Browse > Article
http://dx.doi.org/10.14400/JDC.2021.19.1.023

The Impacts of ERG Factors on Organizational Attachment: Focused on the Mediating Effects Job Fit  

Jang, Jun-ho (Dept. of Business Administration, Honam University)
Qing, Cheng-lin (Dept. of Business Administration, Honam University)
Jin, Xiu (Dept. of Business Administration, Honam University)
Publication Information
Journal of Digital Convergence / v.19, no.1, 2021 , pp. 23-28 More about this Journal
Abstract
This research emphasized that the importance of ERG elements such as existence needs, relatedness needs, and growth needs. Moreover, it focused on verifying the effects of these three elements on organizational attachment through person job fit. In addition, the mediating role of person job fit was clearly identified as a key variable that can lead to organizational attachment. To verify this, an empirical analysis was conducted on workers engaged in state-owned company, service, manufacturing, and distribution industries in Korea. Through empirical analysis, it was found that all three elements of ERG improve person job fit. Furthermore, person job fit was found to increase the level of organizational attachment. Thus, it was found that person job fit played a partial mediating role in the relationship between the three elements of ERG and organizational attachment. This research also identified which element has the strongest influence on person job fit. Through these results, practical implications were presented and future research directions were discussed.
Keywords
Existence Needs; Relatedness Needs; Growth Needs; Job Fit; Organizational Attachment; ERG Factors;
Citations & Related Records
연도 인용수 순위
  • Reference
1 C. T. Kulik, G. R. Oldham & P. H. Langner. (1988). Measurement of job characteristics: Comparison of the original and the revised Job Diagnostic Survey. Journal of Applied Psychology, 73(3), 462-466. DOI: 10.1037/0021-9010.73.3.462   DOI
2 S. H. Chi. (2019). The Study of the Flight attendants' ERG Motivation, Job Crafting, Core Self-Evaluation, Turnover Intention. Doctoral dissertation. Dong-A University, Busan.
3 C. A. Arnolds & C. Boshoff. (2002). Does higher remuneration equal higher job performance? An Empirical Assesment of the Need-Progression Proposition in Selected Need Theories. South African Journal of Business Management, 31(2), 53-64. DOI: 10.4102/sajbm.v31i2.734   DOI
4 S. H. Rho & T. L. Kwon. (2008). Relationship between Job Embeddedness and Organizational Commitment in the hotel industry. Korean Journal of Hospitality & Tourism, 17(4), 73-89.
5 C. P. Alderfer. (1972). Existence relatedness and growth: Human needs in organizational settings. New York: Free Press.
6 S. H. In, W. K. Choi & K. I. Chung. (2016). The mediating effects of organizational attachment on the relationships between organizational culture and customer orientation of flight attendants. International Journal of Tourism and Hospitality Research, 30(6), 5-20.
7 J. E. Mathieu & D. M. Zajac. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108(2), 171-194. DOI: 10.1037/0033-2909.108.2.171   DOI
8 M. S. Jung. (2018). Mediating Effect of Positive Psychology Capital in Relationship Between Job Fit and Job Satisfaction of Railway Employees. The Journal of Humanities and Social science, 9(6), 381-396.
9 H. G. Oh & S. M. Park. (2015). Job Satisfaction among Public and Private Employees: Exploring the Effects of Person-job Fit and Work-life Balance Policies. Modern Society and Public Administration, 25(2), 103-123.
10 L. W. Porter & R. M. Steers. (1983). Motivation and work behavior. New York : MaCraw-Hill.
11 G. R. Salancik & J. Pfeffer. (1977). An examination of need-satisfaction models of job attitudes. Administrative Science Quarterly, 22(3), 427-456. DOI: 10.2307/2392182   DOI
12 C. Lee, L. M. Hung & M. L. Chen. (2012). Empirical study on the influence among corporate sponsorship, organizational commitment, organizational cohesiveness, & turnover intention. Journal of Management and Sustainability, 2(2), 43-53.
13 S. Y. Hong. (2006). A Study on the Determinants Affecting Event PD's Job Satisfaction: Focused on Alderfer's ERG Theory. Master dissertation. Yonsei University, Seoul.
14 A. M. Saks & B. E. Ashforth. (1997). A longitudinal investigation of the relationships between job information sources, applicant perceptions of fit, and work outcomes. Personnel Psychology, 50(2), 395-426. DOI: 10.1111/j.1744-6570.1997.tb00913.x   DOI
15 N. Osman, D. Purwana & A. Saptono. (2017). Do Performance Appraisal, Compensation Andjob Satisfaction Influence Employees' Loyalty Of Generation. Journal of Business and Behavioural Entrepreneurship. 1(1), 35-49.   DOI