An Empirical Study on the Impact of Person–Organization Fit on Organizational Effectiveness

Zhu, Qingsong; Chen, Jiong; Ynami, Nicholas Martin; Feng, Yunhe

doi:10.1007/978-3-642-55182-6_42

Cited by 1 publication

(1 citation statement)

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“…The antecedent variables include human resource management practices [5][6][7], job and career choices [8,9], performance [10], and socialization tactics [11], whilst the outcome variables include job satisfaction, organizational commitment, organizational citizenship behavior, career success, tenure and turnover rates [5,6,[12][13][14][15][16][17][18][19][20][21]. Although the results of the prior studies generally confirm that better P-O fit leads to enhanced organizational commitment and job satisfaction, as well as lower turnover rates, very little research has been undertaken examining P-O fit as a moderator of the relationship between the study variables [1].…”

Section: Introductionmentioning

confidence: 99%

Person-Organization Fit and the Attitude of Medical Staff: Professionalism and Work Attitude in a Chinese Hospital

Chiu¹,

Chang

Wei

2016

Review Pub Administration Manag

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Purposes: Physicians and administrative staffs have different obligations; physicians can have different philosophy and value systems from that of administrative staffs. Therefore, the purposes of this study are: (1) to determine the ways in which the congruence or divergence of values impact upon employee attitudes; and (2) to investigate the moderating role of professionalism in the physicians' work values.Method: Total of 86 questionnaires was gathered from physicians and staff. This study used previous design developed by Chiu in Taiwan. Polynomial regression was used for multi-dimension value congruence effects. Result:The fit between actual and desired values does not necessarily lead to higher levels of job satisfaction and organizational commitment. The moderating effect of professionalism on fit and attitude only applied to 'personal respect' and job satisfaction, plus fit on 'profit orientation' and organizational commitment. Conclusion:Any future research in this area should attempt to include other possible intervening variables in the relationship of fit to values and attitude. It is proposed that the hospital should adopt an appropriate competitive strategy that might enable it to achieve a fair compensation system and reasonable profit, and thereby ensure that it can retain the services of its attending physicians.

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