Linking Person-Job Fit To Employees’ Retention: The Mediating Role of Work Engagement

Norasyikin, Siti; Hamid, Abdul; Yahya, Khulida Kirana

doi:10.15405/epsbs.2016.08.99

Cited by 5 publications

(4 citation statements)

References 20 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Studies have shown that adaptability between the individual and job has a direct effect on all aspects of work-related stress. In this regard, nurses who are psychologically empowered are able to efficiently manage work-related stress (Deniz et al, 2015;Özbas & Tel, 2016). On the other hand, nurses who do not have the ability to achieve a balance in their emotional relationship with patients and have no control over their interpersonal relationships experience a higher level of work-related stress (Saifan et al, 2019).…”

Section: Discussionmentioning

confidence: 99%

Occupational stressors in oncology nurses: A qualitative descriptive study

Soheili

Taleghani

Jokar

et al. 2021

Journal of Clinical Nursing

View full text Add to dashboard Cite

Aim and objectives: The present study aims at exploring oncology nurses' perceptions regarding work-related stressors.Background: Oncology nurses work in an environment with a high degree of stress, which can negatively affect their health. There is limited research on work-related stressors from the oncology nurses' perspective.Design: Qualitative descriptive study.Methods: Fifty-two oncology nurses were selected purposefully from eight cancer treatment centres in different cities of Iran. Data were collected through semistructured interviews and analysed using conventional content analysis. The COREQ checklist was used to document the report of the study. Results:The extracted contents were classified into four main categories. The first category involved personal ability with two subcategories (person-job fit and psychological competencies). The second category included physical environment arrangements with two subcategories (physical working conditions and equipment and facilities). The third category involved psychosocial safety in the workplace with four subcategories (creating a safe work environment, overcoming the challenges of providing care to cancer patients, work/life balance and social recognition of the nursing status). The fourth category holds an organisational context with four subcategories (organisational support, interpersonal relations, justice at work and human resources). Conclusion:It is necessary to find measures attenuating work-related stresses in oncology nurses. These measures should be in line with developing personal abilities in nurses and creating a safe environment in terms of optimising physical, psychosocial and organisational conditions. It is also important to develop programmes protecting the oncology nurses' occupational health. Relevance to clinical practice:The results of this study can help improve nursing work conditions, attenuate work-related stresses in nurses and introduce efficient interventions reducing occupational stressors.

show abstract

Section: Discussionmentioning

confidence: 99%

Occupational stressors in oncology nurses: A qualitative descriptive study

Soheili

Taleghani

Jokar

et al. 2021

Journal of Clinical Nursing

View full text Add to dashboard Cite

show abstract

“…(2014) state that, should there be a balance between individual skill and task difficulty, the employee engages with their work more deeply, and declares that time flies while working. Additionally, it is among the findings of the literature that employees with a high degree of fit with their job are more absorbed in their work (Bui et al., 2017; Enwereuzor et al., 2018; Hamid & Yahya, 2016). Especially for those individuals who feel effective and successful in their jobs, having high degrees of KSAs play a role in job absorption (Lu et al., 2014).…”

Section: Hypothesis Developmentmentioning

confidence: 99%

Work Flow Experience in the Light of Leader-Member Exchange and Person-Job Fit Theories

Küçük

2020

Psychol Rep

View full text Add to dashboard Cite

Based on the positive psychology approach, the present study claims that Leader-Member Exchange Theory and Person-Job Fit Theory could be significant antecedents of flow experience in the workplace, as individuals living in the 21st century spend most of their lives at work. Flow experience is a source of high motivation for employees in terms of both cognitive and emotional functions. Therefore, the concept can cause many psychological states of well-being, such as having fun, feeling happy, or optimism. For this reason, it is quite important for the organizational behavior discipline to define the concept in detail and to focus on possible antecedents. In accordance with this purpose, a cross-sectional research study has been performed in Turkey with the participation of 711 white-collar employees from various companies in the service sector in Istanbul, Turkey. The findings of the research show that high quality manager–employee relationships had significant positive impacts on employees’ flow experience (β = 0,801; t = 35,664; p = ,000). In addition, a good match between person and job had significant positive impacts on employees’ flow experience (β = 0,559; t = 17,968; p = ,000). Thus, the proposed hypothesis 1 and hypothesis 2 of the study were supported. The results indicated that leader-member exchange and person-job fit are antecedents of flow experience in the workplace (p < 0,05). In the present study, all study variables are reviewed and the possible relationships among the study variables are discussed in the literature review part. Finally, the implications of the study for both the individual and the organization are presented in the conclusion and discussion section.

show abstract

“…A high level of P-J fit positively contributes to job satisfaction/motivation level, job performance, employee retention, work engagement, and employee well-being (Edwards, 1991;Lee, Kim, 2020;Wu et al, www.orgpsyjournal.hse.ru 2020). Employees with high P-J fit are more confident in executing their new ideas (John, Hin, 2015) and performing their jobs with lesser number of mistakes (Hamid, Yahya, 2016) because of the necessary knowledge, skills, and abilities for completing the jobs (June et al, 2013). Moreover, when there is a good match between a person and a job, the training efficiency is higher and the trainees will become higher-valued assets for an organization (Bhat, Rainayee, 2016).…”

Section: Introductionmentioning

confidence: 99%

The mediating role of job satisfaction and work engagement in the relationship between self-reported person-job fit and job performance

Lee¹,

Tan²,

Krishnan³

2022

OrgPsy

View full text Add to dashboard Cite

Purpose. Identifying the right people for the right jobs is crucial to maximizing employees’ job performance. Although the literature has consistently found a positive relationship between person-job-fit (P-J fit) and job performance, little attention has been given to the underlying mechanisms of the relationship. The present study proposed a parallel mediation model to investigate the hypothetical mediating roles of job satisfaction and work engagement in the relationship between self-reported P-J fit and job performance. Methodology. A total of 361 employees from the service sectors across multiple organizations in Malaysia answered the P-J fit scale, Job Satisfaction Survey, Utrecht Work Engagement Scale, and Individual Work Performance Questionnaire. Findings. Pearson correlation analysis showed that all the four variables were positively related to each other. Mediation analysis using the PROCESS macro found that P-J fit is indirectly associated with job performance through work engagement but not job satisfaction. Further analysis, however, supported the mediating role of job satisfaction when work engagement was controlled. Implications for practice. The findings indicate that work engagement playsa stronger role than job satisfaction. Employees with a better fit for the job are more engaged in their jobs, and that the high levels of work engagement would in turn positively relate to job performance. Value of the results. Organizations may consider improving the levels of work engagement of employees or lowering the factors that reduce the levels of work engagement to improve the job performance of employees with high P-J fit.

show abstract

Linking Person-Job Fit To Employees’ Retention: The Mediating Role of Work Engagement

Cited by 5 publications

References 20 publications

Occupational stressors in oncology nurses: A qualitative descriptive study

Occupational stressors in oncology nurses: A qualitative descriptive study

Work Flow Experience in the Light of Leader-Member Exchange and Person-Job Fit Theories

The mediating role of job satisfaction and work engagement in the relationship between self-reported person-job fit and job performance

Contact Info

Product

Resources

About