The Role of Person-Organization Value Fit in Employees’ Experience of Meaningful Work, Use of Strengths and Work Engagement

Abstract

Research in the field of management, in particular human resource management (HRM), increasingly highlights the importance of person-organization value fit. Adding to this growing body of research, this study examines the complex relation between person-organization value fit, employees’ perceptions of work, employees’ behavior at work and their well-being. More precisely, we hypothesize that person-organization value fit has a positive relationship with employees’ work engagement (well-being) via both the experience of meaningful work (perceptions) and the use of their strengths at work (behavior). We conducted a structural equation modeling on a sample of 1050 employees working in various occupations, organizations, and industries in The Netherlands. The results provided support for the proposed model, indicating an important role for person-organization value fit in the on-going pursuit of meaningful work and well-being at work. The insights provided in this study do not only contribute theoretically; they are also helpful for managers and HR professionals in optimizing human resource management policies and practices.

An Empirical Investigation of the Relationship Between Spirituality, Work Culture, and Burnout: The Need for an Extended Health and Disease Model

“…For this reason, a paradigm shift (including two new, “semantic dimensions,” with spiritual and work cultural [sub-]dimensions) toward the “bio-psycho-socio-spirito-cultural model” seems necessary. Moreover, our results are consistent with and extend the findings of the few previous studies regarding meaningfulness of work (Fragoso et al, 2016 ; Van Wingerden and van der Stoep, 2017 ; Van Wingerden et al, 2018a , b ), and sense of homeliness (Cicognani et al, 2009 ), in which similar moderate to high correlations were demonstrated. With respect to the studies on meaningfulness of work and burnout and meaningfulness of work and work engagement (Fragoso et al, 2016 ; Van Wingerden and van der Stoep, 2017 ; Van Wingerden et al, 2018a , b ), we obtained more differentiated evidence regarding these relationships.…”

“…Moreover, our results are consistent with and extend the findings of the few previous studies regarding meaningfulness of work (Fragoso et al, 2016 ; Van Wingerden and van der Stoep, 2017 ; Van Wingerden et al, 2018a , b ), and sense of homeliness (Cicognani et al, 2009 ), in which similar moderate to high correlations were demonstrated. With respect to the studies on meaningfulness of work and burnout and meaningfulness of work and work engagement (Fragoso et al, 2016 ; Van Wingerden and van der Stoep, 2017 ; Van Wingerden et al, 2018a , b ), we obtained more differentiated evidence regarding these relationships. In addition to total burnout, EE, and CY, we also considered rPE and found significant correlations between all variables.…”

“…D. or a habilitation. In this context, it is noticeable that many of our respondents have an academic degree although this unequal distribution can also be seen in other similar studies (e.g., Van Wingerden and van der Stoep, 2017 ; Van Wingerden et al, 2018a , b ).…”

“…Comparing our sample with other investigations (e.g., Fragoso et al, 2016 ; Van Wingerden and van der Stoep, 2017 ; Van Wingerden et al, 2018a , b ), we find few noticeable anomalies. In our data, the mean value (see Table 2 ) for burnout and the corresponding subscales are slightly higher (especially for EE; M = 4.20).…”

“…Furthermore, as in previous studies (e.g., Fragoso et al, 2016 ; Van Wingerden and van der Stoep, 2017 ; Van Wingerden et al, 2018a , b ) and following Ratner's ( 2009 ) interpretation of correlation coefficients, significant moderate to strong correlations (see Table 3 ) were found between perceived meaningfulness of work and burnout ( r = −0.64) and perceived meaningfulness of work and work engagement ( r = 0.65). A low correlation was only identified between EE and GG ( r = −0.27).…”