Role Of Person-organization Fit Research Articles

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.

Examining the Link between Employer Branding Practices and Employee Retention in Healthcare Sector: Role of Person-Organization Fit as a Mediator

This study endeavors to examine the employer branding-employee retention linkage with emphasis on the mediating effect of person-organization fit within the healthcare sector in Pakistan. It seeks to fill the existing theoretical gaps by employing social identity theory as a core underpinning framework to validate the research findings. A quantitative approach has been adopter in which the structured questionnaires were administered to 468 nurses in the hospitals of Islamabad and Rawalpindi. The results indicated that employer branding has a positive effect on employees retention while person-organization fit has a mediating role in the proposed relationship. it was found that with the presence of person-organization fit, the organizations with effective employer branding strategies have high likelihood of retaining their employees. To the best of the author’s knowledge, there is a scarcity of research examining the proposed relationship in the context of the Pakistani healthcare sector with person-organization fit as a mediator. The study will aid top healthcare practitioners as a way forward for enhancing the healthcare staff retention.

The Mediating Role of Person Organization Fit in the Effect of Perceived Organizational Support in Nurses Working at a University Hospital on Work Stress

The Mediating Role of Person Organization Fit in the Effect of Perceived Organizational Support in Nurses Working at a University Hospital on Work Stress

The Role of Person-Organization Fit in the Relationship between Organizational Communication and Citizenship

Amaç: Çalışmanın temel olarak belirlenen hedefi, örgütsel iletişimin çalışanları bir işletme içerisine adapte etme kabiliyetinin, örgütsel vatandaşlığın oluşumundaki etkisini araştırmakla birlikte bu sürecin içerisinde örgütsel uyumun değerini ve etkisini ele almaktır. Öte yandan, bu çalışma içerisinde amaç, iletişim ve vatandaşlık kavramlarını içerisinde barındıran örgütsel yapıda, çalışanların uyumluluk konusuna olan yaklaşımlarını değerlendirmektir. Çünkü bu konuda, uyumun varlığı aracı olduğu kadar birleştirici bir unsur olarak değerlendirilebilir.
 Tasarım/Yöntem: Araştırma, Genel Müdürlükleri İstanbul ilinde yer alan Özel ve Kamusal Sermayeli Mevduat Bankaları, Katılım Bankaları ve Yabancı Sermayeli Banka çalışanları üzerinde gerçekleştirilmiştir. Veri toplama aracı olarak anket yönteminden faydalanılmıştır. Kolayda örnekleme yöntemi ile 15 farklı bankanın toplam 386 çalışanından elde edilen veriler üzerinden analizler gerçekleştirilmiştir.
 Sonuçlar: Araştırma sonucu elde edilen sonuçlar ışığında örgütsel iletişimin, örgütsel vatandaşlık davranışını kısmi bir şekilde etkilediğini söylemek mümkündür. Ayrıca örgütsel iletişim ile örgütsel vatandaşlık arasındaki ilişkide örgütsel uyumun aracılık etkisi tespit edilmiştir. Kısmi şekilde desteklenen bu sonuca göre örgüt içerisinde yer alan olumlu iletişim kanalları, örgütsel uyum ile birleştiğinde örgütsel vatandaşlığı olumlu düzeyde etkilemektedir. Buna bağlı olarak örgüt içerinde yardımlaşma, nezaket kurallarına uyma, centilmenlikle ilgili özelliklerin ön plana çıkması ve vicdanlı bir şekilde işini yapma durumu öne çıkmaktadır.
 Uygulama Çıkarımları: Çalışmada elde edilen verilerden hareketle işletmeler örgütsel iletişim ve örgütsel vatandaşlık algılarına olan yaklaşımlarını geliştirebilir ve örgütsel uyumun artırılmasına yönelik olarak çalışmalar yapabilirler. 
 Özgün Değer: Çalışmada örgütsel iletişim ve örgütsel vatandaşlık arasındaki ilişkide örgütsel uyumun aracılık rolü araştırılmıştır.

Psychological Ownership in Organizations: The Role of Person-Organization Fit and Consequences on Support for Change and Organizational Citizenship Behavior

This study examines the antecedent and consequences of psychological ownership, where employees develop possessive feelings towards the organization. Person-Organization Fit (PO-Fit) is required to increase psychological ownership through various organizational activities. Psychological ownership produces significant psychological, emotional, and behavioral consequences, including employees support for change and Organizational Citizenship Behavior (OCB). This study involved 210 staff from educational institutions. A total of 191 survey questionnaires were returned, and 121 were eligible. According to hierarchical regression analysis, the result indicated that PO-Fit had a positive effect on psychological ownership (?=0.42, t=4.81), psychological ownership had a positive effect on support for change (?=0.26, t=4.01) and OCB (?=0.21, t=3.12). The study concluded that psychological ownership is necessary to support positive organizational behavior.

Relationship of Public Service Motivation with Organizational Commitment and Job Satisfaction: A Mediating Role of Person-Organization Fit in Afghanistan s Public Sector

Relationship of Public Service Motivation with Organizational Commitment and Job Satisfaction: A Mediating Role of Person-Organization Fit in Afghanistan s Public Sector

How Human Capital affects the Competitive Work Environment of Employer of choice Organizations: The role of Person-Organization Fit

This study examines the competitive work environment- human capital interplay, and the role of person-organization fit in this relationship. The questionnaires were distributed among employees of the ten employers of the choice brands. The analysis of the proposed model is done based on responses collected from 735 respondents. The data analysis was done by employing structural equation modeling and the Hayes process method. The results exhibit that human capital and person-organization fit positively impact the competitive work environment. The results also demonstrate that person-organization fit plays a significant moderating role in strengthening the relationship between human capital and a competitive work environment. This study proposed new dimensions and a re-arrangement of indicators of the competitive work environment. The study's uniqueness lies in the combination of human capital and person-organization fit for predicting the competitive work environment. Implications of the study are discussed, and some avenues for future research are presented.

Will Quantum Leadership Improve Employee Workplace Well-being in the Context of Epidemic Uncertainty? The Role of Person-Organization Fit and Emotional Exhaustion

Covid-19 has disrupted the normal work order of enterprises. Many employees have experienced unprecedented anxiety, torture and challenges in their physical and mental health, resulting in a decrease in their workplace well-being and job involvement. Employee workplace well-being is an important standard for healthy organizations. In the epidemic situation, it is necessary to resort to new leadership behaviors that can control uncertainty to improve employee workplace well-being. Based on the self-determination theory and the resource conservation theory, this paper discusses the influence of quantum leadership on employee workplace well-being and its transmission mechanism. Through the empirical analysis of 417 valid questionnaires during the period of resumption of work and production in Covid-19, we findthat: Quantum leadership has a significant positive effect on person-organization fit and employee workplace well-being; person-organization fit partially mediates the relationship between quantum leadership and employee workplace well-being; emotional exhaustion positively moderates the relationship between person-organization fit and employee workplace well-being, that is, when employees are in higher emotional exhaustion, the impact of person-organization fit on employee workplace well-being is stronger. This paper provides a new perspective on how to improve employee workplace well-being from the perspective of quantum leadership under the uncertain situation of epidemic. It further expands and enriches the research on the consequences of quantum leadership on the psychological influence mechanism of employees, and provides theoretical support for enterprises to improve employee workplace well-being from the aspects of cultivating quantum leadership, improving person-organization fit and eliminating employees’ emotional exhaustion in management practice.

진성 리더십이 혁신행동에 미치는 영향: 개인-조직 적합성의 매개효과와 혁신 지향 조직 분위기의 조절효과를 중심으로

진성 리더십이 혁신행동에 미치는 영향: 개인-조직 적합성의 매개효과와 혁신 지향 조직 분위기의 조절효과를 중심으로

Enhancing Employee Retention in Supervisory Support context: role of Person-Organizations Fit and Career Commitment

By using Social exchange theory (Blau, 1964) the current study examined the mediating effect of Career commitment in the relationship between Supervisory support (SS) and Employee Retention (EE) and the moderating role of Person Organization Fit in the relationship between Supervisory Support and Career Commitment. Data was collected from 264 respondents from the Banking and Telecom sector (Rawalpindi and Islamabad) of Pakistan. Banking and telecom were the new areas for the current study. Supervisory support and career commitment is the most important thing in banking and telecom. The main and for the most important object of current is to find out how the supervisor helps the employee to retain in origination. The second objective is how career commitment and person-organization fit helps to an employee in retention. The results show that supervisory support has a positive effect on employee retention and career commitment. The study further reveals that career commitment mediates the relationship between supervisory support and Employee Retention and Person Organization Fit moderates the relationship between Supervisory support and Career Commitment. The current study suggests that supervisors of banking and telecom sectors should support their subordinates to achieve their organizational goals effectively and efficiently. Person organization Fit is necessary for subordinates in organizations to complete their work and compete with their competitors.

Personality and Experience of Mobbing: Three Types of Mobbing and the Consequences at the Workplace

The study aims to investigate the relationship between neuroticism and types of mobbing. It also focuses on the interaction between three types of mobbing with employee attitudes and the role of person-organization fit in this relationship. Data was collected from 329 employees and proposed model was tested through Structural Equation Modelling. Study showed that employees high in neuroticism were more likely report person-related mobbing compared to the work related or physical mobbing. Moreover, as expected work-related mobbing was related to job satisfaction, life satisfaction and turnover intentions where person-organization fit was a mediator. By emphasizing the differences between types of mobbing, new perspectives on how to deal with mobbing at workplace will be explored. New interventions would be developed by focusing the differences between various mobbing experiences in the organizations.

Perceived overqualification and peer-to-peer interactions: The role of person-organization fit

In this study, we examine implications of perceived overqualification for employee-coworker interactions. We predicted that perceptions of overqualification would be related to emergence of employe...

Sales Control Systems and Behavioral Responses : Mediating Role of Regulatory Focus and Moderating Role of P-O Fit

Built on regulatory focus theory, this article develops a research model proposing the relationship between management controls (outcome, activity and capability), sales employees’ prevention and promotion focus and their behavioral responses (feedback seeking from different sources and relationship investment). The model also suggests that salesperson perceived organizational fit (P-O fit) contributes by influencing the situational self-regulatory mechanism based on regulatory fit theory. To analyze the data, a structural equation model procedure using LISREL 8.5 was employed. To access the potential common method bias, the MV” marker method was applied using a scale theoretically unrelated to at least one scale in the analysis as the MV marker. The results showed that the greater the salesperson’s perceived activity control system, the greater the extent of employee prevention focus. The findings also showed that output control and capability control system are positively related to the promotion focus of salespeople. Salespeople’s prevention focus relates negatively to the relational investment and positively to organization feedback seeking. The results indicate that salespeople who have promotion focus exhibit the predicted positive influence on their relationship investment. A significant contribution of this research framework is suggesting salesperson regulatory focus as a mediator and its’ effects on different types of sales-related behaviors. The author suggests that the motivational orientations of salespeople play key roles in shaping feedback seeking behaviors from different sources; broadly, that employees with a promotion focus will be more sensitive to customers’ feedback, and employees with a prevention focus will seek more feedback from the organization. Furthermore, salespeople with a promotion focus will invest more resources to build relationships with customers than salespeople with a prevention focus. This research also explains the moderating role of person-organization fit on the effect of salespeople’s regulatory focus and behavioral responses based on regulatory fit theory

Gender Diversity and Team Outcomes: Moderating Role of PO fit and PJ fit

This study examined the effects of gender diversity on team outcomes and moderating effects of person-organization (PO) fit and person-job (PJ) fit on the gender diversity-team outcomes relationshi...

Relação das práticas de responsabilidade social interna nas organizações com a satisfação no trabalho e as intenções de saída: O papel mediador do ajustamento pessoa-organização

A presente investigação teve como objectivo compreender o impacto das percepções de responsabilidade social das empresas (RSE) interna nos níveis de satisfação no trabalho (ST) e intenções de saída (IS) dos colaboradores, bem como clarificar o papel da variável ajustamento pessoa-organização (P-O Fit) nas relações anteriores. Visando testar o impacto das percepções de RSE interna na ST e IS, bem como o efeito mediador do P-O Fit, e tendo por base uma amostra de 422 colaboradores de 20 empresas do sector industrial português, foram conduzidas análises de regressão hierárquicas, em alinhamento com o procedimento de Baron e Kenny (1986). Os resultados indicam a RSE interna como preditora de ambas as variáveis (satisfação no trabalho e intenções de saída) e que o P-O Fit medeia parcialmente o impacto das percepções de RSE interna na satisfação no trabalho.