The mediating role of job satisfaction and work engagement in the relationship between self-reported person-job fit and job performance

Abstract

Purpose. Identifying the right people for the right jobs is crucial to maximizing employees’ job performance. Although the literature has consistently found a positive relationship between person-job-fit (P-J fit) and job performance, little attention has been given to the underlying mechanisms of the relationship. The present study proposed a parallel mediation model to investigate the hypothetical mediating roles of job satisfaction and work engagement in the relationship between self-reported P-J fit and job performance. Methodology. A total of 361 employees from the service sectors across multiple organizations in Malaysia answered the P-J fit scale, Job Satisfaction Survey, Utrecht Work Engagement Scale, and Individual Work Performance Questionnaire. Findings. Pearson correlation analysis showed that all the four variables were positively related to each other. Mediation analysis using the PROCESS macro found that P-J fit is indirectly associated with job performance through work engagement but not job satisfaction. Further analysis, however, supported the mediating role of job satisfaction when work engagement was controlled. Implications for practice. The findings indicate that work engagement playsa stronger role than job satisfaction. Employees with a better fit for the job are more engaged in their jobs, and that the high levels of work engagement would in turn positively relate to job performance. Value of the results. Organizations may consider improving the levels of work engagement of employees or lowering the factors that reduce the levels of work engagement to improve the job performance of employees with high P-J fit.

Improving the Role of Employee Engagement: Job-Fit and Organizational-Fit to Intention to Quit (An Evidence from Hospitality Industries)

“…Even though universal theory supports the relationship between PJ fit and PO fit to employee engagement and employee engagement to intention to quit, the mediation process is only promoted by one type of industry, such as hospitality (Saleem et al, 2021). Other studies show different results like person-job fit had not influenced employee engagement (Lee et al, 2022;Bui et al, 2017), PO fit had a partial impact on employee engagement (Aydemi̇r & Endi̇rli̇k, 2023). Furthermore, Salem et al (2021) explain that the person-job fit and the PO fit relate to employee engagement and lead to the intention to quit.…”

The role of ethical leadership on employee commitment to the organization: The mediating role of job satisfaction and job engagement

“…Prior studies found that managers' ethical leadership plays an important role in influencing employees' psychology and well-being in the workplace (Dust et al, 2018;Fu et al, 2020). Other scholars argue ethical leadership has a strong correlation to employees' job satisfaction and job engagement (Lee et al, 2022;Neale, 2020;Wang, Hsieh, 2012). It also has positively affected workers ' organizational commitment (Gallego-Alvarez et al, 2020;Jha, Singh, 2019;Limpo, Junaidi, 2022;Ölçer, Coşkun, 2021).…”

“…Preliminary studies also examined the correlation between ethics and job satisfaction in an organizational context (Koh, Boo, 2001;Lee et al, 2022). The authors concluded that Malaysia and Singapore's company leadership styles positively influence the work environment and ethical principles in the workplace.…”

“…There is also no need to examine the important role of ethical climate theory. Hence, the theoretical foundation is weak due to being applied from different viewpoints (Lee et al, 2022;So et al, 2021). www.orgpsyjournal.hse.ru This study aims to address this gap by examining the effect of ethical leadership on employees' job satisfaction and job engagement, which are also mediator variables.…”