Effects of person-job fit on occupational commitment among kindergarten teachers: occupational well-being as mediator and perceived organizational support as moderator

Abstract

Introduction The objective of this research was to investigate the effect of person-job fit on occupational commitment among Chinese kindergarten teachers, and to identify strategies for improving the occupational commitment of this professional group. Methods A survey was conducted among kindergarten teachers utilizing the Occupational Commitment Scale, Person-job Fit Scale, Occupational Well-being Scale, and Perceived Organizational Support Scale, resulting in the acquisition of 1539 valid data. Results A significant positive correlation was observed between person-job fit and occupational commitment, with occupational well-being serving as a partial mediator in this association. Additionally, the direct effect of person-job fit on occupational commitment was moderated by perceived organizational support. Specifically, a significant positive correlation between person-job fit and occupational commitment was evident when the scores of perceived organizational support were below 0.21, whereas a significant negative correlation was observed when the scores of perceived organizational support were above 1.67. Conclusions In order to enhance the degree of occupational commitment among kindergarten teachers, it is imperative to pay attention to their person-job fit, perceived organizational support, and occupational well-being.

A study of the relationship between elementary school teachers’ occupational self-efficacy, emotional labor strategies and occupational well-being

“…Based on the utilized job satisfaction scale, which employed a 5-point scoring system, the professional happiness scores for elementary school teachers ranged from 6 to 118, with an average score of 64.75. Referring to the descriptive summary data presented in Table 2, the four key elements pertaining to professional happiness are emotional support, demonstration of achievements, work recognition, and job attractiveness [17] . According to the data compiled in Table 2, the mean values of the factors contributing to primary school teachers' career satisfaction are as follows: emotional support at 16.83, achievement display at 16.95, job recognition at 16.67, and job attractiveness at 14.30.…”

Enhancing Productivity at Home: The Role of Smart Work and Organizational Support in the Public Sector

“…Therefore, given these premises, it seems important to examine the quality of technology-specifically, its perceived quality in facilitating smart working-to understand its impact on enhancing remote (home-based) performance. Likewise, attention should be directed towards perceived organizational support, recognized as a vital resource for workers and defined as the degree to which employees believe that their organization values their contribution and cares about their wellbeing [36][37][38][39][40]. Eisenberger [41], for example, highlights how a positive perception of organizational support helps employees achieve goals, improve results, and decrease counterproductive behaviors in the organization, and promotes the acceptance of new technologies by increasing intrinsic motivation and promoting the better performance of tasks.…”