The Mediation Role of Job Satisfaction and Organizational Commitment In The Relationship Between Person-Organization Fit (P-O Fit) and Employee Performance

Abstract

This study aims to empirically prove the relationship between person-organization (P-O-Fit) on employee performance with job satisfaction and organizational commitment as mediating variables. The importance of conducting research to deepen the understanding of Person-Organization Fit and job performance both directly and indirectly, in this case, mediating job satisfaction and organization commitment, which leads to the overall employee job performance and indisputably on increasing performance productivity of the Madiun City Government. The research sample was carried out by purposive sampling with 354 respondents, consisting of several regional officials, the Madiun City Government. Testing the research hypothesis used the Baron and Kenny method, with a series of multiple linear regression models. The results uncovered that (1) there was an influence of P-O Fit on job satisfaction of 8.1%. ( 2) There was an effect of P-O Fit on organizational commitment of 11.7%. (3) There was an influence of job satisfaction on employee performance of 13.2%. (4) There was an effect of organizational commitment on employee performance of 10.6%. However, (5) there was no effect of P-O Fit on employee performance. In addition, (6) there was a mediating effect of job satisfaction on the relationship between P-O Fit and employee performance. ( 7) There was also a mediating effect of organizational commitment on the relationship between P-O Fit and employee performance.

Person-Organization Fit and Employee Performance: Mediation Role Job Satisfaction and Organizational Commitment

“…JS is also used as an intervening variable, due to the need to re-establish its mediation levels. This was supported by (Prasetyaningrum & Hendarsjah, 2022), where POF indirectly influenced EP through JS. However, (Farooqui & Nagendra, 2014) stated that POF did not influence EP through the mediation of JS.…”

“…Based on previous studies, such as (Farooqui & Nagendra, 2014;Hamstra, Van Vianen, & Koen, 2019;Sørlie, Hetland, Bakker, Espevik, & Olsen, 2022) POF also influenced EP. Moreover, (Prasetyaningrum & Hendarsjah, 2022;Rifqi & Ningsih, 2022;Yeni, Situngkir, Amin, & Edward, 2022) did not determine any influence of POF on EP. Since differences are observed from these previous reports, subsequent analyses are expected to prove the influence of POF on performance.…”

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

“…The results of this study are corroborated by research conducted by Suwandana & Perdanawati. (2020) and Prasetyaningrum & Hendarsjah. (2022) which found that there was a significant positive effect on job satisfaction on employee performance.…”

Analisis Person-Organization Fit (P-O Fit) Dan Kinerja Extra Role Terhadap Kepuasan Kerja Karyawan (Studi Pada UMKM Produk Olahan Kuliner di Kota Palembang)

“…Organisasi dapat meyakinkan kepada karyawannya seperti kesesuaian antara nilai-nilai organisasi dengan nilai-nilai karyawan yaitu Person-Organization Fit (P-O fit). Studi ini menjadi menarik bagi peneliti seperti yang dikemukakan (Prasetyaningrum, T., & Hendarsjah, H. 2022;Saputro, 2021;Fatmasari, 2017;Santoso dan Irwantoro, 2014;Astuti, 2010;r, (1996); (Chatman, 1989); (O'Reilly, 1991).…”