Employee-Organization Congruence and Job Performance: Development of a Conceptual Model

Authors

  • G.D.N. Perera
  • A. Khatibi Management & Science University
  • N.N.J. Navaratna University of Colombo

DOI:

https://doi.org/10.18034/gdeb.v2i2.186

Keywords:

Employee-organization congruence, Job performance, Job satisfaction, Organizational commitment, Organizational climate

Abstract

Research on Employee-Organization Congruence (EOC) has focused on the effect of EOC on individual performances. However EOC and job performance relationship and its contextual validity have not been explored in Sri Lankan apparel sector. This paper has explored the specific factors specially related to the Sri Lankan apparel sector work environment. Among these variables EOC considered as independent variable, job performance as a dependent variable. The conceptual model of this study investigates job related attitudes, namely job satisfaction and organizational commitment as two potential mediating factors for the  EOC and job performance relationship. Further organizational climate has been cited as possible moderating factor on EOC and job performance relationship. This paper makes a significant contribution to the body of knowledge with the proposed conceptual framework so that it can be used as a basis for the future research in this context.

JEL Classification Code: J53; J58

Downloads

Download data is not yet available.

Author Biographies

  • G.D.N. Perera

    PhD Researcher, Management & Science University, MALAYSIA

    and

    Lecturer, Department of Human Resource Management, University of Sri Jayewardenepura, SRI LANKA

  • A. Khatibi, Management & Science University

    Prof and Dean, Faculty of Business Management and Professional Studies, Management & Science University, MALAYSIA

  • N.N.J. Navaratna, University of Colombo

    Senior lecturer, Department of Human Resource Management, Faculty of Management and Finance, University of Colombo, Sri Lanka

References

Arthur, B., Bell, S T., Villado, A. J. & Doverspike, D.(2006). The Use of Person-Organization Fit in Employment Decision Making: An Assessment of Its Criterion-Related Validity. Journal of Applied Psychology. 91 (4). p.786. DOI: https://doi.org/10.1037/0021-9010.91.4.786

Ambrose, M. L., Arnaud, A. & Schminke, M.(2008). Moral Development and Ethical Climate: The influence of Person-Organization Fit on Job Attitudes. Journal of Business Ethics, 77, 323-333. DOI: https://doi.org/10.1007/s10551-007-9352-1

Becker, T. E., Billings, R. S., Eveleth, D. M. & Gilbert N. L. (1996). Foci and bases of employee commitment: Implications of job performance. Academy of Management Journal, 39, 464-482.

Bowen, D. E., Ledford, G. E. & Nathan, B. R. (1991).Hiring for the organization, not the job. Academy of Management Executive, 5(4), 35–51.

Cable, D.M. & Judge, T.A. (1996). Person-Organization Fit, Job Choice Decisions, and Organizational Entry. Organizational Behavior and Human Decision Processes,67, pp294-311. DOI: https://doi.org/10.1006/obhd.1996.0081

Caldwell, D.F. O'Reilly, C.A. & Chatman, J. (2004). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34, 487-516.

Chatman,J.(1989).Improving interactional organizational research: A model of person-organization fit .Academy of Management Review,14:333-349.

Cools,E.,Broeck,H.V. & Bouckenooghe, D.(2009).Cognitive styles and person-environment fit: investigating the consequences of cognitive (mis) fit. European Journal Of Work and Organizational Psychology,18(2),167-198. DOI: https://doi.org/10.1080/13594320802295540

Cooper,T.H.D,Van,V.A &Anderson,N.(2004).Changes in Person-Environment fit:The impact of socialization tactics on perceived and actual P-O fit. European journal of Work and Psychology,13.52-78.

Edwards, B.D., Bell.S.T.,Arthur. W. & Decuir.A.D.(2008).Relationships between facets job satisfaction, task, and contextual performance. Applied Psychology. An International Review, 57, 3, 441-465.

Edwards, J.R. & Cable, D.M.(2009).The value of value congruence. Journal of Applied Psychology.94 (3).654-677. DOI: https://doi.org/10.1037/a0014891

Greguras, G.J. Diefendorff, J.M. & James. M.(2009).Different fits satisfy different needs: Linking person-environment fit to employee commitment and performance using self determination theory.Journal of Applied Psychology,94(2),465-477. DOI: https://doi.org/10.1037/a0014068

Hackett, R. D., Lapierre, L. M. & Hausdorf, P. A. (2001). Understanding the links between work commitment constructs. Journal of Vocational Behavior, 58: 392-413.

Hamdan,M.H.,2011.Mediators of the relationship between person-organization fit and outcome. School of Mgt, Faculty of Business, Queensland University of Technology, Australia.

Hoffman, B. J. & Woehr, D. J. (2006). A quantitative review of the relationship between person–organization fit and behavioral outcomes. Journal of Vocational Behavior, 68, 389–399. DOI: https://doi.org/10.1016/j.jvb.2005.08.003

Jansen,K. & Kristof-Brown.A.(2006).Toward a multi dimensional theory of person- environment fit. Journal of Managerial Issues.28.193-212.

Kanungo, R.N. (1982). Work alienation: An integrative approach. New York: Praeger Publishers.

Kristof,A.L.(1996), Person-organization fit: an integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 39, pp1-49. DOI: https://doi.org/10.1111/j.1744-6570.1996.tb01790.x

Kristof-Brown. A.L,Zimmerman. R.D. & Johnson, E.C. (2005).Consequences of individuals fit at work: A meta analysis of person-job, person-organization, person-group-person supervisor fit: Personnel psychology 58, 281-342. DOI: https://doi.org/10.1111/j.1744-6570.2005.00672.x

Lawler, E.E. (1986). High-Involvement Management, Jossey Bass, SanFrancisco, CA. Management Journal,Vol.33, Pp.692-724.

Lewin.K.(1951).Dynamic theory of personality, New York: McGraw -Hill.

LI, J. (2006). The interactions between person-organization fit and leadership styles in Asian firms, an empirical testing. International journal of HRM. , vol. 17, no. 10, p. 1689-1706. DOI: https://doi.org/10.1080/09585190600964343

Litwin, G. H., & Stringer, R. A. (1968). Motivation and organizational climate. Boston: Division of Research, Graduate School of Business Administration, Harvard University.

Lodahl, M. K.(1965) The definition and measurement of job involvement Journal of Applied Psychology, 49 . pp. 24–33.

Mackinnon,D.P.,Fairchild.A.J. & Fritz, M.Z.(2007).Mediation analysis. Annual review of Psychology, 58.593-614. DOI: https://doi.org/10.1146/annurev.psych.58.110405.085542

McCloy, R. A., Campbell, J. P. & Cudeck, R. (1994). A confirmatory test of a model of performance determinants. Journal of Applied Psychology,79, 493–505. DOI: https://doi.org/10.1037/0021-9010.79.4.493

Meglino, B.M. & Ravlin,E.C.,(1998).Individual values in organizations. Concepts. Controversies and research. Journal of Management,24. 351-359.

Meglino, B.M., Ravlin, E.C. & Adkins, C.L. (1989).A Work Values Approach To Corporate Culture: ATest of The Values Congruence Process and Its Relationship To Individual Outcomes. Journal of Applied Psychology, 74 (3), pp.424-432. DOI: https://doi.org/10.1037/0021-9010.74.3.424

Meyer, J. P. & Allen, N. J. (1991). A three component conceptualization of organizational commitment. Human Resource Management Review, 1, 61-89. DOI: https://doi.org/10.1016/1053-4822(91)90011-Z

Morewitz,C.L.(2009). Climate strength as a moderator of the relationship between person-organization fit and job performance.

Motowidlo, S. (2003). Comprehensive Handbook of Psychology, Vol. 12 (pp.39-53). NewYork, NY:Wiley.

Mowday; R. T. Steers, R. M. & Porter, L. W.(1982) “The Measurement of Organizational Commitment”, Journal of Vocational Behavior, Vol.14, pp.224-227. DOI: https://doi.org/10.1016/0001-8791(79)90072-1

Muchinsky, P. M. (2003). Psychology Applied to Work (7th ed.). Belmont, CA:Wadsworth.

O'Reilly III, C.A, Chatman, J. & Caldwell, D.F. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34, 487-516.

Ostroff, C., Kinicki, A.J. & Tamkins, M.M., 2003. Organizational culture and climate. Handbook of Psychology: Industrial and Organizational Psychology, 12. John Wiley, New York, NY, pp. 565–593. DOI: https://doi.org/10.1002/0471264385.wei1222

Poon,J.M.L.(2004).Effects of performance appraisal politics on job satisfaction and turnover intention. Personnel review 33(3).322-334. DOI: https://doi.org/10.1108/00483480410528850

Rod,M., Ashill, N.J. & Carruthers,J.(2008).The relationship between job demand stressors,service recovery performance and job outcome in a state-owned enterprise. Journal of Retailing and Consumer Services.15(1),22-31. DOI: https://doi.org/10.1016/j.jretconser.2007.02.002

Schneider, B.(2001).Fits about fit .Applied Psychology: An International Review,50,141-152. DOI: https://doi.org/10.1111/1464-0597.00051

Schneider,B.,Goldstein,H.W. & Smith.D. B.(2000).Attraction-selection attrition. Toward a person-environment psychology of organizations, Person Environment Psychology: New directions and perspectives (pp 61-82)

Sekaran,U. & Bougie,R.,2011.Research methods for business: A skill building approach,5th edition, Printed in Great Britain by TJ International Ltd,Padstow,Cornwall.

Sekiguchi, T.(2003). A contingency perspective on the importance of P-J fit and P-O fit in employee selection. Paper presented at the Annual Conference of Academy of Management, Seattle, WA.

Tidball, K. H. (1988). Creating a culture that builds your bottom line. Cornell Hotel and Restaurant Administration Quarterly, 29 (1), 63-69. DOI: https://doi.org/10.1177/001088048802900118

Van,V.A.E.M, De Pater,I.E. & Van,D.F.(2007).Work value fit and turnover intention: Same source or different source fit. Journal of managerial psychology,22(2),188-202. DOI: https://doi.org/10.1108/02683940710726438

Westerman, J.W. & Cyr, L. A. (2004). An integrative analysis of person-organization fit theories. International Journal of Selection and Assessment, 12 (3), 252-261. DOI: https://doi.org/10.1111/j.0965-075X.2004.279_1.x

--0--

Downloads

Published

2013-12-31

Issue

Vol. 2 No. 2 (2013): July - December Issue

Section

Articles

License

The CC BY-NC 4.0 license lets others remix, tweak, and build upon your work non-commercially, and although their new works must also acknowledge & be non-commercial, they don’t have to license their derivative works on the same terms.
|| View License Deed ||
|| View Legal Code ||
 
Publishing paper with Global Disclosure in Economics and Business means that the author or authors retain the copyright in the paper.
This journal is granted an exclusive noncommercial reuse license by the author(s), but the author(s) are able to put the paper onto a website, distribute it to colleagues, give it to students, use it in your thesis, etc, so long as the use is not directed at commercial advantage or toward private monetary gain.
The author(s) can reuse the figures and tables and other information contained in their paper published by Global Disclosure in Economics and Business in future papers or work without having to ask anyone for permission, provided that the figures, tables or other information that is included in the new paper or work properly references the published paper as the source of the figures, tables or other information, and the new paper or work is not direct at private monetary gain or commercial advantage.

How to Cite

Perera, G. ., Khatibi, A. ., & Navaratna, N. . (2013). Employee-Organization Congruence and Job Performance: Development of a Conceptual Model . Global Disclosure of Economics and Business, 2(2), 183-191. https://doi.org/10.18034/gdeb.v2i2.186
Crossref
Scopus
Google Scholar
Europe PMC

Similar Articles

61-70 of 72

You may also start an advanced similarity search for this article.