Person/organization job‐fitting and affective commitment to the organization Perspectives from the UAE

Person/organization job‐fitting and affective commitment to the organization Perspectives from... Purpose – The aim of this paper is to examine the mediation effect of the psychological contract (PC) on the relationship between person–organization (P‐O) fit, person–job (P‐J) fit and affective commitment to the organization (organizational affective commitment or OAC). Design/methodology/approach – The empirical data for the study were collected using self‐administered questionnaires with 960 participants from 16 large companies in the UAE. Respondents were asked to provide their perceptions of the main concepts used in the study. Findings – The results indicate that P‐O fit and P‐J fit were positively related to the OAC. In addition, the PC was found to be a partial mediator between P‐O fit, P‐J fit and OAC. Research limitations/implications – The findings imply that managers should take into consideration the P‐O fit when selecting new employees. Originality/value – Since little is known about the process by which UAE organizations promote the P‐J fit, P‐O fit or OAC, this article contribute to the literature by examining HRM practices in a non‐western, cross‐cultural context. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Cross Cultural Management: An International Journal Emerald Publishing

Person/organization job‐fitting and affective commitment to the organization Perspectives from the UAE

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Publisher
Emerald Publishing
Copyright
Copyright © 2009 Emerald Group Publishing Limited. All rights reserved.
ISSN
1352-7606
DOI
10.1108/13527600910953928
Publisher site
See Article on Publisher Site

Abstract

Purpose – The aim of this paper is to examine the mediation effect of the psychological contract (PC) on the relationship between person–organization (P‐O) fit, person–job (P‐J) fit and affective commitment to the organization (organizational affective commitment or OAC). Design/methodology/approach – The empirical data for the study were collected using self‐administered questionnaires with 960 participants from 16 large companies in the UAE. Respondents were asked to provide their perceptions of the main concepts used in the study. Findings – The results indicate that P‐O fit and P‐J fit were positively related to the OAC. In addition, the PC was found to be a partial mediator between P‐O fit, P‐J fit and OAC. Research limitations/implications – The findings imply that managers should take into consideration the P‐O fit when selecting new employees. Originality/value – Since little is known about the process by which UAE organizations promote the P‐J fit, P‐O fit or OAC, this article contribute to the literature by examining HRM practices in a non‐western, cross‐cultural context.

Journal

Cross Cultural Management: An International JournalEmerald Publishing

Published: May 1, 2009

Keywords: Employees; Job satisfaction; Psychological contracts; Organizational culture; United Arab Emirates

References

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