The Effect of Goal and Role Clarity on Innovative Behavior of Public Employees: Focusing on Moderating Effects of Person-Organization Fit and Person-Job Fit

2021 ◽  
Vol 25 (3) ◽  
pp. 193-215
Author(s):  
Dawoon Lee ◽  
Kuk-Kyoung Moon
Keyword(s):  
Role Clarity ◽  
Public Employees ◽  
Innovative Behavior ◽  
Job Fit ◽  
Moderating Effects ◽  
Person Organization Fit

scholarly journals How to Keep Sustainable Development Between Enterprises and Employees? Evaluating the Impact of Person–Organization Fit and Person–Job Fit on Innovative Behavior

2021 ◽  
Vol 12 ◽  
Author(s):  
Yuan Tang ◽  
Yun-Fei Shao ◽  
Yi-Jun Chen ◽  
Yin Ma
Keyword(s):  
Job Satisfaction ◽  
Sustainable Development ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
High Tech ◽  
Innovative Behavior ◽  
Job Fit ◽  
Person Organization Fit ◽  
The Impact

High-tech industries often regard workers as their main source of value creation. In order to stimulate their employees' willingness to innovate and their innovative behavior and reduce the turnover intention, companies are now seeking to establish employer–employee relationships in which their employee's willingness to stay is not simply driven by extrinsic motivations. Therefore, it is an important topic in human resources for companies to implement measures that encourage employees to willingly devote themselves to their jobs and consider organizational growth as a component of their career development. This study aimed to investigate the effect of person–organization fit and person–job fit on employees' innovative behavior and turnover intention via the mediators including job satisfaction and organizational commitment. Six hundred ninety-seven employees from China's eight major high-tech industries were examined in this study, and the empirical results were analyzed using partial least squares. Based on the results, it is suggested that the person–organization fit and person–job fit are both crucial factors affecting employees' job satisfaction and organizational commitment, which, in turn, increase employees' willingness to innovate in their jobs and reduce their turnover intentions. Furthermore, this study could serve as a reference for companies in selecting employees, promoting job satisfaction, and developing strategies for sustainable development.

scholarly journals The Relationship between Person Organization Fit, Person-Job-Fit and Turnover Intention in Banking Sector of Pakistan: The Mediating Role of Psychological Climate

2012 ◽  
Vol 2 (3) ◽  
pp. 172 ◽  
Author(s):  
Masoodul Hassan ◽  
Ammara Akram ◽  
Sana Naz
Keyword(s):  
Organizational Behavior ◽  
Turnover Intention ◽  
Banking Sector ◽  
Negative Relationship ◽  
Psychological Climate ◽  
Job Fit ◽  
Mediating Role ◽  
Person Organization Fit ◽  
The Impact ◽  
The Relationship

In last few decades, employees’ job related attitudes and behaviors have remained topics of considerable interest in the fields of organizational behavior and human resource management. This study aims to explore the impact of person-organization-fit and person-job-fit on employee turnover intention while considering psychological climate as a mediating variable. Sample for this research is consisted of 260 employees from top five commercial banks of large cities of Pakistan. SPSS 17 is used for analyzing the data. Correlation and regression analysis is used to test the direct and mediating relationship between key variables. Results indicate that both person-organization-fit and person-job-fit have negative relationship with turnover intention. Psychological climate partially mediates the relationship between person-organization-fit and turnover intention while fully mediates the relationship between person-job-fit and turnover intention.

scholarly journals Person-environment fit as a parsimonious framework to explain workplace bullying

2020 ◽  
Vol 35 (5) ◽  
pp. 317-332
Author(s):  
Katrien Vandevelde ◽  
Elfi Baillien ◽  
Guy Notelaers
Keyword(s):  
Structural Equation ◽  
Workplace Bullying ◽  
Future Research ◽  
Job Fit ◽  
Societal Costs ◽  
Content Type ◽  
Person Environment Fit ◽  
Explained Variance ◽  
Causal Nature ◽  
Person Organization Fit

PurposeThis study tested whether person-job fit (PJ-fit), person-group fit (PG-fit) and person-organization fit (PO-fit) relate to exposure to and enactment of workplace bullying (WB), mediated by strain and conflict.Design/methodology/approachData from 1,077 employees were analysed using multiple mediator structural equation modelling (Mplus 8.0).FindingsPJ-fit, PG-fit and PO-fit all related to WB. PG-fit accounted for most explained variance. PJ-fit, PG-fit and PO-fit related to bullying through strain; only PG-fit also related to bullying through conflict.Research limitations/implicationsPE-fit is valuable to parsimoniously investigate WB's multi-causal nature; and strain and conflict partially explain the associations. Future research may shed more light on the direction of these effects.Practical implicationsSo far, scholars assumed that job design prevents WB (work-environment hypothesis). This study revealed that prevention should also focus on the fit between employee and group/organization.Social implicationsWB has high societal costs. The authors introduce a new angle to WB prevention. To counteract WB, practitioners should also look at PJ-fit, PG-fit and PO-fit. This is not only important for recruitment, but also for tenured employees (e.g. because of changes in employees' needs, the job, the group or the organization).Originality/valueThis study was the first to investigate the multi-causal nature of both WB exposure and enactment, by applying the lens of PE-fit, and testing explanatory mechanisms.

scholarly journals INNOVATIVE WORK BEHAVIOUR: AN INTEGRATIVE INVESTIGATION OF PERSON-JOB FIT, PERSON-ORGANIZATION FIT, AND PERSON-GROUP FIT

2020 ◽  
Vol 21 (1) ◽  
pp. 39-47
Author(s):  
Emiliana Sri Pudjiarti ◽  
Prihatin Tiyanto Priagung Hutomo
Keyword(s):  
Job Performance ◽  
Cultural Values ◽  
Structural Equation ◽  
Selection Process ◽  
Work Organization ◽  
Work Behavior ◽  
Job Fit ◽  
Individual Values ◽  
Innovative Work ◽  
Person Organization Fit

In relation to the problem of SME productivity, it is necessary to investigate whether there is a problem of mismatch between workers and work and groups and corporate cultural values. This study aims to analyze whether the concept of innovative work behavior can mediate the relationship of person-job fit, person-organization fit and person-group fit to job performance. The study was conducted in the metal SME industry in Tegal Regency, with 256 respondents. Data collection tools use questionnaires and interviews. Data analysis is done with a structural equation model. Based on the results of the analysis, there is a positive relationship between variables. This illustrates that the challenges of SMEs in the future are to maintain the best human resources to remain committed to the organization. In maintaining its existence, alignment of individual values with work, organization and groups is the best tool to achieve goals through innovative changes in employee behavior, and also to lay a solid foundation in the recruitment and selection process of new employees that have the potential to increase job performance.

scholarly journals EFEITO MEDIADOR DO PERSON-ORGANIZATION FIT NA RELAÇÃO ENTRE PRÁTICAS DE GESTÃO DAS RELAÇÕES INTERPESSOAIS E ÍNDICES DE TURNOVER

2020 ◽  
Vol 13 (2) ◽  
Author(s):  
Danielle Deimling De Carli ◽  
Jucelia Appio Frizon
Keyword(s):  
Job Fit ◽  
Person Environment Fit ◽  
Person Organization Fit

Este trabalho analisa se o ajuste Person-Environment Fit tem efeito mediador na relação entre as Práticas de Gestão das Relações Interpessoais e Índices de Turnover dos funcionários nas “Melhores Empresas para trabalhar” no Brasil em 2017. O presente estudo tem abordagem quantitativa de caráter descritivo com corte transversal. Os dados, de ordem secundária, foram fornecidos pela Fundação Instituto de Administração (FIA). Utilizou-se dados de 456 empresas para análise das Práticas de Gestão das Relações Interpessoais e índices de Turnover e das percepções de 250.273 funcionários para os Índices de Qualidade no Ambiente de Trabalho (IQTA). Para efeito de teste do modelo procedeu-se regressão linear, seguido dos testes de Sobel, Aroian e Goodman para efeito de mediação. Organizadas a variável dependente, independente e mediadoras, avaliou-se se o conjunto das Práticas das Relações Interpessoais afetam os índices de Turnover das organizações pesquisadas e tal relação foi confirmada (H1), sendo que quanto maior a incidência destas práticas, menores os índices de Turnover. Constatou-se em seguida que a existência de Práticas de Gestão das Relações Interpessoais impactam no Person-Environment Fit em suas quatro dimensões (H2a, H2b, H2c e H2d). No entanto, com relação ao efeito de mediação das dimensões da variável Person-Environment Fit entre o conjunto das Práticas das Relações Interpessoais e os indicadores de Turnover identificou-se que somente Person-Organization Fit (H3a) pode ser considerada mediadora, rejeitando mediação das variáveis Person-Job FIT (H3b); Person-Group FIT (H3c) e Person-Supervisor Fit (H3d). Limitações e sugestões para futuros trabalhos são apresentados no encerramento deste artigo. 

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