Job characteristics, job resources and work-related outcomes: role of person-organisation fit

Abstract

Purpose The purpose of this paper is to examine and understand the role of person-organisation (P-O) fit in mediating the relationship between job resources and work-related outcomes. The need to study the antecedents of P-O fit, dearth of its literature in India, and growing importance of ensuring congruence between the environment and the individual in a diverse workplace, to recruit and retain the employees, underlines the significance of this research. In addition to the mediating role of P-O fit, it was hypothesised that co-worker support and decision latitude will lead to an increase in P-O fit and, in turn, be positively related to work engagement (WE), job satisfaction (JS) and organisational commitment (OC). Design/methodology/approach Two-phased time-lagged data were collected from a total sample of 213 middle- and senior-level executives working in India. The data consisted of a self-report questionnaire on skill discretion, decision authority and co-worker support in Phase 1 and P-O fit, WE, OC and JS scales in Phase 2. Findings Structural equation modelling was simultaneously used to test the hypothesised relationships. It emerged that co-worker support and skill discretion positively correlated with P-O fit. It was found that P-O fit mediated the relationship between co-worker support and JS and OC. It also established partial mediation between co-worker support and WE, and between skill discretion and JS, organisational commitment and WE. The findings of this study, therefore, have profound implications for researchers as well as for practicing managers highlighting the need for a better job design and creating a supportive work environment. Research limitations/implications Though the data were collected in two phases, the study design went through a time lag of four weeks, and thereby provided tests of association and not of robust causal relationships. A longitudinal design could be adopted for future research, to enable making inferences about the causal nature of these relationships. The second limitation of the study is its reliance on self- reports as the single source of data. Originality/value This is the first study to examine job resources as antecedents of P-O fit using a supplementary fit argument. Further, very few studies have explored P-O fit as a mediating variable and less than 2 per cent of published papers on P-O fit have been studied in the Indian context. Practitioners can employ findings to create interventions to generate more positive organisational outcomes.

The role of job involvement and career commitment between person–job fit and organizational commitment: a study of higher education sector

“…It is the balance between the abilities or desires of a person and the job requirements or attributes of a job. Priyadarshi and Premchandran (2018) had a view that the individuals who are selected according to the ability of the particular tasks are more likely to feel comfortable in performing those tasks and are more likely to be involved in their organization. Earlier researchers have revealed direct impact of P–J factors on work commitment (Farzaneh et al , 2014; Suifan, 2015; Therasa and Vijayabanu, 2016).…”

Longitudinal study of antecedents of work engagement in Thailand

“…Notably, the impact of cultural values on well-being concepts has been documented before (Li and Ngo, 2017;Priyadarshi and Premchandran, 2018). As a preface to the Thai work context, the current study acknowledges that Thailand is categorized as high in hierarchy, and low in autonomy and egalitarianism (Schwartz, 1999).…”

Strategic human resource practices, emotional exhaustion and OCB: the mediator role of person-organization fit

“…Extant empirical findings and theories seem to suggest P-O fit as a significant mediator on SHRPs, EE–OCB relationships (Presbitero et al , 2016). In an Indian study, Priyadarshi and Premchandran (2018) found a mediating effect of P-O fit on the coworker support–OCB relationship. Similarly, Mensah (2018) revealed that P-O fit partially mediates the relationship between talent management and employee attitudes among bank employees in Ghana.…”

“…Put differently, P-O fit is used to explicate the level of congruence between employers and employees (Christiaans, 2013). Certainly, the appreciation of this concept is very important to any business undertaking in terms of improving employee engagement, job satisfaction (Priyadarshi and Premchandran, 2018), employee attitudes (Mensah, 2018), affective commitment (Kooij and Boon, 2017), reducing turnover intention (Memon et al , 2017) and most importantly, enhanced employee exhibition of extra role activities also known as organizational citizenship behavior (OCB) (Thomsen et al , 2016).…”