Relationship between Person-Environment Fit Dimensions and Organizational Outcomes among Nurses Working in Isfahan Public Hospitals

Document Type : Original Article

Authors
Ali Nasery Mohamadabadi 1
Abolghasem Nouri 2
Azadeh Askari 3
Robab Sadegh 4
Ali Sotoudeh 5
1 PhD Student, Psychology, Faculty of Psychology and Educational Sciences, The University of Isfahan, Isfahan, Iran
2 Professor, Psychology, Researcher of Health Management and Economics Research Center, Isfahan University of Medical Sciences, Isfahan, Iran
3 PhD Student, Psychology, School of Psychology and Educational Sciences, The University of Isfahan, Isfahan, Iran
4 Nursing, Faculty of Nursing and Midwifery, University of Shahid Beheshti, Rasht, Iran
5 Psychology, National Iranian Oil Company, Tehran, Iran
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 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

Keywords

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Health Information Management
Volume 10, Issue 7 - Serial Number 7
Autumn 2014
Pages 1085-1094