Ali Nasery Mohamadabadi; Abolghasem Nouri; Azadeh Askari; Robab Sadegh; Ali Sotoudeh
Volume 10, Issue 7 , December 2014, , Pages 1085-1094
Abstract
Introduction: Pearson-environment fit in the recent changing world is a basically concerns of managers. The importance of these issues is that in person-environment fit model the people adjust themselves to their organization in multiple level such as job, work groups, organizations and vocation. The ...
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Introduction: Pearson-environment fit in the recent changing world is a basically concerns of managers. The importance of these issues is that in person-environment fit model the people adjust themselves to their organization in multiple level such as job, work groups, organizations and vocation. The aim of this research is to investigate the role of person-environment fit in relation between person-organization fit and person-job fit and with four variables of general job satisfaction, affective commitment and intention to leave. Methods: this research is a cross sectional study.103 nurses which were working in public hospitals of Isfahan were randomly selected and answered to person-organization fit, person-job fit, person-vocation fit Cable and DeRue ) 2002) and job performance Bright (2009), Job satisfaction Cammann, Fichman, Jenkins and Klesh (1979), organizational commitment Meyer and Allen )1997) and intention to leave O’Reilly et al. (1997) questionnaires. Results then were entered in AMOS structural equations software and were analyzed by the mean of appropriate statistical methods like Maximum Likelihood Estimation (MLE). Results: Findings made support for both hypothesis and finally according to the results from mediation analysis and path analysis a model was suggested. Person-vocation fit had significant relation with both person-organization fit (r=0.558, p<0.05) and person-job fit (r=0.558, p<0.05). Also both person-organization fit and person-job fit mediated the relationship between person-vocation fit and general job satisfaction, job performance, emotional commitment and intention to leave. Finally proposed model fitted the data well (NC=1.052, CFI=0.756, TLI=0.778, BL89=0.876, RMSEA=0.074 and SRMR=0.064). Conclusion: Results suggest that person-vocation fit make organization efforts fruitful in the way of making a good fit between employees and organization and job. When the fit between people and their vocations are weak, weather this weakness is in result of divergent values or inappropriate skills, it gets very hard for employees to fit with their organization and jobs. This can help managers and practitioners in the field of human resources affairs such selection and recruitment. Keywords: Person Organizational Fit; Person Job Fit; Job Satisfaction; Performance
Ali Naseri Mohammad Abadi; Abolghasem Nouri; Azadeh Askari; Robab Sadegh
Volume 9, Issue 5 , November and December 2012, , Pages 733-743
Abstract
Introduction: Public service motivation (PSM) is one of the few motivational theories, whichinvestigates the motivation and its organizational outcomes such as job performance in public andgovernmental sectors. By emphasizing on direct effect of PSM on job performance, previousstudies led to contradictory ...
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Introduction: Public service motivation (PSM) is one of the few motivational theories, whichinvestigates the motivation and its organizational outcomes such as job performance in public andgovernmental sectors. By emphasizing on direct effect of PSM on job performance, previousstudies led to contradictory results. In this study, it is supposed that the effect of PSM on jobperformance is indirect; thus individual-organization and individual-job proportion wereinvestigated as mediator variables in this correlation.Methods: Since nursing is one of the best jobs that the PSM might be observed in, this study wasconducted in governmental hospitals. Similarly, 103 nurses, who were employed in governmentalhospitals of Isfahan, were randomly selected and then answered to PSM, individual-organizationproportion, individual-job proportion and job performance questionnaires. Thereafter, the datawere analyzed through SPSS AMOS™ structural equation modeling software.Results: Findings indicated that the PSM had a significant and positive correlation with bothindividual-organization proportion (β = 0.371, P < 0.01) and individual-job proportion (β = 0.561,P < 0.001). In addition, positive correlation between individual-organization proportion andindividual-job proportion with job performance was also significant (β = 0.367, P < 0.001) and(β = 0.482, P < 0.001), respectively. However, according to what was assumed and hypothesizedfor the individual-organization proportion and individual-job proportion, PSM did not have asignificant correlation with job performance; therefore, the individual-organization proportionand individual-job proportion confirmed these two variables to serve as a mediator.Conclusion: While private organizations could rely more on material rewards such as financial aidfor motivating their employees in the direction of employer’s goals and interests, governmentalorganizations should focus on requesting their employees in order to attempt for advancing thecommunity goals as well as satisfying individual needs in order to increase their efficiency.
