Does Person-Organization Fit Mediate the Relationship Between Public Service Motivation and the Job Performance of Public Employees?

Bright, Leonard

doi:10.1177/0734371x07307149

Cited by 297 publications

(427 citation statements)

References 22 publications

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“…13, No. 9;2018 The findings of the study support the hypothesis that SCO has a significant effect on SB (β=0.59,R²=0.43 and F=18.50). Studies on the subject have shown that employees with a high level of SCO develop more compliance behavior towards safety rules, policies and procedures (Wallace & Vodanavich, 2003;Clarke & Robertson, 2005;Inness et al, 2010).…”

Section: The Effects Of Pof and Sco On Sc And Sbsupporting

confidence: 77%

“…The conflict between employee values and demands with organizational values and norms will also affect the employee's judgments on all rules and procedures. Weak POF has negative effects on the work outcomes such as job satisfaction, intention to leave work and performance (Kristof, 1996;Bright, 2007;Cable & Judge, 1996;Vilela et al, 2008). Weak POF has also the potential to explain poor safety behavior.…”

Section: The Effects Of Pof and Sco On Sc And Sbmentioning

confidence: 99%

“…13, No. 9;2018 values of and meet the expectations of the employee, there is likely a low level of POF. These remarks and judgments made by employees together with symbolic social interaction in the organization tend to approach and resemble each other over time (Zohar, 2013).…”

Section: Safety Climatementioning

confidence: 99%

“…13, No. 9;2018 reliability of all measurement scales used for this study. Examination of the correlations between the variables demonstrated that they were highly significant (Table 1).…”

Section: Descriptive Statistics and Correlation Analysismentioning

confidence: 99%

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The Relationship amongst Person-Organization Fit, Safety Consciousness, Safety Climate and Safety Behavior

Ölçer¹,

Durmuscelebi²

2018

IJBM

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Technological advances have reduced accident rates caused by machine-related errors, accidents that have occurred in individual and organizational errors are still continuing. Safety perceptions, attitudes and beliefs of people and their personality traits emerge safe or unsafe behaviors in the work environment. In addition, high congruence of employee characteristics and organizational characteristics supports the creation of a safe working environment. The purposes of this study were to examine the effect of airline employees' person-organization fit, and safety consciousness on safety behavior and investigate the mediation role of safety climate on these effects. The data collected from planning, operations control, flight safety and quality employees of an airline operating in Turkey (N=178). Data were analyzed with the SPSS 22.0 program and factor, correlation and regression analyzes were performed to identify interrelationships with descriptive statistics. Findings show that person-organization fit, and safety consciousness had positive effects on safety climate and safety behavior; safety climate had full mediation role in the effect of person-organization fit on safety behavior; and had a partial mediation role in the effect of safety consciousness on safety behavior.

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Section: The Effects Of Pof and Sco On Sc And Sbsupporting

confidence: 77%

Section: The Effects Of Pof and Sco On Sc And Sbmentioning

confidence: 99%

Section: Safety Climatementioning

confidence: 99%

“…13, No. 9;2018 reliability of all measurement scales used for this study. Examination of the correlations between the variables demonstrated that they were highly significant (Table 1).…”

Section: Descriptive Statistics and Correlation Analysismentioning

confidence: 99%

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The Relationship amongst Person-Organization Fit, Safety Consciousness, Safety Climate and Safety Behavior

Ölçer¹,

Durmuscelebi²

2018

IJBM

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“…Referring back to Ellie and Russell, it looks as if Ellie is experiencing a good person-environment fit: she feels able to respond to her own need to contribute to society, with the likely result that she will perform well. Russell, on the other hand, is experiencing a misfit: he is highly motivated to contribute to society but feels unable to do so -his needs are not being met by his working environment, blocking his drive to contribute to society and, as a result, to perform highly.Studies have used person-environment fit theory in an attempt to understand the role of context for the relationship between PSM and work outcomes (Bright 2007; GouldWilliams et al 2013;Leisink & Steijn 2009;Steijn 2008;Taylor 2008;. In general they found that a fit matters.…”

mentioning

confidence: 99%

The role of public service motivation in performance. Examining the potentials and pitfalls through an institutional approach

2017

Bestuurskunde

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Cover designEsther Ris, www.proefschriftomslag.nl Internal designMadelief Brandsma grafisch ontwerp, Arnhem English editingGiles Stacey, Englishworks PrefaceBeing a public service motivation (PSM) scholar is great. People seem to always think about your research topic -the motivational drive to contribute to society unselfishly, even being willing to sacrifice yourself for society -and have an opinion about it. For instance, whenever colleagues needed help they would immediately assume (and express) that I would help them because I am very public service motivated (just as someone studying consumerism in sports is a sports consumer and someone focusing on transparency is fully transparent… the force of logic is strong in science). Getting coffee is something I would of course sacrifice myself for -would it not contribute to society because coffee was essential for others to finish their PhD? Actually, on this last point I have to agree as the coffee trips to IJs& Zopie were crucial in finishing this book. Moreover, at parties when I would tell about my dissertation (yes, I go to very exciting parties!) and state that I study the motivation of public servants, the reaction was usually: "Then you must be finished quickly" followed by a rant on lazy and unresponsive public servants… Luckily, I found that these public servants were motivated enough that it remained interesting for me to study for four years (full-time!).A common question asked to any PhD is why? Why spend four years on one topic? And why this topic? As a student I wrote every paper on the European Union. I wrote my high school final project on the potential success and failure of the expansion of the European Union and my bachelor thesis on the (lack of) Europeanisation in Dutch municipalities. Then why switch to public service motivation? I guess the main reason is that I have always felt a fascination for those people in our society that try to make it a better place to live, sacrificing their time and energy often above what is asked of them, and even putting their lives on the line. I have heard them being described as self-interested, lazy bureaucrats but that was not my impression and I therefore wanted to know more about their drive to work for society. I have not been disappointed in that regard, as I have had the fortune to meet many inspiring public employees that do their work with incredible passion. What wondered me was the general proposition in the literature that highly public service motivated employees will perform better in their job than those with lower levels of PSM. Did it not matter what situation you are in? What would happen if a public servant that really wants to contribute to society does not feel able to do so through his or her work? We have all encountered situations in which we were motivated but were thwarted in reaching our goals.When finishing a PhD for instance, you encounter difficulties such as organizations that do not respond, time constraints and losing sight of the goal. The title of my research process co...

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Perceptions of High-Involvement Work Practices, Person-Organization Fit, and Burnout: A Time-Lagged Study of Health Care Employees

Kilroy¹,

Flood

Bosak

et al. 2016

Hum Resour Manage

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Previous research demonstrates that high‐involvement work practices (HIWPs) may be associated with burnout (emotional exhaustion and depersonalization); however, to date, the process through which HIWPs influence burnout is not clear. This article examined the impact of HIWPs on long‐term burnout (emotional exhaustion and depersonalization) by considering the mediating role of person‐organization fit (P‐O fit) in this relationship. The study used a time‐lagged design and was conducted in a Canadian general hospital among health care personnel. Findings from structural equation modeling (N = 185) revealed that perceived HIWPs were positively associated with P‐O fit. There was no direct effect of HIWPs on burnout; rather, P‐O fit fully mediated the relationship between employee perceptions of HIWPs and burnout. This study fills a void in the HR and burnout literature by demonstrating the role that P‐O fit has in explaining how HIWPs alleviate emotional exhaustion and depersonalization. © 2016 Wiley Periodicals, Inc.

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Does Person-Organization Fit Mediate the Relationship Between Public Service Motivation and the Job Performance of Public Employees?

Cited by 297 publications

References 22 publications

The Relationship amongst Person-Organization Fit, Safety Consciousness, Safety Climate and Safety Behavior

The Relationship amongst Person-Organization Fit, Safety Consciousness, Safety Climate and Safety Behavior

The role of public service motivation in performance. Examining the potentials and pitfalls through an institutional approach

Perceptions of High-Involvement Work Practices, Person-Organization Fit, and Burnout: A Time-Lagged Study of Health Care Employees

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