Work status, gender, and organizational commitment among Korean workers: The mediating role of person-organization fit

Seong, Jee Young; Hong, Doo‐Seung; Park, Won‐Woo

doi:10.1007/s10490-011-9248-6

Cited by 35 publications

(32 citation statements)

References 53 publications

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“…The perspective of gender differences, however, is not directly undertaken in research. Nevertheless, research concerning the issue of the relationship between P-O fit, the status in the organization, commitment and gender showed no direct relationship between the level of fit and gender of the respondents [37]. Research on the differences between men and women in terms of experienced work-home balance as well as P-O fit is doomed to failure.…”

Section: Participantsmentioning

confidence: 99%

Person-organization fit and organizational identification as predictors of positive and negative work-home interactions

Merecz¹,

Andysz²

2014

International Journal of Occupational Medicine and Environmental Health

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Objectives: The aim of the presented research was to explore the links between complementary and supplementary dimensions of Person-Organization fit (P-O fit), organizational identification (OI) and negative (WHI -) versus positive (WHI + ) work-home interactions. It was assumed that both complementary and supplementary P-O fit and OI were positively related to WHI + and negatively to WHI -. Materials and Methods:The study was conducted on a large sample of Polish blue and white collar workers. The subjects were interviewed by means of questionnaires measuring: supplementary and complementary dimensions of P-O fit, OI and WHI. General work ability and demographic variables were also controlled in the study, and statistical analysis of ANOVA, pairwise comparison as well as regression were performed. Results: P-O fit and OI differentiated the subjects in terms of WHI. For women supplementary fit was a significant predictor of WHI -and explained 12% of its variance, for men it was complementary fit with the number of working days per week and the level of education, which explained 22% of variance. Supplementary fit and OI explained 16% of WHI + variance in women; OI, tenure at the main place of employment and the level of education explained 8% of WHI + variance in men. Conclusions: It has been proven that not only are the effects of P-O fit and OI limited to the work environment but they also permeate boundaries between work and home and influence private life -good level of P-O fit and good OI play facilitating role in the positive spillover between work and home. Gender differences in the significance and predictive values of P-O fit and OI for WHI were also found. The innovative aspect of the work is the inclusion of P-O fit and OI in the range of significant predictors of work-home interaction. The results can serve as rationale for employers that improvement of P-O fit and employees' organizational identification should be included in work-life balance programs.

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Section: Participantsmentioning

confidence: 99%

Person-organization fit and organizational identification as predictors of positive and negative work-home interactions

Merecz¹,

Andysz²

2014

International Journal of Occupational Medicine and Environmental Health

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“…According to Andrews et al (2011), the construct of person-organization fit has been demonstrated to affect a variety of individual and organizational outcomes. Furthermore, Seong et al (2012) have found that personorganization fit is likely to be important in complex relationships and mediates work status and organizational commitment, as workers are more likely to make a stronger commitment to the organization. Yoon & Park (2012) studied that high degree of shared value in organizational culture has significant moderating influence on job satisfaction and organizational commitment.…”

Section: Moderating Effect Of Value Sharingmentioning

confidence: 99%

The Effects of Emotional Intelligence on Job Satisfaction and Customer Orientation of Hotel Employees: Moderating Effect of Value Sharing

Lim¹

2017

Glob Bus Financ Rev

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A B S T R A C TThe purpose of this study is to examine the relationship between emotional intelligence (EI), job satisfaction, and customer orientation on hotel employees. Moreover, this study was designed to test the moderating effect of employees' value sharing to provide practical resources for a hotel. In this study, 4 hypotheses based on literature reviews were introduced. A sample of 300 hotel employees was surveyed and a total of 241 usable questionnaires were analyzed. Then the data was analyzed utilized multiple regression analysis through the use of the SPSS program. The results are as follows: First, EI had partial effects on job satisfaction. Second, EI was a significantly positive effect on employees' customer orientation. Third, employees' job satisfaction had a significantly positive effect on customer orientation. Lastly, employees' value sharing had partial moderating effects between EI and customer orientation. The results of this study may contribute to the better understanding of EI with value sharing of employees to increasing the customer orientation in the hotel.

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“…In the introduction we referred to the research of Seong et al [19], Lovelace et al [16] who have suggested significant differences in P-O fit related to gender. Matching between a worker and his/her environment is a process -time plays its role.…”

Section: Dependent Variablementioning

confidence: 99%

“…It is related to evaluate their P-O fit, this relationship is studied mostly at the stage of entering organizations but not in employees with some job tenure within an organization [13]. The studies on the role of socio-demographic characteristics in shaping the level of P-O fit are vague [16][17][18][19][20] and have brought confounding results. For example, Posner [17] has failed to find the effects of socio-demographics on the supplementary fit, while Lovelace and Rosen [16], and Seong et al [19] have suggested significant differences in P-O fit related to a gender and an employment contract.…”

Section: Introductionmentioning

confidence: 99%

“…The studies on the role of socio-demographic characteristics in shaping the level of P-O fit are vague [16][17][18][19][20] and have brought confounding results. For example, Posner [17] has failed to find the effects of socio-demographics on the supplementary fit, while Lovelace and Rosen [16], and Seong et al [19] have suggested significant differences in P-O fit related to a gender and an employment contract. In the qualitative study of Cooper-Thomas and Wright [20] 4 dimensions of misfit have been found: sociodemographic, individual differences, structural and social, which means that people actively use these categories while describing their fit or misfit to an organization.…”

Section: Introductionmentioning

confidence: 99%

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Socio-demographic predictors of person–organization fit

Merecz-Kot¹,

Andysz²

2017

Int J Occup Med Environ Health

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Objectives: The aim of this study was to explore the relationship between socio-demographic characteristics and the level of complementary and supplementary person-organization fit (P-O fit). Material and Methods: The study sample was a group of 600 Polish workers, urban residents aged 19-65. Level of P-O fit was measured using the Subjective Person-Organization Fit Questionnaire by Czarnota-Bojarska. The binomial multivariate logistic regression was applied. The analyzes were performed separately for the men and women. Results: Socio-demographic variables explained small percentage of the outcome variability. Gender differences were found. In the case of men shift work decreased complementary and supplementary fit, while long working hours decreased complementary fit. In the women, age was a stimulant of a complementary fit, involuntary job losses predicted both complementary and supplementary misfit. Additionally, relational responsibilities increased probability of supplementary P-O fit in the men. Conclusions: Going beyond personality and competences as the factors affecting P-O fit will allow development of a more accurate prediction of P-O fit. Int J Occup Med Environ Health 2017;30(1):133-149

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Work status, gender, and organizational commitment among Korean workers: The mediating role of person-organization fit

Cited by 35 publications

References 53 publications

Person-organization fit and organizational identification as predictors of positive and negative work-home interactions

Person-organization fit and organizational identification as predictors of positive and negative work-home interactions

The Effects of Emotional Intelligence on Job Satisfaction and Customer Orientation of Hotel Employees: Moderating Effect of Value Sharing

Socio-demographic predictors of person–organization fit

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