The Impact of Person-Job Fit, Person-Organization Fit on Job Satisfaction

Abstract

It has been observed in many organizations that some employees feel unsatisfied with their work, the justification behind the dissatisfaction could be due to various reasons such as skills and abilities of an employee if not match with the job or task requirements or the work assigned is not according to individual capabilities. As far as the previous studies are concerned, it is revealed that person job fit, and person organization fit have a significant positive relationship with job satisfaction. Thus, in this regard, this study was conducted to examine the relationship between person-job fit, and person-organization fit on job satisfaction. To gather the primary data, a questionnaire was adopted from previous similar published studies. The data were collected from employees working at Aspin Pharma, a pharmaceutical company in Karachi, Pakistan. The total number of study sample was 313 employees out of which 173 useable responses were employed for data analyses. In addition, this research study has adopted a descriptive survey design, and which utilized primary data to obtain information on the study variables. The method of the research is mono method, and the examination of the study is based in quantitative research through descriptive statistics to measure the multi-dimension of employee satisfaction, person job fit, and person organization fit. To conclude, the result reveals that Person Job Fit as well as Person Organization Fit have a significant relationship with job satisfaction. The study findings will be useful for managerial decision makers to improve person job and organization fit dimensions in their organization to enhance employee satisfaction and work productivity.

Linking Service-oriented High-Performance Work Practices Bundle with Person-job Fit, Person Organization Fit and Affective Commitment: A Parallel Mediation Analysis

“…Likewise, number of other OB theorists have talked in favor of the above stated interrelationship. Similarly, Research conducted by (Hussain et al, 2017;Shah & Ayub, 2021) have found a positive relationship between person job and organization fit, with that of employees firms commitment. Similarly, (Jin et al, 2018;Tao, 2018) have talked in favor of increased affective commitment of employees in presence of their fit with both the firm, and the job they perform.…”

The Effect of Person-Job Fit on Employee Performance Through Job Satisfaction as an Intervening Variable

“…According to (Shah & Ayub, 2021) the worker shows his disappointment with the dissatisfaction he feels through four ways such as leaving the job and looking for another job; doing the job with the meanings of being late or not coming to work to make a mistake intentionally; expressing his dissatisfied feelings to the boss aiming for the situation to be resolved; and the latter waiting with confidence that the organization and management can do the best thing.…”

“…According to Kurniawan, (2021) job satisfaction depends on person job fit, where all company employees have their own uniqueness and what is sought is the match with the conditions of the work carried out in order to increase satisfaction and obtain optimal results based on their abilities and expertise. Shah & Ayub, (2021) say that there is an attachment between person-job fit and job satisfaction which shows a significant positive effect. Companies engaged in contracting are also one of the specific focuses for assigning employees according to their abilities, where good employee performance will affect the company.…”

Impact of person-job fit and person-organization fit on employee engagement: Moderating role of supervisor support

“…Therefore, relevant sectors with IT, such as telecom, can be worthy industries in Bangladesh for further investigation. In the Pakistani pharmaceutical setting, Shah and Ayub (2021) and Tran (2023) found that person-organization fit has a positive and significant impact on job satisfaction, and that organization fit and employee engagement can also be investigated. Therefore, it becomes obvious that there is a knowledge gap in the investigation of organizational fit and employee engagement.…”