Person-organization Fit Research Articles

Socially responsible human resource management and employee innovation performance: the roles of person-organization fit, work engagement and individualism orientation

Socially responsible human resource management and employee innovation performance: the roles of person-organization fit, work engagement and individualism orientation

Enablers of satisfaction with coworking spaces: assessing the influence of users’ personality and experience

PurposeThis study analysed the extent to which differences in personality traits and coworking experiences affect coworkers’ satisfaction with coworking spaces (CWS).Design/methodology/approachThe present study is based on employee-workplace alignment theory (Appel-Meulenbroek et al., 2021). This approach addresses people’s ability to do their jobs in a certain work environment and studies job satisfaction as an outcome variable. We used a dataset of 135 CWS members grouped in the Spanish Association of Flexible Office Spaces, Prowork Spaces. The regression models were fitted using satisfaction with coworking as the dependent variable.FindingsThe findings support the idea that some psychological traits of coworkers, such as extroversion and agreeableness, have a significant influence on their satisfaction with coworking. Our study also shows that the relationship between coworking experience and satisfaction is curvilinear.Originality/valueThis study contributes to the advancement of employee-workplace alignment theory by showing that some personality traits are relevant variables for person-organisation fit in CWS. While extroversion and agreeableness are traditionally associated with prosocial outcomes, we found that agreeable coworkers were not more satisfied with CWS. In addition, the study identified a nonlinear relationship between experience and satisfaction with CWS, which has not been detected in previous studies.

Leadership, Teamwork and Person-Organization Fit as Determinants of Job Satisfaction: A Case Survey among Public Sector Employees

Employee and job satisfaction has been major research in management studies throughout the world. It is the main concern for organizations to measure the performance of individuals by how they carry out their responsibilities in a manner that contributes to the achievement of the organization's goals and creates satisfaction feeling in their work. The purpose of this study is to examine the relationship between leadership, teamwork and person-organization fit on job satisfaction. Employees at Department of Statistics Malaysia were taken as the respondents in this study. Self-administered questionnaire used for collection of data. 80 questionnaires were distributed among above mentioned organization and 80 responds were return, so the response rate was 100%. The result concludes that there is significant relationship between the leadership and teamwork with job satisfaction meanwhile person-organization fit is not significant. Several recommendations were put forth in this study for the organization in promoting job satisfaction as well as recommendations for future research

The Mediation Effect of Individual Value Conformity With the Organization in the Influence of Corporate Image and Organizational Culture on Employee Engagement of Gen Z in Jakarta

As the number of Gen Z entering companies continues to increase every year, companies must understand the characteristics of Gen Z, especially how they participate in their careers in the company. The purpose of this study is to see how the mediation of Person Organization Fit impacts the influence of Employer Branding and Organizational Culture on Employee Engagement of Gen Z in Jakarta. For this study, this quantitative model was used to distribute questionnaires to Gen Z members who have lived and worked in Jakarta for at least one year. The online distributed questionnaire consisting of 84 statements was completed by 110 valid participants. SmartPLS was used to analyse the data through hypothesis testing and measurements were made using a Likert scale (5 points). The results showed that: (1) Employer Branding affects the Person Organization Fit of gen Z in Jakarta, (2) Employer Branding affects Employee Engagement of gen Z in Jakarta, (3) Organizational Culture affects the Person Organization Fit of gen Z in Jakarta, (4) Organizational Culture does not affect Employee Engagement of gen Z in Jakarta, (5) Person Organization Fit affects Employee Engagement in gen Z in Jakarta, (6) Person Organization Fit cannot mediate Employer Branding affects Employee Engagement in gen Z in Jakarta, (7) Person Organization Fit can mediate Organizational Culture affects Employee Engagement in gen Z in Jakarta.

Shaping Gen Z Careers: The Influence of Supervisor and Co-Worker Relationships, and Person-Organization Fit on Conversion Intentions in Tangerang

This study examines the crucial role of internship programs for college students in alignment with the 2045 Golden Indonesia Vision to enhance human resource competitiveness. Focusing on Generation Z in Tangerang Regency, we investigate how intern-supervisor relationships, intern-coworker interactions, and person-organization fit influence conversion intentions to permanent positions. Using a quantitative approach, we surveyed 270 respondents, revealing significant positive correlations between these factors and conversion intentions through multiple regression analysis (SPSS26). Our findings highlight the need for companies to cultivate strong relationships within internship programs, as this can encourage interns to transition into permanent roles. This research offers valuable insights into enhancing workplace dynamics and supporting Generation Z’s career aspirations.

Armed Forces as an Employer of Choice: The Role of Gender and Person–Organization Fit

Many militaries are facing challenges in meeting recruitment goals and increasing the number of women in their ranks. The objectives of this study were to examine the gender-specific associations between Armed Forces (AF) employer knowledge dimensions (i.e., familiarity, job attributes, and reputation) and AF attractiveness as an employer as well as to assess the moderating effects of person–organization fit (P-O fit) between these associations. Participants included 1,955 potential applicants who completed an online survey on the Canadian Armed Forces’ image. Results from multiple-group analyses showed that P-O fit was the factor most strongly associated with AF attractiveness for both men and women. Results also suggested that P-O fit plays a moderating role for women in that a minimum level of P-O fit is necessary for perceived work–life benefits in the AF to positively affect attraction to a military career.

The Mediating Role of Customer Commitment in the Relationship Between Customer-Company Fit and Customer Voice: An Empirical Study on Restaurant Customers

Objective: This study discusses value congruence (person-organization fit) and voice behaviors, which are frequently discussed in the field of organizational behavior, in the context of marketing. The study aims to examine the effect of customer-company fit (CC fit) on customer voice behavior as well as the role that customer commitment plays in this effect. Design/methodology: Research data was obtained from 390 restaurant customers in a province in Turkey through the convenience sampling method using the survey technique. The SmartPLS program (PLS-SEM) was used to conduct the analyses. The research model was analysed using partial least squares path analysis (PLS-SEM) and bootstrapping (5,000 bootstrap samples). Findings: The findings indicate that CC fit directly affects both customer commitment and customer voice behavior. Furthermore, the findings revealed that customer commitment plays a mediating role CC fit’s effect on customer voice behavior. Theoretical and Practical implications: The present study is the first in the literature to discuss the various relationships between these variables (CC fit, customer commitment and customer voice) together. Another distinctive feature of the study is that the sample consists of restaurant customers. The high-contact nature of restaurant service makes service failures inevitable. For this reason, it is much more important to reveal customer voice behaviors in restaurant services than in other sectors. In this respect, the results of the study may provide guiding information to the sector.

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

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

Unwrapping the Influence of Proactive Personality on Job Satisfaction During Organizational Socialization: Examining the Intervening Effects of Newcomers’ Perceptions of Person–Environment Fit

AbstractThis study focuses on the mediating role of person–environment fit on the relationship between proactive personality and job satisfaction, during the organizational socialization stage. Specifically, it tests the role of person–organization fit and person–job fit, operationalized through its specific subdimensions of demands–abilities fit and needs–supplies (N–S) fit in this relationship. Relying upon a predictive design, a sample of 151 trainees completing their final master’s internship in different organizations was used and data were collected in 2 independent phases, at the beginning and after 5 months of their internships. Results showed a positive, significant link between proactive personality and job satisfaction, supporting the validity of this disposition for predicting this key outcome during organizational onboarding. Further mediation analyses revealed that this relationship is mediated by N–S fit. The main implications of these findings are discussed.

Impact of job meaningfulness on employee retention: Antecedent and outcome of person-organization fit and person job fit

Employee retention promotes positivity in an organization and improves employers’ brand value. As the human resource department operates with the objective of improving employees’ contribution towards the organization, meaningful work is an important topic in the core areas of human resource development (HRD), such as employee involvement, motivation, and personal development. Not only salary, benefits, working environment, and status but also the factors that determine whether you enjoy going to work every day are whether you believe that your work makes a meaningful contribution. In HRD, meaningful work comes to the forefront through a connection with a high level of commitment. Thus, this study aims to establish the relationship between meaningful and purposeful jobs affecting employee retention and the mediating factors of person organization fit (POF) and person job fit (PJF). A cross-sectional study involving a survey methodology was used to collect data from 150 white-collar employees working in the IT, banking, textile, and multinational companies in Bangladesh. The results indicate that job meaningfulness has a positive relationship with employee retention (p-value = 0.031) and both the mediating factors of PJF (p-value = 0.040) and POF (p-value = 0.028). The results also indicate that while POF positively influences employee retention (p-value = 0.019), PJF has no significant influence on employee retention (p-value = 0.164). Thus, promoting employee job meaningfulness and purpose in the workplace may represent an opportunity for organizations to improve employee engagement and retention.

Person-Organization Fit and Organizational Commitment: Mediating Role Between Performance Appraisal Effectiveness and Employee Turnover Intention

Due to the harmful consequences of turnover in the context of hospitality industry, the current study aims at proposing a moderating mediated model through which turnover intention may be reduced. Person-organization fit, and organizational commitment were proposed to aid performance appraisal in lowering turnover intention. The study’s purposes are threefold. Firstly, to assess the direct effect of performance appraisal effectiveness on employee turnover intention. Secondly, to evaluate the indirect effect of performance appraisal effectiveness on turnover intention through organizational commitment. Finally, it examines the moderating effect of person-organization fit between performance appraisal effectiveness and organizational commitment. Research data were collected through a questionnaire form designed and distributed to a sample of employees of five-star hotels in Riyadh, Saudi Arabia. Four hundred forms were distributed, and 289 were returned. Data were analyzed using Smart PLS. It was revealed that performance appraisal effectiveness significantly negatively affects turnover intention. Moreover, organizational commitment mediates the relationship between performance appraisal effectiveness and turnover intention. Finally, person-organization fit could moderate the effect of performance appraisal effectiveness on organizational commitment. The study recommends that performance appraisal effectiveness is enhanced through achieving equity in the appraisal process and providing trust and effective communication between appraiser and appraisee. This requires conveying appraisal criteria in advance to the appraisee and conducting appropriate appraisal interviews where the appraisee can freely discuss the appraisal results with their appraiser. Fostering person-organization fit via appropriate selection and socialization can support performance appraisal effectiveness by preparing employees for their understanding of organizational policies and practices.

Moderation Effects of Person-Organization Fit on Curvilinear Relationship between Transformational Leadership and Innovation Performance : Focused on Ph D-Level R&D Practitioners

Moderation Effects of Person-Organization Fit on Curvilinear Relationship between Transformational Leadership and Innovation Performance : Focused on Ph D-Level R&D Practitioners

Employment Competency of Graduates from Higher Vocational Colleges andUniversitiesBased on the Perspective of Enterprises' Needs Empirical Analysis

This study investigates the alignment between the employability skills of graduates from higher vocational colleges and universities and the needs of employers. A survey was conducted involving 33 employers and 367 students to assess the current demand for employability skills and the level of these skills among graduates. This study examines the core employability competencies based on the Knowledge, Skills, Abilities, and Other Characteristics (KSAO) model. The research further explores the match between the supply of graduates’ competencies and the demand from employers, utilizing the theory of person-organization fit. Additionally, a Structural Equation Modeling (SEM) approach is employed to construct and analyze a model of factors influencing the core employability competencies of graduates. The findings provide valuable insights for society, educational institutions, and students, offering new perspectives on enhancing the employability of higher vocational graduates.

Fulfillment or status: Job seekers’ reward expectations towards family and non-family employers

Limited anecdotal and empirical evidence suggests that family ownership status – whether a company is family-owned or publicly held – may influence job seekers’ intentions to apply. Drawing from the theory of person-organization fit and utilizing qualitative comparative analysis (QCA), we conducted an exploratory study analyzing survey data from 756 senior-level job seekers in Switzerland. Our analysis identified distinct cohorts of job seekers who consistently applied to family-owned versus non-family-owned companies. We discovered two profiles of applicants who seem to favor family employers: Fulfillment Seekers and Reward Seekers. Despite their differences, both profiles share an intrinsic need for praise. In contrast, we identified one profile of non-family firm applicants, Hero Followers, who prioritize neither praise nor pride but have a strong desire to work for an admired superior – the very thing Fulfillment Seekers and Reward Seekers deprioritize. Our findings suggest that distinct groups of job seekers are motivated by different reward combinations: Pay, Perks, Personas, Pride, which they expect to find in either family or non-family companies. Family firms could benefit from emphasizing these rewards in their recruitment processes, compensation schemes, and employer branding strategies.

Counterproductive Work Behaviors to Cope With Person-Organization Misfit

A random sample of employees was surveyed to explore the effect of person-organization fit on counterproductive work behaviors. There was a significant negative relationship between person-organization fit and counterproductive work behaviors. A lack of person-organization fit may be construed by employees as a depletion of psychological resource. As the conservation of resources theory (Hofboll, 1989) argues, it appears that employees may have replenished the loss of this psychological resource (person-organization fit) by engaging in counterproductive work behaviors. Consequently, organizations should assess the person-organization fit of all employees and prevent the negative consequences of counterproductive work behaviors. The findings have several implications for practitioners.

Psychometric analysis of the quiet quitting and quiet firing scale among Turkish healthcare professionals.

Due to the impact of the COVID-19 pandemic, the risk of quiet quitting among healthcare professionals is increasing. Individuals who engage in the quiet quitting process may also unknowingly become the target of quiet firing. The concepts of quiet quitting and quiet firing play a crucial role in promoting employee resilience and preventing organizational losses. This study aimed to conduct a validity and reliability analysis of the quiet quitting and quiet firing scale (QQ and QF scale) in Turkish. A methodological study was conducted with 445 healthcare professionals. The item-total score correlation values ranged between 0.37 and 0.76. The confirmatory factor analysis confirmed a 14-item, two-factor structure. Cronbach's ⍺ internal consistency coefficient was 0.89. The QQ and QF scale had a strong negative correlation with the person-organization fit scale and the happiness at work scale subscales of engagement, job satisfaction and affective organizational commitment. The results showed that the adapted version of the QQ and QF scale was valid and suitable for use in Turkey.

Relational social capital and tacit knowledge sharing: the mediation of P-O fit and POS

ABSTRACT In the knowledge economy, tacit knowledge sharing (TKSB) is crucial for organizations seeking sustained competitive advantage. This study explores the impact of relational social capital (RSC) on TKSB in Chinese cultural and creative organizations, framed within Social Exchange Theory (SET). A chain mediation model is introduced to assess the sequential mediating roles of person-organization fit (P-O Fit) and perceived organizational support (POS). Data from 212 employees were analyzed using structural equation modeling (SEM) with AMOS. Results show that RSC significantly enhances TKSB, with P-O Fit and POS acting as key mediators. This research extends SET by demonstrating how RSC promotes TKSB and empirically validates the chain mediation effect of P-O Fit and POS. The study provides deeper insights into tacit knowledge sharing mechanisms, offering practical implications for management strategies in the cultural and creative sectors.

Tempus Fugit: Unraveling Temporal Occurrence and Display Order Effects of Online Information on Employer Impressions

ABSTRACT As social media readily enables users to traverse a targets’ posted content across time, the present research explores the effects of two types of temporality – occurrence and display order – on offline perceptions. Using the context of employers’ impression formation of job applicants, N = 200 human resource personnel were exposed to a job posting and an applicant’s resume and supplemental social media posts in a fully crossed 2 (occurrence order: posts becoming either more or less positive over a 4-year period) and display order (most-recent posts presented either first or last), and a one-condition offset in which all posts were made 2 years ago and displayed in a random order. Findings support the main effect of temporal occurrence so that more recently posted information more strongly influenced resultant perceptions of the applicant’s employability, person-organization fit, and starting salary; but neither primacy or recency effects of display order were detected. Findings are discussed with respect to warranting theory, primacy/recency effects, and the hiring process.

Subjective career success among new graduates and the role of personal factors

PurposeFlatter organisational structures and nonlinear career trajectories mean intrinsic value and subjective career success are increasingly important for motivating, guiding and rewarding contemporary workers. While objective measures of career success have been well explored, more research is needed to understand the dimensions of subjective career success, their relative importance to graduates and potential variations by personal factors. This is critical for supporting graduates’ transition into work and for organisations to attract and retain graduates amid global talent shortages.Design/methodology/approachBuilding on assertions of the power to understand how what one seeks in a career affects career achievement, this study investigated the importance and achievement of subjective career success among 324 recent graduates from two Australian universities.FindingsResults include a notable emphasis on financial security and work-life balance, particularly among mature individuals, underscoring the value of adaptable work arrangements. Results suggest shifting priorities, with reduced importance placed on opportunities for innovation and assisting others, potentially indicating a move from collective to more individualised goals. Distinct graduate profiles emerged, showcasing diverse priorities and achievements in subjective career success, spanning from “humanistic” to “self-made” success.Originality/valueResults underscore the significance of higher education embedding program-wide career development plans across the curriculum, including value-based assessments, labour market analyses and career planning and review processes. Comprehensively supporting students in career development will empower them to explore, understand and actively pursue their career goals in alignment with their values and motivations, enhancing their person-organisation fit, career satisfaction and organisational commitment.

The Effect of Ethical Leadership on Innovative Work Behaviors: A Mediating–Moderating Model of Psychological Empowerment, Job Crafting, Proactive Personality, and Person–Organization Fit

The study assesses a model designed to investigate the mediating impact of psychological empowerment, job crafting, and proactive personality, and to examine the moderating influence of person–organization fit on the relationship between ethical leadership and employee innovative behavior. A sample of 782 full-time employees from various industries in Jordan were surveyed to gather data on ethical leadership, innovative work behaviors, psychological empowerment, job crafting, proactive personality, and person–organization fit. The study employed an empirical research design, with data collected through surveys. The results reveal a positive correlation between ethical leadership and innovative work behavior, with psychological empowerment, job crafting, and proactive personality as the mediators in this relationship. The link between ethical leadership and innovation work behaviors is also moderated by person–organization fit. The study’s model suggests that ethical leadership practices enhance innovation. Prioritizing ethical principles, transparency, fairness, trust, and accountability cultivates a culture valuing ethics and encouraging innovation. The results provide insights to boost empowerment and proactive behaviors and highlight the importance of a person–organization fit that aligns values for an innovation-friendly workplace. Fit considerations should also be incorporated in recruitment and retention processes. The study makes significant theoretical contributions by synthesizing insights from ethical leadership theory and developing a comprehensive framework to understand how ethical leadership influences innovative work behavior. The research also extends prior work by examining the moderating role of person–organization fit by emphasizing the importance of aligning individual and organizational values in fostering innovation.