The Way to Improve Employees' Job Satisfaction in Korean Social Enterprises: The Moderating Effects of Person-Organization Fit, Person-Job Fit, and Person-Supervisor Fit

Abstract

Human resources play a key role in achieving a high level of organizational performance and the importance is still emphasized in our society. Nonetheless, organizations are experiencing negative phenomena such as job exhaustion and turnover. One of the key factors that can reduce these negative factors is seen as job satisfaction. In this regard, this research is an empirical study that it focused on the improvement of job satisfaction among organizational members who work in Korean social enterprises. In order to improve their job satisfaction, we focused on organizational communication and verified its role and emphasized its importance through its influence on job satisfaction. To improve the effect of organizational communication, we verified the role of person-organizational fit, person-job fit, and person-supervisor fit. These three types of fit were identified as ways to increase the influence of organizational communication on job satisfaction. Therefore, we examined the moderating effect of these three types of fit on the relationship between organizational communication and job satisfaction. The empirical results showed that the higher the three types of fit, the greater the influence of organizational communication on job satisfaction. Furthermore, by comparing the impacts of the three types of fit on job satisfaction, we identified what is the most essential fit. Based on the results of empirical analysis, this research discussed practical implications for improving organizational member's job satisfaction in Korean social enterprises and provides future research plans for the performance of Korean social enterprises.

The Influence of Person-Environment Fit on the Turnover Intention of Nurses in Jordan: The Moderating Effect of Psychological Empowerment

“…In contrast, Van Vianen et al [59] uncovered that supervisors and organizations may serve as fairly independent sources of reference to determine the fit of a person. is idea was upheld by a study that autonomously researched the impact of P-O and P-S on JS [41], which also supported the positive role of P-S fit in JS.…”

“…Fit is recognized by comparing the internal aspects of a person, such as their values, personality, goals, and abilities, to conceptually related external environmental elements, such as the organization's or supervisor's values, personality, goals, and work requirements [40]. Ultimately, a key focus in virtually every P-E fit theory is that a better fit will lead to superior results, such as higher JS, better work transition, higher job performance, less stress, greater career achievements, and a greater likelihood of retention [41], as well as less TI [42]. Unfortunately, less research has focused on the possible intervening variables that may help to explain how the compatibility between a person and his/her corresponding environment (e.g., organization, job, and supervisor) comes to impact his/ her attitudinal and behavioral outcomes.…”

The Model of Organizational Performance Based on Employees’ Dynamic Capabilities–Verification During Crisis Caused by Black Swan Event

“…However, considering the indirect impact of EDC on the organizational performance there is -as it seems -the necessity and the possibility of considering extending the EDC model not only with the final resulting dependent variable -organizational performance, but also with factors that will connect the employee's perspective with the organizational perspective, and at the same time will belong to the group of work-related attitudes. Many authors emphasize that the compatibility between organizational values and goals with individual values and goals have got significant impact on job performance [26], [119], [120], [121], [122]. This compatibility is called P-O fit.…”

Exploring the Effect of Team-Environment Fit in the Relationship Between Team Personality, Job Satisfaction, and Performance

“…In addition to individual job satisfaction, team job satisfaction has also received attention from researchers [e.g., ( 43 )]. Team job satisfaction refers to the feelings or emotions of team members about job and the workplace ( 44 ).…”