The impact of person-job fit and person-organization fit on OCB

Abstract

Purpose – Drawing upon the social exchange theory and empowerment theory, the purpose of this paper is to investigate the effect of perceived person-environment fit on organisational citizenship behaviour (OCB). Furthermore, this study assesses the roles of organisational commitment and psychological empowerment (PE) in this relationship. Design/methodology/approach – Respondents of this study were employees of the Iran Northeast Gas Transfer Company. Data were collected through conducting a survey on 500 employees, of which 412 questionnaires were used for further analysis. Confirmatory factor analysis, structural equation modelling, Baron and Kenny's (1986) procedure for examining mediator effect, and finally Zhao and Cavusgil's (2006) technique of evaluating moderator effect were utilised for the analyses. Findings – Results indicated that organisational commitment acts as a mediator between person-job (P-J) fit and person-organisation (P-O) fit and OCB. PE acts as a moderator between organisational commitment and OCB. Practical implications – This research has implications for approaches to human resource management in organisations. Originality/value – This study empirically synthesises the joint effect of P-O fit and P-J fit on a behavioural variable (OCB) in the social context of organisation and explains the mechanism of the effect. The pattern of relationships tested is relatively novel.

Employee-Organization Fit and Voluntary Green Behavior: A Cross-Level Model Examining the Role of Perceived Insider Status and Green Organizational Climate

“…This theory emphasizes that individuals are more likely to exhibit appropriate behaviors when they are compatible with their environments. Indeed, person-environment fit theory has been used to predict individuals' positive and discretionary behaviors [26,27]. Employee-organization fit is a type of person-environment fit occurring in an organizational setting.…”

“…Recently, scholars pointed out that employeeorganization fit can be interpreted as the psychological state formed by dynamic interactions between employees and organizations [28]. Empirically, employee-organization fit is not only a strong predictor of employee in-role behaviors (e.g., job performance and turnover [29]), but also of extra-role behavior such as organizational citizenship behavior (OCB) [26,27,30]. Since voluntary green behavior is a typical kind of OCB [7,11,13], this study expects that employee-organization fit is a potential antecedent of voluntary green behavior.…”

Impact of Person-Job Fit, Person-Organization Fit, Information Sharing and Empowerment on Organizational Commitment of Moroccan Banks Managers

“…According to Farzaneh et al (2014), the adjustment of the person to the organization (POF) entails various positive organizational results such as satisfaction and individual commitment. In their studies of 800 participants, they found that recruiting a person to optimal employment and adhering to the organization's values was significantly and positively related to organizational commitment.…”

Socio-demographic predictors of person–organization fit

“…The variables were chosen based on analyses of literature on factors affecting adaptability to various environmental demands. such phenomena as: work performance and work attitudes [3,4], turnover [5], teamwork effectiveness [6], organizational citizenship behaviors [7,8], creativity [9], stress and well-being [10]. In the theory, 2 core dimensions of P-O are distinguished: supplementary and complementary fit [11].…”