Does Person-Organization Fit Mediate the Relationship between Affect-Based Work Antecedents and Public Employee Job Satisfaction?

Abstract

In this study we investigate whether person-organization fit mediates the relationship between affect-based work antecedents—specifically, transformational leadership and role clarity—and public employee job satisfaction. We hypothesize that transformational leadership and role clarity, as joint affect-based work antecedents, will trigger the effect of value congruence on job satisfaction in public organizations. Using a viewpoint survey of South Korean government officials, we estimate structural equation models to test this hypothesis. Our findings indicate that person-organization fit does mediate the relationship between transformational leadership and job satisfaction. However, we also find that the mediating effect of person-organization fit on the relationship between role clarity and job satisfaction is not significant. This study contributes to our understanding of how affect-based work experiences can influence the person-organization fit and job satisfaction relationship. Implications are discussed accordingly.

The effects of knowledge sharing and person–organization fit on the relationship between transformational leadership on innovative work behavior

“…TL is found to positively affect POF, as indicated by a positive path coefficient value of 0.752 (T-stat ¼ 24.095, P ¼ 0.000). This result is in accordance with studies conducted by Raja et al (2018) and Lim et al (2019), who also found that TL has a positive effect on POF. According to Raja et al (2018), Transformational leaders are seen by their followers as trustworthy individuals who can provide support to create a feeling of security and comfort that allows employees to better adjust to an organization.…”

“…This result is in accordance with studies conducted by Raja et al. (2018) and Lim et al. (2019) , who also found that TL has a positive effect on POF.…”

“…According to Lim et al (2019), the positive influence of TL is due to managers articulating and conveying values that are visionary, appealing, and congruent with employees' values. The teachers in this study feel that leaders can articulate a clear vision and mission, as shown by the responses to items stated in the descriptor (Table 2).…”

“…This leads us to the following hypotheses: As explained in the introduction, this study aims to fill the research gap regarding the role of POF and KSB as a mediating variables from TL to IWB. Previous research found that TL had a positive effect on POF (Lim et al, 2019). TL is directly in touch with employees' affective attachment to work and perceptions of the organization's vision, mission, and values (Lim et al, 2019).…”

“…Previous research found that TL had a positive effect on POF (Lim et al, 2019). TL is directly in touch with employees' affective attachment to work and perceptions of the organization's vision, mission, and values (Lim et al, 2019). Krishnan (2002) explained that TL is closely related to POF because TL focuses on personal and organizational values.…”