fit and P-J fit in the relationship between P-O fit and TI.

Recruiting to Enhance and Support Global Diversity

Multi-national enterprises require a globally diverse and talented workforce integrated across different cultural contexts. Leveraging the potential of employees’ global diversity requires not only diverse people but also an inclusive culture and environment in which all globally diverse employees can succeed. Thus, organizations need to recruit and hire employees open to different cultures, perspectives, and experiences. The results of a randomized, controlled field study of 327 real job seekers found that job seekers higher in other-group orientation were more attracted to an organization whose recruitment messages communicated that the company valued global diversity and multilingualism in its employees. Using regression and conditional process analysis observed effects on job pursuit intentions were found to occur through pathways mediated by perceived person-organization fit, organizational prestige, and organizational attraction. Results demonstrate that recruiting message wording about the employer...