Get 20M+ Full-Text Papers For Less Than $1.50/day. Start a 14-Day Trial for You or Your Team.

Learn More →

Fit perceptions, work engagement, satisfaction and commitment

Fit perceptions, work engagement, satisfaction and commitment The purpose of this paper is to explore the relationship between fit (organization and job) perceptions and work engagement (WE).Design/methodology/approachThe authors deployed a two-wave survey among 377 clerical employees of the specialist lending division of a large UK bank, with the waves separated by 12 months.FindingsThe results show a positive relationship between person organization (PO) and person job (PJ) fit perceptions (at Time 1) and WE (at Time 2). Job satisfaction (JS) and affective commitment (AC) dual-mediate these relationships. The effect of PO fit on WE manifests primarily via AC, while the effect of PJ fit manifests primarily via JS.Practical implicationsThe study indicates that organizations should consider the fit of employees to their jobs and the organization when designing interventions intended to increase WE. Also, potential synergies exist between organizational interventions designed to influence employee attitudes focused on similar units of analysis: e.g., PJ fit with JS or PO fit with AC.Originality/valueThis study provides the first investigation of the dual-mediation, via JS and AC, of the effects of both PJ and PO fit on WE. Furthermore, the use of a time-lagged design strengthens the evidence for the novel hypotheses of this study and enables verification of findings in the extant literature. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Journal of Managerial Psychology Emerald Publishing

Fit perceptions, work engagement, satisfaction and commitment

Download PDF
14 pages

Loading next page...
 
/lp/emerald-publishing/fit-perceptions-work-engagement-satisfaction-and-commitment-Bh1Ml0cjo3
Publisher
Emerald Publishing
Copyright
© Emerald Publishing Limited
ISSN
0268-3946
DOI
10.1108/jmp-02-2018-0074
Publisher site
See Article on Publisher Site

Abstract

The purpose of this paper is to explore the relationship between fit (organization and job) perceptions and work engagement (WE).Design/methodology/approachThe authors deployed a two-wave survey among 377 clerical employees of the specialist lending division of a large UK bank, with the waves separated by 12 months.FindingsThe results show a positive relationship between person organization (PO) and person job (PJ) fit perceptions (at Time 1) and WE (at Time 2). Job satisfaction (JS) and affective commitment (AC) dual-mediate these relationships. The effect of PO fit on WE manifests primarily via AC, while the effect of PJ fit manifests primarily via JS.Practical implicationsThe study indicates that organizations should consider the fit of employees to their jobs and the organization when designing interventions intended to increase WE. Also, potential synergies exist between organizational interventions designed to influence employee attitudes focused on similar units of analysis: e.g., PJ fit with JS or PO fit with AC.Originality/valueThis study provides the first investigation of the dual-mediation, via JS and AC, of the effects of both PJ and PO fit on WE. Furthermore, the use of a time-lagged design strengthens the evidence for the novel hypotheses of this study and enables verification of findings in the extant literature.

Journal

Journal of Managerial Psychology – Emerald Publishing

Published: Aug 21, 2019

Keywords: Job satisfaction; Organizational commitment; Work engagement; Person–environment fit

References

  • Testing additive versus interactive effects of person-organization fit and organizational trust on engagement and performance
    Alfes, K.; Shantz, A.; Alahakone, R.
  • The measurement and antecedents of affective, continuance and normative commitment to the organization
    Allen, N.J.; Meyer, J.P.
  • Towards a model of work engagement
    Bakker, A.B.; Demerouti, E.
  • Key questions regarding work engagement
    Bakker, A.B.; Albrecht, S.L.; Leiter, M.P.
  • Mediator analysis of employee engagement: role of perceived organizational support, P-O fit, organizational commitment and job satisfaction
    Biswas, S.; Bhatnagar, J.
  • Person–organization fit and the theory of work adjustment: implications for satisfaction, tenure, and career success
    Bretz, R.D.; Judge, T.A.
  • The struggle with employee engagement: measures and construct clarification using five samples
    Byrne, Z.S.; Peters, J.M.; Weston, J.W.
  • The convergent and discriminant validity of subjective fit perceptions
    Cable, D.M.; DeRue, D.S.
  • Complementary and supplementary fit: a theoretical and empirical integration
    Cable, D.M.; Edwards, J.R.
  • Improving interactional organizational research: a model of person-organization fit
    Chatman, J.A.
  • Job crafting and job engagement: the mediating role of person-job fit
    Chen, C.-Y.; Yen, C.-H.; Tsai, F.C.
  • The relationship between person-organization fit and job satisfaction
    Chen, P.; Sparrow, P.; Cooper, C.
  • Work engagement: a quantitative review and test of its relations with task and contextual performance
    Christian, M.S.; Garza, A.S.; Slaughter, J.E.
  • Linking job demands and resources to employee engagement and burnout: a theoretical extension and meta-analytic test
    Crawford, E.R.; LePine, J.A.; Rich, B.L.
  • Antecedents of job satisfaction, organizational commitment and stress in a public hospital: a P-E fit perspective
    Giauque, D.; Resenterra, F.; Siggen, M.
  • The mediating role of psychological empowerment on the relationships between P–O fit, job satisfaction, and in-role performance
    Gregory, B.T.; Albritton, M.D.; Osmonbekov, T.
  • Different fits satisfy different needs: linking person-environment fit to employee commitment and performance using self-determination theory
    Greguras, G.J.; Diefendorff, J.M.
  • How important are job attitudes? Meta-analytic comparisons of integrative behavioral outcomes and time sequences
    Harrison, D.A.; Newman, D.A.; Roth, P.L.
  • Disentangling passion and engagement: an examination of how and when passionate employees become engaged ones
    Ho, V.; Astakhova, M.N.
  • Social and psychological resources and adaptation
    Hobfoll, S.E.
  • Psychological conditions of personal engagement and disengagement at work
    Kahn, W.A.
  • Empowerment, P-O fit, and work engagement: a mediated moderation model
    Kimura, T.
  • Person–organization fit: an integrative review of its conceptualizations, measurement, and implication
    Kristof, A.L.
  • Consequences of individuals’ fit at work: a meta-analysis of person-job, person-organization, person-group, and person-supervisor fit
    Kristof-Brown, A.L.; Zimmerman, R.D.; Johnson, E.C.
  • Distinguishing between employees’ perceptions of person–job and person–organization fit
    Lauver, K.J.; Kristof-Brown, A.
  • Linking the fits, fitting the links: connecting different types of PO fit to attitudinal outcomes
    Leung, A.; Chaturvedi, S.
  • Does work engagement increase person-job fit? The role of job crafting and job insecurity
    Lu, C.Q.; Wang, H.; Lu, J.-J.; Du, D.; Bakker, A.B.
  • The meaning of employee engagement
    Macey, W.H.; Schneider, B.
  • Job resources, engagement, and proactivity: a moderated mediation model
    Maden-Eyiusta, C.
  • SME survey methodology: response rates, data quality, and cost effectiveness
    Newby, R.; Watson, J.; Woodliff, D.
  • People and organizational culture: a profile comparison approach to assessing person–organization fit
    O’Reilly, C.A.; Chatman, J.; Caldwell, D.F.
  • Research shows a simple way to increase your engagement at work
    Parke, M.; Weinhardt, J.
  • Perceived similarity and complementarity as predictors of subjective person–organization fit
    Piasentin, K.A.; Chapman, D.S.
  • Common method biases in behavioral research: a critical review of the literature and recommended remedies
    Podsakoff, P.M.; MacKenzie, S.B.; Lee, J.; Podsakoff, N.P.
  • Bayesian model selection in social research
    Raftery, A.E.
  • Antecedents and consequences of employee engagement
    Saks, A.M.
  • Getting newcomers engaged: the role of socialization tactics
    Saks, A.M.; Gruman, J.A.
  • The measurement of work engagement with a short questionnaire a cross-national study
    Schaufeli, W.B.; Bakker, A.B.; Salanova, M.
  • Staying well and engaged when demands are high: the role of psychological detachment
    Sonnentag, S.; Binnewies, C.; Mojza, E.J.
  • The role of career values for work engagement during the transition to working life
    Sortheix, F.M.; Dietrich, J.; Chow, A.; Salmela-Aro, K.
  • The trouble with HRM
    Thompson, P.
  • A meta-analysis of relations between person–organization fit and work attitudes
    Verquer, M.L.; Beehr, T.A.; Wagner, S.H.
  • An investigation into the validity of two measures of work engagement
    Viljevac, A.; Cooper-Thomas, H.D.; Saks, A.M.
  • Job engagement, job satisfaction, and contrasting associations with person-job fit
    Warr, P.B.; Inceoglu, I.
  • Work engagement as a mediator between employee attitudes and outcomes
    Yalabik, Z.Y.; Popaitoon, P.; Chowne, J.A.; Rayton, B.A.
  • Inter-relationships among different types of person–environment fit and job satisfaction
    Yu, K.Y.T.