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Article
Publication date: 4 July 2016

Pei Chen, Paul Sparrow and Cary Cooper

Drawing upon the theory of conservation of resources to argue the importance of job stress as an important variable that mediates the person-organization (P-O) fit-job…

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6508

Abstract

Purpose

Drawing upon the theory of conservation of resources to argue the importance of job stress as an important variable that mediates the person-organization (P-O) fit-job satisfaction relationship, and supervisor support as an important moderating variable that moderates the relationship between P-O fit and job stress, the purpose of this paper is to test a moderated mediation model.

Design/methodology/approach

Data were collected from 225 employees in 12 catering service organizations in Beijing. An integrated mediation and moderation model was evaluated.

Findings

The study illustrates both some new mechanisms and the boundary conditions between P-O fit and job satisfaction. Job stress mediates the relationships between P-O fit and job satisfaction; supervisor support moderates the linkage of P-O fit, job stress, and job satisfaction. The corresponding moderated mediation model was supported.

Research limitations/implications

The question of causality cannot be determined because of the cross-sectional research design; self-report is a necessary strategy for the assessment of subjects’ appraisals. However, it requires some caution in interpreting the results.

Practical implications

The findings offer a better understanding of the way P-O fit is able to affect job satisfaction. Actions designed to promote P-O fit may be useful in reducing employees’ stress and result in higher job satisfaction. To enhance the relationships between P-O fit and employees’ job satisfaction through supervisor support, supervisors should develop a positive form of reciprocation by helping employees to solve the real problem they are facing.

Originality/value

No previous studies have investigated influencing factors of employees’ satisfaction from the perspective of individual and organizational interfaces.

Details

Journal of Managerial Psychology, vol. 31 no. 5
Type: Research Article
ISSN: 0268-3946

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Article
Publication date: 2 September 2014

Jaewon (Jay) Yoo, Todd J. Arnold and Gary L. Frankwick

The purpose of this model is to explain how person – organization fit (P – O fit) and competitive intensity, conceptualized as a job resource and a job demand…

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1512

Abstract

Purpose

The purpose of this model is to explain how person – organization fit (P – O fit) and competitive intensity, conceptualized as a job resource and a job demand, respectively, ultimately affect the development of frontline employee boundary-spanning behavior (BSB).

Design/methodology/approach

A survey methodology was used in collecting data from a sample of bank employees in South Korea. To analyze the data, a structural equation model procedure using LISREL 8.5 was used (Jöreskog and Sörbom, 1996).

Findings

Results suggest that a frontline employee’s P – O fit decreases emotional exhaustion and increases achievement-striving motivation. Competitive intensity significantly reduces achievement-striving motivation. Results also show that competitive intensity significantly attenuates the positive relationship between P – O fit and employee achievement-striving motivation, highlighting the importance of contextual industry stressors upon internal organizational behaviors. Both emotional exhaustion and achievement-striving motivation are found to ultimately affect BSBs except for the link between emotional exhaustion and service delivery.

Originality/value

The current study applies the job-demands resources model to demonstrate how both an externally initiated job demand (competitive intensity) and an internally oriented job resource (person – organization fit) influence employee experience of emotional exhaustion and achievement-striving motivation. Interaction effects of P – O fit and competitive intensity on employee’s psychological states (emotional exhaustion and achievement-striving motivation) are also examined. Further, it is demonstrated that both emotional exhaustion and achievement-striving motivation will directly influence service employee boundary-spanning behaviors, but in differential manners. This highlights the importance of exhaustion and motivation as mediators for the ultimate effect of a job resource (P – O fit), answering a call for such understanding of the developmental process for BSBs (Podsakoff et al., 2000). This is the first empirical study to link both internal and external elements to illuminate the process for developing job demands and resources, as well as boundary spanning behaviors.

Details

European Journal of Marketing, vol. 48 no. 9/10
Type: Research Article
ISSN: 0309-0566

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Article
Publication date: 14 May 2018

Usman Raja, Dave Bouckenooghe, Fauzia Syed and Saima Naseer

Using social identity theory, the authors hypothesize that transformational leadership (TL) leads to better person-organization fit (P-O fit), which in turn contributes to…

Abstract

Purpose

Using social identity theory, the authors hypothesize that transformational leadership (TL) leads to better person-organization fit (P-O fit), which in turn contributes to the emergence of organizational social capital (i.e. OSC). Furthermore, the authors suggest that the relationship between P-O fit and OSC is contingent upon the level of TL. The paper aims to discuss these issues.

Design/methodology/approach

Field study data were used to test the hypotheses. In total, 336 employees from eight different service sector organizations in Pakistan participated in this study. Hierarchical linear modeling was used to analyze the data.

Findings

In support of the hypotheses, the authors found that TL was positively related to both P-O fit and OSC. Also, P-O fit mediated the TL-OSC relationship. Finally, TL moderated the relationship between P-O fit and OSC.

Research limitations/implications

Cross-sectional data were collected through self-reports, which raises concerns of reporting bias.

Practical implications

Managers can benefit from the study by focusing on TL as a vehicle for not only achieving change, but also for creating an environment that facilitates better P-O fit and enhanced OSC.

Social implications

This study provided a rare opportunity to examine the proposed relationships in a developing country. This enhances our insight into the efficacy of theories that have been mainly developed and tested in developed countries.

Originality/value

Previous research hypothesized P-O fit as a mediator between leadership and performance, yet failed to receive support. The current study is unique by demonstrating that TL, as a relational leadership style, contributes to building an important resource (OSC) through the mediating effect of P-O fit.

Details

Personnel Review, vol. 47 no. 4
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 1 May 2009

Mohamed H. Behery

The aim of this paper is to examine the mediation effect of the psychological contract (PC) on the relationship between person–organization (P‐O) fit, person–job (P‐J) fit

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3767

Abstract

Purpose

The aim of this paper is to examine the mediation effect of the psychological contract (PC) on the relationship between person–organization (P‐O) fit, person–job (P‐J) fit and affective commitment to the organization (organizational affective commitment or OAC).

Design/methodology/approach

The empirical data for the study were collected using self‐administered questionnaires with 960 participants from 16 large companies in the UAE. Respondents were asked to provide their perceptions of the main concepts used in the study.

Findings

The results indicate that P‐O fit and P‐J fit were positively related to the OAC. In addition, the PC was found to be a partial mediator between P‐O fit, P‐J fit and OAC.

Research limitations/implications

The findings imply that managers should take into consideration the P‐O fit when selecting new employees.

Originality/value

Since little is known about the process by which UAE organizations promote the P‐J fit, P‐O fit or OAC, this article contribute to the literature by examining HRM practices in a non‐western, cross‐cultural context.

Details

Cross Cultural Management: An International Journal, vol. 16 no. 2
Type: Research Article
ISSN: 1352-7606

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Article
Publication date: 8 February 2011

Martha C. Andrews, Thomas Baker and Tammy G. Hunt

This study seeks to explore the relationship between corporate ethical values and person‐organization fit (P‐O fit) and the effects on organization commitment and job…

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6481

Abstract

Purpose

This study seeks to explore the relationship between corporate ethical values and person‐organization fit (P‐O fit) and the effects on organization commitment and job satisfaction. Further, it aims to examine the construct of moral intensity as a moderator of the P‐O fit‐commitment relationship as well as the P‐O fit‐job satisfaction relationship.

Design/methodology/approach

Using a sample of 489 members of the National Purchasing Association in the USA, a structural model was examined in which it was hypothesized that corporate ethical values would be positively related to person‐organization fit and P‐O fit in turn would be positively related to commitment and job satisfaction. It was further hypothesized that the outcomes associated with P‐O fit would be moderated by moral intensity such that high moral intensity would strengthen the P‐O fit outcomes relationships.

Findings

All of the hypotheses were supported.

Research limitations/implications

All data stem from one data source, introducing the possibility of mono‐source bias. Additionally, all scales use self‐reports, introducing the possibility of mono‐method bias.

Practical implications

These results highlight the importance of corporate ethical values and moral intensity in building and maintaining an ethical and committed workforce.

Originality/value

The findings of this study contribute to the ethics and P‐O fit literature by establishing a link between corporate ethical values and P‐O fit. It further construes moral intensity as a subjective variable based on the perceiver rather than an objective characteristic of ethical issues. Moral intensity was found to strengthen the relationships between P‐O fit and satisfaction and P‐O fit and commitment.

Details

Leadership & Organization Development Journal, vol. 32 no. 1
Type: Research Article
ISSN: 0143-7739

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Article
Publication date: 7 October 2013

Wan-Yu Chen, Mei-Ling Wang and Bi-Fen Hsu

Human resource management may have great distinctions in different cultural contexts; past researches have increasingly discovered the differences between Eastern and…

Abstract

Purpose

Human resource management may have great distinctions in different cultural contexts; past researches have increasingly discovered the differences between Eastern and Western perspectives. For employee selection, Chinese bosses usually employ acquaintances and relative bases on accumulated favors and relationship intensity in Chinese society. This study aims to investigate the relative importance of P-J fit, P-O fit and guanxi when Chinese recruiters judge the qualifications of job applicants.

Design/methodology/approach

To test the hypotheses in this paper, the authors use a policy capturing methodology that is widely used for analyses of human judgment and decision making. This design enables the authors to infer the way managers integrate different indices of selection in making decisions. During the period of time, the study was running, 95 participants with hiring experience in Chinese regions completed the task, and they were from several industries for the generalization of this study.

Findings

The results indicate that P-J fit, P-O fit and guanxi all have a unique impact on manager's hiring decisions in Chinese society, and P-J fit is weighted more heavily than P-O fit and guanxi.

Originality/value

This is the first study that integrates the Eastern and the Western perspectives, supplements the gap between selection and fit theory in the West and proves that P-J fit, P-O fit and Chinese guanxi all have individual influence on hiring decisions. “Guanxi” is the key factor that has great impact on the process of hiring decisions in Chinese societies compared with Western organizations.

Details

Journal of Technology Management in China, vol. 8 no. 3
Type: Research Article
ISSN: 1746-8779

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Article
Publication date: 6 March 2017

Bilal Afsar and Yuosre Badir

Synthesizing theories of innovative work behavior, workplace spirituality and person-organization (P-O) fit, this paper aims to build and test a theoretical model linking…

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3599

Abstract

Purpose

Synthesizing theories of innovative work behavior, workplace spirituality and person-organization (P-O) fit, this paper aims to build and test a theoretical model linking workplace spirituality, perceived organizational support (POS) and innovative work behavior via P-O fit. This study examined the mediating effect of P-O fit on the relationship of workplace spirituality and POS with innovative work behavior (IWB).

Design/methodology/approach

A sample of 434 employees and 59 supervisors from five leading hotels of China was used for this study.

Findings

This study found that workplace spirituality and POS both positively affected P-O fit. Workplace spirituality, P-O fit and POS positively influenced innovative work behavior. P-O fit acted as a partial mediator between workplace spirituality and IWB and between POS and IWB.

Originality/value

This study has tested the effect of workplace spirituality as an antecedent of innovative work behavior for the first time.

Details

Journal of Workplace Learning, vol. 29 no. 2
Type: Research Article
ISSN: 1366-5626

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Article
Publication date: 12 October 2015

Leonardo Blanco dos Santos and Silvia Marcia Russi De Domenico

– The purpose of this paper is to propose a research agenda on person-organization fit (P-O fit).

Abstract

Purpose

The purpose of this paper is to propose a research agenda on person-organization fit (P-O fit).

Design/methodology/approach

A systematic review of the literature from a bibliometric perspective is performed. All documents indexed in the Scopus database with the term “person-organization fit” in the title were mapped.

Findings

An increasing interest in P-O fit since the 1990s is observed. Amy L. Kristof-Brown, affiliated to the University of Iowa, is the most productive author. All empirical studies from our sample used quantitative methodology and non-probabilistic sample, and 85.9 per cent of them were cross-sectional. The similarity conceptualization of P-O fit and the perceived fit perspective have been adopted more often. Job satisfaction, intention to leave and organizational commitment are the most studied outcomes of P-O fit.

Research limitations/implications

By offering a general view of the production on P-O fit, the paper may be valuable not only for those who aim to start researching on the field, but also for practitioners who may benefit from an overview of the field to evaluate interventions to increase the fit between employees and organizations. Noticing the absence of publications from Latin America, and taking into account the positive outcomes of P-O fit to individuals and organizations, this paper aims to stimulate researchers from this region to develop research on P-O fit.

Originality/value

Original insights for future research are presented: The need for qualitative studies to understand the individual perception of fit; the study of complementary P-O fit from a needs–supplies perspective; and the need to consider the multi-dimensionality of constructs that are taken as content of fit, which may offer a possible answer to Van Vianen’s (2001) claim about the “value of fit”.

Details

European Business Review, vol. 27 no. 6
Type: Research Article
ISSN: 0955-534X

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Article
Publication date: 12 July 2011

Fatma Nur Iplik, Kemal Can Kilic and Azmi Yalcin

The purpose of this research is to examine the simultaneous effects of person‐organization (P‐O) and person‐job (P‐J) fit on job attitudes of five star hotels' managers in Turkey.

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3756

Abstract

Purpose

The purpose of this research is to examine the simultaneous effects of person‐organization (P‐O) and person‐job (P‐J) fit on job attitudes of five star hotels' managers in Turkey.

Design/methodology/approach

Data were collected from managers of five star hotels via a web‐based questionnaire. According to the data of Ministry of Culture and Tourism, Turkey has 299 ministry licensed five star hotels. Of the 299 hotel managers, 158 (52.8 percent) have participated in the research. Correlation and regression analyses were used to test the predicted relationships.

Findings

The findings in this paper indicate that P‐O/P‐J fit positively related to organizational commitment, job motivation and job satisfaction, and according to correlation analyses results, negatively related to organizational stress level of hotel managers.

Research limitations/implications

The findings contribute to an improved understanding of the influence of P‐O and P‐J fit on job attitudes of hotel managers. Results may not generalize to other cultural or national contexts.

Originality/value

Most past research has assessed only one type of fit, without controlling for the other. This paper has contributed to the literature by investigating the combined effects of P‐O and P‐J fit on organizational commitment, job motivation, job satisfaction, and organizational stress of managers in a five star hotel context. Managerial and theoretical implications of research findings are also discussed. This paper contributes to the literature by being one of the first to examine the effects of two different types of person‐environment fit on job attitudes of Turkish hotels' managers.

Details

International Journal of Contemporary Hospitality Management, vol. 23 no. 5
Type: Research Article
ISSN: 0959-6119

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Article
Publication date: 14 August 2009

Victoria Bellou

Realizing the importance of value congruence between employees and organizations, the purpose of this paper is to examine the impact of person‐organization (P‐O) fit on…

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1792

Abstract

Purpose

Realizing the importance of value congruence between employees and organizations, the purpose of this paper is to examine the impact of person‐organization (P‐O) fit on employee behavior through the exit, voice, loyalty, and neglect typology within the Greek public sector. Furthermore, it tests the mediating role of job satisfaction on these relationships.

Design/methodology/approach

The study took place in all three public hospitals located in a major Greek city, where 125 usable questionnaires are gathered. The statistical analyses include descriptive statistics and stepwise regression analyses.

Findings

Evidence from the private sector in the field of P‐O is transferable, at least to some extent, to the public sector, as the level of P‐O fit increases loyalty and reduces neglect. However, job satisfaction mediates the relationship only between P‐O fit and loyalty.

Practical implications

In an era that a major goal for both private and public organizations is to maximize performance ensuring a compatible workforce is an imperative. It is thus highly important that human resource management policies and practices are decentralized, to allow public organizations meet economic and social challenges.

Originality/value

The added value of the present paper lies in the fact that the factors related to the setting and the individual are decisive for the impact that P‐O fit has on employee responses.

Details

Employee Relations, vol. 31 no. 5
Type: Research Article
ISSN: 0142-5455

Keywords

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