How Nurses' Person-Organization Fit Influences Organizational Loyalty

Background

High turnover rates among nurses are a global concern due to the shortage of skilled professionals and increasing demand for high-quality healthcare. This study aims to enhance understanding of organizational fit by examining the impact of Person-organization fit (P-O fit) on organizational loyalty through the mediating role of organizational support and service quality, and the moderating impact of role ambiguity.

Methods

Using a convenience sampling technique, we employed a survey methodology by developing a questionnaire. Data were collected from a sample of 614 nurses in five different healthcare sectors in China. Employing SmartPLS 3.3, we conducted a Structural Equation Modeling (SEM) analysis to examine the relationships among the specified variables.

Results

The findings of the structural analysis suggest that the P-O fit influences organizational loyalty in the healthcare sector. Organizational support and service quality were identified as partial mediators of the P-O fit-organizational loyalty link. Additionally, the role of ambiguity represented a negative moderating impact between service quality and organizational loyalty.

Discussion

Overall, the study's findings extend the understanding of person-organization fit, organizational support, service quality, role ambiguity, and organizational loyalty in the context of healthcare sectors and offer implications for medical authorities. Discussions, limitations, practical implications, and suggestions for further research are also provided.

Impact of transformational leadership on the person-organization fit of Chinese nurses: The moderating effect of emotional intelligence

AIMS

To explore the relationships between transformational leadership and person-organization fit, as well as to test the moderating effects of emotional intelligence.

DESIGN

A descriptive cross-sectional study design was used to conduct an online questionnaire survey among 326 nurses in Chinese hospitals between March and June 2022.

METHODS

Transformational leadership, person-organization fit and emotional intelligence were measured using the Person-Organization Fit Scale, Transformational Leadership Questionnaire and Emotional Intelligence Scale. Hierarchical multiple linear regression models and simple slope analyses were used.

RESULTS

Transformational leadership had a significant positive impact on person-organization fit. Furthermore, emotional intelligence had a conditional moderating effect on the relationship between transformational leadership and nurses' person-organization fit. Under a high level of emotional intelligence, transformational leadership had a stronger positive effect on person-organization fit, while under a low level of emotional intelligence, the relationship between the two was not significant.

CONCLUSION

Transformational leadership has a positive predictive effect on person-organization fit, but this positive predictive effect is driven by conditional effect. The emotional intelligence of nurses plays a moderating role between them.

Understanding employee creativity from the perspectives of grit, work engagement, person organization fit, and feedback

Purpose

Drawing on the growing emphasis in the literature on the importance of creativity in the workplace, the present study examines the effect of personal and organizational level factors that influences employee creativity. Precisely, we examine how grit, work engagement, person-organization fit, and feedback influence creativity in the workplace.

Design/methodology/approach

We sampled data from 422 research assistants who are professional workers at top-notch Universities in China. They were recruited to participate in the survey through an online medium known as WeChat. We empirically tested the effect of grit, work engagement, person-organization fit, and feedback on employee creativity. These hypotheses were supported by confirmatory and exploratory factor analysis, and path analysis.

Findings

The results show that work engagement strengthens the relationship between grit and creativity. In addition, the results proved that person-organization fit positively moderates the link between grit and work engagement. Feedback also had a positive mediating effect on the link between work engagement and creativity.

Practical implications

Based on the appropriateness of an individual work environment, a gritty person will likely become engaged and creative with task execution. Consequently, a person's organizational fit will strongly interact with grit, work engagement, and creativity.

Originality/value

We shed light on the blended value of personal and organizational-level factors that positively affect creativity in the workplace. Specifically, grit being both a personal and organizational factor influences employee creativity via work engagement. This research explored the effect of work engagement as a mechanism that serves as a motivational feature enhancing creativity. We also simultaneously identify the moderation conditions of person-organization fit and feedback. The theoretical and practical implications of the findings are discussed in detail. The study makes a theoretical contribution through its assessment of the impact of grit on employee creativity. The trait activation theory portrays how grit can be expressed through feedback and person-organization fit. In terms of practice, grit can be an important consideration in hiring decisions, and feedback should be given to make the workplace more creative.

The impact of transformational leadership on the turnover intention of the new generation of knowledgeable employees: A moderated mediation model

The relationship between transformational leadership and employee behavior has been a popular topic in organizational research. However, while various factors have been identified for the influence of transformational leadership on employee behavior, researchers have so far failed to explore the impact of transformational leadership on the turnover propensity of the new generation of knowledge workers in terms of a specific orientation. Based on the social exchange theory, this study explored the influence of transformational leadership on the turnover intention of the new generation of knowledgeable employees, considering the mediating role of person-organization fit and the moderating role of job embeddedness. Through using SPSS 25.0, Amos 24.0, and PROCESS 3.3 to analyze the data of 326 workers, the results showed that transformational leadership has a negative predictive effect on the turnover intention of the new generation of knowledgeable employees. Person-organization fit plays a partial mediating role between transformational leadership and the turnover intention of the new generation of knowledgeable employees. The relationship between transformational leadership and person-organization fit is positively moderated by job embeddedness. Therefore, there is a moderated mediation model between transformational leadership and the new generation of knowledgeable employees. This research is a good reference and guide for management practices between transformational leadership and the new generation of knowledge workers.

How Does Person-Environment Fit Relate to Career Calling? The Role of Psychological Contracts and Organizational Career Management

Purpose

The formation of one's career calling involves endowing work with meaning and realizing oneself in work, and it has become a focus of organizational behavior research in the past decade. Although there are many studies on the outcome variables of career calling, research on the antecedents of career calling formation is relatively scarce, and its mechanisms are unclear. Based on fit theory and social exchange theory, we analyzed the data of 373 employees and explored the relationship between person-environment fit (focusing on person-organization fit and person-job fit), psychological contract, career calling and organizational career management.

Methods

We adopted a multi-timepoint data collection method to analyze data from 373 employees from an internet technology company. A mediated moderation model and hypotheses were tested using Mplus 8.3 software.

Results

The results showed that person-organization fit and person-job fit were positively related to career calling, and the psychological contract played a partial mediating role. The moderating effect of organizational career management on person-organization fit, person-job fit and the psychological contract was also confirmed. Moreover, the mediating effect of the psychological contract was stronger when organizational career management was higher.

Conclusion

We examined the important influence of individual-level and organizational-level factors on the formation of career calling. The findings highlight the important role and mechanism of person-environment fit in the formation of career calling through psychological factors, which has managerial implications for how to develop employees' career calling.

What Makes NPOs Sustainable in an Emergency? Examining the Effect of Person-Organization Fit and Generation on Volunteer Activities During the COVID-19 Pandemic

Purpose

Despite the unprecedented challenges caused by the COVID-19 pandemic, nonprofit organizations (NPOs) continued providing services, thereby contributing to overcoming the pandemic. What enabled NPOs to sustain their service provision during this global emergency? This study attempts to answer this question by focusing on one of the essential pillars supporting the operation of NPOs: volunteers. More specifically, we aim to investigate how person-organization (P-O) fit and generation, particularly the Millennial generation, are related to engagement in voluntary activities during the COVID-19 pandemic.

Methods

We collected data through an online survey conducted in March 2021. This US national survey was completed by 2307 respondents, yielding the US Census balanced data regarding gender, age, race, education, and income. To analyze the data, we employed the two-stage Heckman selection model.

Results

Relying on P-O fit theory and generational theory, the study identifies what led existing volunteers to continue engaging in volunteer activities at their NPO during the COVID-19 pandemic despite the risks. We found that P-O fit mattered in volunteers' decision to continue engaging. In addition, our study uncovered that when existing volunteers were Millennials, the relationship between P-O fit and engagement in voluntary activities strengthened during the pandemic.

Conclusion

This study contributes to expanding the explanatory power of the P-O fit theory by testing it in an emergency and extends the generational theory by clarifying under what conditions Millennials (aka Generation Me) transform themselves into Generation We. In addition, linking NPO management and emergency management, this study provides NPO managers with practical implications for securing reliable volunteers who will sustain the capacity of the NPO in a crisis.

Environmental Corporate Social Responsibility and Workplace Pro-Environmental Behaviors: Person-Organization Fit and Organizational Identification's Sequential Mediation

Organizations' environmental performance has come increasingly under scrutiny given the need for sustainable, low-carbon economies. Workers' pro-environmental behaviors (PEBs) can contribute to greener operations, but research on workplace PEBs is still an emerging field. This study examined how employees' perceptions of environmental corporate social responsibility (CSR) policies and practices are related to their self-reported voluntary PEBs, including person-organization fit (P-O fit) and organizational identification's role as sequential mediators. Data were gathered from 178 workers from different organizations via an online survey. The results reveal a positive relationship between perceived environmental CSR practices and work PEBs, which are both directly and indirectly connected through P-O fit and organizational identification. Managers can thus use environmental CSR activities to capitalize on employees' P-O fit and organizational identification, thereby fostering work PEBS.

Employability, organizational commitment and person-organization fit among nurses in China: A correctional cross-sectional research

AIM

This study aimed to explore the effect of training on organizational commitment, the mediating effect of employability and the moderating role of person-organization fit.

DESIGN

A correctional cross-sectional research design was adopted for this study.

METHODS

A questionnaire-based survey of 859 nurses in a public hospital in Western China was conducted to identify their perceptions of training, employability, organizational commitment and person-organization fit. Hierarchical linear regression and conditional process analysis on moderated mediation were performed.

RESULTS

Training had a positive effect on organizational commitment (p < .01). Internal and external employability mediated the relationship between training and organizational commitment (p < .01). Person-organization fit enhanced the indirect effect of training on organizational commitment through external employability (p < .05).

Digital Leadership and Employee Creativity: The Role of Employee Job Crafting and Person-Organization Fit

Industry 4.0 has changed the paradigm in the business practice and business model, and digital technology has brought radical transformations to enterprises. To support this transformation, digital leaders are required to help enterprises transform and lead them to a more promising future. Based on job demands-resources model and person-organization fit theory, this study examines the relationship between digital leadership and employee creativity. Based on a sample of 357 employees from various Chinese companies, this study used SPSS 22.0 and MPLUS 7.0 to examine the hypotheses. The findings indicate the following (a) digital leadership has a positive effect on employee creativity. (b) employee job crafting mediate the relationship between digital leadership and employee creativity. (c) person-organization fit positively moderates the relationship between digital leadership and employee job crafting. (d) person-organization fit positively moderates the indirect effect of digital leadership on employee creativity via employee job crafting. The findings reveal the effect mechanism of digital leaders on employee creativity and enrich the literature on antecedents of employee creativity. Practical implications and future research are also discussed.

Human Resource Practices for Corporate Social Responsibility: Evidence From Korean Firms

Human resource management (HRM) in managing environmental, social, governance (ESG), or corporate social responsibility (CSR) initiatives has been recently raised. Yet, little attention has been paid to integrating CSR and HRM. Our primary goal was to identify how and whether certain HR practices are critical for developing employee capability to operate in firms with active CSR initiatives. We first examine the impact of external CSR activities on firm-level work outcomes. Moreover, we attempt to identify a choice of particular HR practices that could be aligned with external CSR activities. We then empirically examine how each HR practice interacts with external CSR activities that influence employee retention and labor productivity. Using three longitudinal datasets conducted by the government-sponsored research institution over 154 publicly traded Korean firms for five waves of survey years, the results show that external CSR has a limited impact on employee retention and labor productivity. However, when external CSR activities are combined with a specific set of HR practices, including person-organization fit-based selection, performance-based pay, extensive investment of training and development, and employee suggestion program, the impact of external CSR on employee work outcomes is more substantial. The results indicate that external CSR and a particular set of HR practices as internal CSR can be complementary and generate a positive interaction on creating sustainable human capabilities.

Individual Creativity in Digital Transformation Enterprises: Knowledge and Ability, Which Is More Important?

Digital technological innovation is reshaping the pattern of industrial development. Due to the shortage of digital talents and the frequent mobility of these people, the competition for talents will be very fierce for organizations to realize digital transformation. The digitization transformation of China’s service industry is far ahead of that of industry and agriculture. It is of great significance to study the organizational management and talent management of service enterprises to reduce the negative impact of insufficient talent reserve and meet the needs of digital development. Based on 378 valid questionnaires from China’s service industry, this paper applied polynomial regression and a response surface model to analyze the impact of two kinds of person-environment fit on work engagement and individual creativity. The results show that: (1) under the combination of high morality and high talent, work engagement and individual creativity are the highest; (2) individual creativity is stronger under the condition of high morality and low talent than under low morality and high talent; and (3) work engagement mediates the influence of morality and talent on individual creativity. The research reveals the internal mechanism by which morality and talent cooperatively promote individual creativity, which provides theoretical guidance for management practice of service firms to improve individual creativity in the process of digital transformation.

Relationship Between Person-Organization Fit and Teacher Burnout in Kindergarten: The Mediating Role of Job Satisfaction

As an important organizational factor, person-organization fit in kindergartens may lead to teacher burnout when it is unfitted. In order to explore the influence mechanism of person-organization fit on teacher burnout in kindergartens, this study introduced the variable of job satisfaction to study the mediating effect of job satisfaction on the relationship between person-organization fit and teacher burnout in kindergartens. A total of 637 teachers from Henan, China, were surveyed by Person-Organization Fit Scale, Job Satisfaction Scale and Maslach Burnout Inventory. Results showed that person-organization fit, job satisfaction and teacher burnout were negatively correlated. Person-organization fit is positively correlated with job satisfaction. Job satisfaction partially mediated the relationship between person-organization fit and teacher burnout in kindergartens. In the end, the results of the relationship between person-organization fit, job satisfaction, and teacher burnout in Chinese kindergartens were discussed in this study.

Impact of Future Work Self on Employee Workplace Wellbeing: A Self-Determination Perspective

This study examines the association between future work self and employee workplace wellbeing by proposing a moderated mediation model. On the basis of the self-determination theory, self-management is identified as the mediator, and person–organization fit is recognized as the moderator in this study. We collected two waves of data from 239 Chinese employees. The results of the analysis revealed that the future work self is related to greater employee workplace wellbeing, and self-management mediates the links between them. We also found that the person–organization fit strengthens the positive relationship between future work self and self-management, and the indirect effect of future work self on employee workplace wellbeing through self-management. The results of this study extend the antecedents of employee workplace wellbeing and highlight the importance of future work self in current work-related output.

How to Keep Sustainable Development Between Enterprises and Employees? Evaluating the Impact of Person-Organization Fit and Person-Job Fit on Innovative Behavior

High-tech industries often regard workers as their main source of value creation. In order to stimulate their employees' willingness to innovate and their innovative behavior and reduce the turnover intention, companies are now seeking to establish employer-employee relationships in which their employee's willingness to stay is not simply driven by extrinsic motivations. Therefore, it is an important topic in human resources for companies to implement measures that encourage employees to willingly devote themselves to their jobs and consider organizational growth as a component of their career development. This study aimed to investigate the effect of person-organization fit and person-job fit on employees' innovative behavior and turnover intention via the mediators including job satisfaction and organizational commitment. Six hundred ninety-seven employees from China's eight major high-tech industries were examined in this study, and the empirical results were analyzed using partial least squares. Based on the results, it is suggested that the person-organization fit and person-job fit are both crucial factors affecting employees' job satisfaction and organizational commitment, which, in turn, increase employees' willingness to innovate in their jobs and reduce their turnover intentions. Furthermore, this study could serve as a reference for companies in selecting employees, promoting job satisfaction, and developing strategies for sustainable development.

Promoting Employee Green Behavior Through the Person-Organization Fit: The Moderating Effect of Psychological Distance

The importance of employee green behavior (EGB) to an enterprise’s green development goal is increasingly emphasized in many industries. However, to date promoting EGB through interaction, namely between individuals and organizations, has not been a central concern. Therefore, from the perspective of the person-organization fit, this study considers the psychological distance between employees and the organization as a moderating variable, exploring the mechanisms of values fit, needs-supplies fit, and demands-abilities fit on green behaviors as within and outside the scope of employee responsibility. After collecting the results of questionnaires from 412 employees, our hypotheses were tested using the Structural Equation Model (SEM). The results show that (1) person-organization fit can effectively promote EGB in the workplace. However, different types of person-organization fit have different influencing paths and effect-strengths on employees’ task-related green behavior and proactive green behavior. (2) Values fit has the greatest incentive effect on EGB, followed by demands-abilities fit, while needs-supplies fit promotes only eco-helping behavior. (3) Psychological distance has a significant moderating effect on the relationship between the person-organization fit and EGB. The effect of person-organization fit on EGB is enhanced when employees are close with less emotional distance, while the effect is weakened in the case of close expectation distance. Finally, this study provides suggestions for enterprise managers providing ways to motivate EGB through the selection and allocation of human resources.

Does Green-Person-Organization Fit Predict Intrinsic Need Satisfaction and Workplace Engagement?

The current study assessed whether high green-person-organization fit (GPO; the extent to which an organization’s commitment to pro-environmental outcomes is congruent with its employees’ environmental values) predicts employees’ intrinsic need satisfaction and engagement in the workplace. The sample consisted of 818 full-time Australian workers, which is sourced from an online panel. Consistent with the GPO model, pro-environmental work climate was a more potent predictor of intrinsic need satisfaction and engagement for employees with strong ecocentric values than those with weak ecocentric values. Mediation analyses revealed that the effect of work climate on employee engagement was fully mediated by intrinsic need satisfaction, and this effect was strongest when GPO fit was high. Overall, our findings suggest that organizations with pro-environmental work climates that match their employees’ values have more satisfied and committed workforces.

Identifying With How We Are, Fitting With What We Do: Personality and Dangerousness at Work as Moderators of Identification and Person-Organization Fit Effects

Using a sample drawn from a Brazilian electric company exposing employees to both dangerous and non-dangerous working conditions, the current study provides evidence on the differential underlying mechanisms guiding the relationships of organizational identification and person-organization-fit (P-O fit) with job performance. We suggest that despite their relatedness in current literature, organizational identification operates as a largely self-centered process and P-O fit as a predominantly context-dependent one, leading to distinct work-related processes deriving from each construct. Our findings suggest that P-O fit serves as a pathway through which job identification induces job performance. In this mediating path, personality and in particular neuroticism, hinders the effects of identification, whereas job dangerousness, a contextual factor, undermines work-related effects of perceived environmental congruence (P-O fit). Discussing these results, we provide novel insights on the distinct mechanisms driving organizational identification, P-O fit and their contingencies.

Relationship Bonds and Service Provider's Emotional Labor: Moderating Effects of Collectivism

Since service providers directly conduct emotional labor to customers, it is important to identify the factors influencing emotional labor of service providers. Even though the studies identifying the predisposing factors influencing emotional labor are taking place, there is no empirical evidence confirming how relationship bonds, which have been established between corporations and service providers, are related to emotional labor. This study examined the influences of relationship bonds on emotional labor through person-organization fit (P-O fit) and the moderating effects of collectivism between P-O fit and emotional labor. Analysis was conducted by performing questionnaire surveys targeting 350 employees in the financial industry. As a result of the analysis, it has been found that financial bonds, social bonds, and structural bonds enhanced P-O fit and P-O fit improved deep acting. In addition, this study identified that collectivism of service providers strengthened the influence of P-O fit toward deep acting. This study not only suggested the empirical evidence identifying the process of relationship bonds influencing emotional labor but also expanded the scope of study by examining moderating roles of collectivism in cultural psychology aspect.

The effects of work factors on nurses' job satisfaction, quality of care and turnover intentions in oncology

AIMS

We examined the effects of perceived supervisor support, value congruence and hospital nurse staffing on nurses' job satisfaction through the satisfaction of the three psychological needs for autonomy, competence and relatedness. Then, we examined the links between job satisfaction and quality of care as well as turnover intentions from the workplace.

BACKGROUND

There is growing interest in the relationships between work factors and nurses' job satisfaction. However, minimal research has investigated the effects of perceived supervisor support, value congruence and staffing on nurses' job satisfaction and the psychological mechanisms by which these factors lead to positive outcomes.

DESIGN

A cross-sectional questionnaire was distributed in 11 oncology units between September 2015 - February 2016.

METHOD

Data were collected from a sample of 144 French nurses who completed measures of perceived supervisor support, value congruence, staffing adequacy, psychological need satisfaction, job satisfaction, quality of care and turnover intentions.

RESULTS

The hypothesized model was tested with path analyses. Results revealed that psychological need satisfaction partially mediated the effects of perceived supervisor support, value congruence and hospital nurse staffing on job satisfaction. Moreover, job satisfaction was positively associated with quality of care and negatively linked to turnover intentions.

CONCLUSION

Overall, these findings provide insight into the influence of perceived supervisor support, value congruence and staffing on nurses' attitudes and behaviours.

How Person-Organization Fit Impacts Employees' Perceptions of Justice and Well-Being

Regulatory fit theory predicts that when individuals adopt strategies that sustain their motivational orientations, they feel right about what is happening. Our aim was to test these predictions at the person-organization level. Across three studies, we expected and found that a feeling right experience that results from a match between an employee and an organizational climate produces perceptions that the company's prevailing procedures are fair. In Study 1 (N = 300), a survey among employees of distinct companies, we observed that the more organizational characteristics matched individual promotion and prevention focus of the employees, the more the employees perceived their workplace as just. Study 2 (N = 139), a randomized-control experiment, replicated this pattern by demonstrating that individuals with a predominant promotion focus assigned fairness to the organizational conduct most strongly when they recalled events characterizing a promotion-oriented environment; on the contrary, individuals with a predominant prevention focus deemed their workplace most fair when they were asked to recall prevention-related conduct of their company. In Study 3 (N = 376), a cross-sectional field study, we found that regulatory non-fit was associated with lower procedural justice perceptions and this, in turn, related to higher burnout. Theoretical and practical implications of applying regulatory fit theory to person-organization relationships are discussed.

The Higher-Ed Organizational-Scholar Tension: How Scholarship Compatibility and the Alignment of Organizational and Faculty Skills, Values and Support Affects Scholar's Performance and Well-Being

Scholars and institutions alike are concerned with academic productivity. Scholars not only further knowledge in their professional fields, they also bring visibility and prestige to themselves and their institutions, which in turn attracts research grants and more qualified faculty and graduate students. Many studies have been done on scholar productivity, and many of them focus on individual factors such as gender, marital status, and individual psychological characteristics. Also, a few studies are concerned about scholars' well-being. We propose a causal model that considers the compatibility of the scholarship dimensions valued by scholars and institutions and their academic alignment with actual institutional recognition and support. We test our causal model with data from a survey of 803 faculty participants. Our findings shed light on how the above academic factors affect not just academic productivity but also a scholar's well-being. Importantly, we show that academic alignment plays a crucial mediating role when predicting productivity and well-being. These results have important implications for university administrators who develop, and faculty who work under, policies designed to foster professional development and scholarship.

The general environment fit scale: a factor analysis and test of convergent construct validity

Person-environment fit (P-E fit) was initially espoused as an important construct in the field of community psychology; however, most of the theoretical and empirical development of the construct has been conducted by the industrial/organizational (I/O) psychologists and business management fields. In the current study, the GEFS-a P-E fit measure that was developed from organizational perspectives on fit-was administered to 246 attendees of an annual convention for residents and alumni of Oxford House, a network of over 1,400 mutual-help addiction recovery homes. The authors conducted confirmatory factor and convergent construct validity analyses with the GEFS. The results suggested that the theoretical factor structure of the measure adequately fit the data and provided limited support for the measure's validity. Sufficient supply of resident needs by the Oxford House and similarity between residents and their housemates predicted satisfaction with the recovery home, but only perceived similarity to housemates predicted how long residents intended to stay in the Oxford Houses.