Personal-Organizational Value Congruence as a Mediator Between Personality and Employee Attitudes

Abstract

The purpose of this chapter was to examine the role of personal-organizational value congruence as a mediator between personality (neuroticism and extraversion) and employee atitudes (job satisfaction, life satisfaction and turnover intentions). Three hundred and twenty employees participated in the study (171 female and 149 male). A model generated in this study was tested using SEM in AMOS 21.0. Results showed that neuroticism and extraversion were related to personal-organizational value congruence. Moreover, value congruence was a full mediator between personality dimensions and employee atitudes (job satisfaction, life satisfaction and turnover intentions). Only partial mediation was found between neuroticism and life satisfaction. The results underlined two important factors: (1) inluence of personality on perceptions of value congruence and (2) value congruence acts like a mediator between personality and employee atitudes.

The roles of internal marketing and person-organization fit in hospitality employees’ life satisfaction: an integration of work and nonwork domains

“…Delving further into the spillover phenomenon, the present study revealed that personorganization fit acts as a mediator linking internal marketing to both work (job satisfaction and job performance) and nonwork outcomes (life satisfaction). Thus, our study confirmed the previous findings on the roles of internal marketing in raising person-organization fit (Boukis and Gounaris, 2014), which, in turn, stimulates job satisfaction, job performance and life satisfaction (Ampofo et al, 2017;Uysal-Irak, 2017). The full mediation of person-organization fit between internal marketing and life satisfaction suggests that internal marketing has a multistage effect, first on the work domain, then spilling over to the life domain.…”

“…Thus, our study confirmed the previous findings on the roles of internal marketing in raising person-organization fit (Boukis and Gounaris, 2014), which, in turn, stimulates job satisfaction, job performance and life satisfaction (Ampofo et al. , 2017; Uysal-Irak, 2017). The full mediation of person-organization fit between internal marketing and life satisfaction suggests that internal marketing has a multistage effect, first on the work domain, then spilling over to the life domain.…”

Investigating the impact of person-organization fit on employee well-being in uncertain conditions: a study in three central European countries

“…When there is a strong person-organization fit, individuals feel respected, satisfied, committed and loyal to the organization (Yusliza et al ., 2021). Uysal-Irak (2017) demonstrated that alignment between individual and organizational values motivates employees to actively engage in their work and experience higher job satisfaction (Thai et al ., 2023). However, limited and unknown evidence exists regarding how person-organization fit specifically influences employee well-being, which comprises life well-being, workplace well-being and psychological well-being.…”