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The relationship between person-organization fit and job satisfaction

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The relationship between person-organization fit and job satisfaction. / Chen, Pei-Chun; Sparrow, Paul Ronald; Cooper, Cary Lynn.

In: Journal of Managerial Psychology, Vol. 31, No. 5, 13.06.2016, p. 946-959.

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@article{7d9b3cf6bf0e4a8eb756bb80df230ef2,
title = "The relationship between person-organization fit and job satisfaction",
abstract = "Purpose– Drawing upon the theory of conservation of resources to argue the importance of job stress as an important variable that mediates the person-organization (P-O) fit-job satisfaction relationship, and supervisor support as an important moderating variable that moderates the relationship between P-O fit and job stress, the purpose of this paper is to test a moderated mediation model.Design/methodology/approach– Data were collected from 225 employees in 12 catering service organizations in Beijing. An integrated mediation and moderation model was evaluated.Findings– The study illustrates both some new mechanisms and the boundary conditions between P-O fit and job satisfaction. Job stress mediates the relationships between P-O fit and job satisfaction; supervisor support moderates the linkage of P-O fit, job stress, and job satisfaction. The corresponding moderated mediation model was supported.Research limitations/implications– The question of causality cannot be determined because of the cross-sectional research design; self-report is a necessary strategy for the assessment of subjects{\textquoteright} appraisals. However, it requires some caution in interpreting the results.Practical implications– The findings offer a better understanding of the way P-O fit is able to affect job satisfaction. Actions designed to promote P-O fit may be useful in reducing employees{\textquoteright} stress and result in higher job satisfaction. To enhance the relationships between P-O fit and employees{\textquoteright} job satisfaction through supervisor support, supervisors should develop a positive form of reciprocation by helping employees to solve the real problem they are facing.Originality/value– No previous studies have investigated influencing factors of employees{\textquoteright} satisfaction from the perspective of individual and organizational interfaces.",
keywords = "Stress, Mediation, Moderation, Job satisfaction, Service industry, Person-organization fit",
author = "Pei-Chun Chen and Sparrow, {Paul Ronald} and Cooper, {Cary Lynn}",
note = "This article is (c) Emerald Group Publishing and permission has been granted for this version to appear here. Emerald does not grant permission for this article to be further copied/distributed or hosted elsewhere without the express permission from Emerald Group Publishing Limited.",
year = "2016",
month = jun,
day = "13",
doi = "10.1108/JMP-08-2014-0236",
language = "English",
volume = "31",
pages = "946--959",
journal = "Journal of Managerial Psychology",
issn = "0268-3946",
publisher = "Emerald Group Publishing Ltd.",
number = "5",

}

RIS

TY - JOUR

T1 - The relationship between person-organization fit and job satisfaction

AU - Chen, Pei-Chun

AU - Sparrow, Paul Ronald

AU - Cooper, Cary Lynn

N1 - This article is (c) Emerald Group Publishing and permission has been granted for this version to appear here. Emerald does not grant permission for this article to be further copied/distributed or hosted elsewhere without the express permission from Emerald Group Publishing Limited.

PY - 2016/6/13

Y1 - 2016/6/13

N2 - Purpose– Drawing upon the theory of conservation of resources to argue the importance of job stress as an important variable that mediates the person-organization (P-O) fit-job satisfaction relationship, and supervisor support as an important moderating variable that moderates the relationship between P-O fit and job stress, the purpose of this paper is to test a moderated mediation model.Design/methodology/approach– Data were collected from 225 employees in 12 catering service organizations in Beijing. An integrated mediation and moderation model was evaluated.Findings– The study illustrates both some new mechanisms and the boundary conditions between P-O fit and job satisfaction. Job stress mediates the relationships between P-O fit and job satisfaction; supervisor support moderates the linkage of P-O fit, job stress, and job satisfaction. The corresponding moderated mediation model was supported.Research limitations/implications– The question of causality cannot be determined because of the cross-sectional research design; self-report is a necessary strategy for the assessment of subjects’ appraisals. However, it requires some caution in interpreting the results.Practical implications– The findings offer a better understanding of the way P-O fit is able to affect job satisfaction. Actions designed to promote P-O fit may be useful in reducing employees’ stress and result in higher job satisfaction. To enhance the relationships between P-O fit and employees’ job satisfaction through supervisor support, supervisors should develop a positive form of reciprocation by helping employees to solve the real problem they are facing.Originality/value– No previous studies have investigated influencing factors of employees’ satisfaction from the perspective of individual and organizational interfaces.

AB - Purpose– Drawing upon the theory of conservation of resources to argue the importance of job stress as an important variable that mediates the person-organization (P-O) fit-job satisfaction relationship, and supervisor support as an important moderating variable that moderates the relationship between P-O fit and job stress, the purpose of this paper is to test a moderated mediation model.Design/methodology/approach– Data were collected from 225 employees in 12 catering service organizations in Beijing. An integrated mediation and moderation model was evaluated.Findings– The study illustrates both some new mechanisms and the boundary conditions between P-O fit and job satisfaction. Job stress mediates the relationships between P-O fit and job satisfaction; supervisor support moderates the linkage of P-O fit, job stress, and job satisfaction. The corresponding moderated mediation model was supported.Research limitations/implications– The question of causality cannot be determined because of the cross-sectional research design; self-report is a necessary strategy for the assessment of subjects’ appraisals. However, it requires some caution in interpreting the results.Practical implications– The findings offer a better understanding of the way P-O fit is able to affect job satisfaction. Actions designed to promote P-O fit may be useful in reducing employees’ stress and result in higher job satisfaction. To enhance the relationships between P-O fit and employees’ job satisfaction through supervisor support, supervisors should develop a positive form of reciprocation by helping employees to solve the real problem they are facing.Originality/value– No previous studies have investigated influencing factors of employees’ satisfaction from the perspective of individual and organizational interfaces.

KW - Stress

KW - Mediation

KW - Moderation

KW - Job satisfaction

KW - Service industry

KW - Person-organization fit

U2 - 10.1108/JMP-08-2014-0236

DO - 10.1108/JMP-08-2014-0236

M3 - Journal article

VL - 31

SP - 946

EP - 959

JO - Journal of Managerial Psychology

JF - Journal of Managerial Psychology

SN - 0268-3946

IS - 5

ER -