• Title/Summary/Keyword: Person-Job Fit

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The Effect of Social Worker's Person-Social Welfare Value Fit on Job Satisfaction and Organizational Commitment: Mediating Role of Emotional Labor (사회복지사의 사회복지 가치적합성이 직무만족과 조직몰입에 미치는 영향: 감성노동의 매개역할을 중심으로)

  • Shin, Junghwan;Kim, Jungwoo
    • Korean Journal of Social Welfare
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    • v.66 no.4
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    • pp.157-179
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    • 2014
  • This study introduces the mediating role of social worker's emotional labor in the relationship between person-social welfare value fit and job-related psychological attitudes. This study characterizes emotional labor as surface acting and deep acting, and job-related psychological attitudes as job satisfaction and organizational commitment. This study hypothesizes that the social worker's person-social welfare value fit raises job satisfaction and organizational commitment, that social worker's surface acting negatively mediates the relationship between social welfare value fit and psychological attitudes, and that deep acting positively mediates the relationship. The results from this study are as follows. Firstly, social worker's person-social welfare value fit raises job satisfaction and organizational commitment. Secondly, social worker's surface acting fully mediates the relationship between social welfare value fit and organizational commitment. Thirdly, deep acting fully mediates the relationship between social welfare value fit and job satisfaction, and social welfare value fit and organizational commitment. Based on these results, detailed practical and theoretical implications are discussed.

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Factors Affecting Organizational Commitment and Turnover Intention of Hospital Nurses: Focused on the Mediating Effects of Person-environment Fit (병원간호사의 조직몰입과 이직의도의 영향요인: 개인-환경 적합성의 매개효과를 중심으로)

  • Seok, Hyang Sook
    • Journal of Korean Academy of Nursing Administration
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    • v.19 no.3
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    • pp.361-371
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    • 2013
  • Purpose: This study was done to investigate the factors affecting organizational commitment and turnover intention of hospital nurses. Empirical analysis on the mediating effect of the person-environment fit of organizational commitment and turnover intention and factors affecting this relationship were also examined. Methods: Participants were nurses working in 4 university hospitals in Seoul or Busan. Data were collected between July 27 and Aug. 10, 2012 and for the final analysis, 393 data sets were used. The fitness of models were tested using AMOS 19.0. Results: The fitness of the modified model showed high compatibility with the empirical data. In the modified model, organizational climate, professional self-concepts and person-organization fit were found to have significant effects on hospital nurses' organizational commitment. Professional self-concepts, personality, person-organization fit and person-job fit significantly affected hospital nurses' turnover intention. There was the mediating effect of person-organization fit between organizational commitment and turnover intention and factors affecting the relationship. But person-job fit was not found to have a mediating effect. Organizational commitment accounted for 49.8% and turnover intention for 39.9% of covariance in these factors. Conclusion: Nursing strategy for enhancing professional self-concepts and person-organizational fit should be planned by nursing managers.

The Effects of Employees' Career Development upon Person-Job Fit and Job Satisfaction in the Hotel Industry (호텔 직원의 경력개발이 개인직무적합성 및 직무만족도에 미치는 영향에 관한 연구)

  • Jung, Hyo-Sun;Yoon, Hye-Hyun
    • Culinary science and hospitality research
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    • v.17 no.4
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    • pp.25-38
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    • 2011
  • The purpose of this study is to understand the influence of employees' career development in the hotel industry on person-job fit and job satisfaction. Based on total 353 employees obtained from empirical research, this study reviews the reliability and fitness of the research model and verifies a total of 3 hypotheses using the AMOS program. The hypothesized relationships in the model test are also analyzed using a structural equation model(SEM). The proposed model provided an adequate fit to the data, ${\chi}^2$=563.417(p<0.001), df=236, CMIN/DF=2.387, RMR=.070, GFI=.881, AGFI=.848, NFI=.921, CFI=.952, RMSEA=.065. The SEM results show that employees' career management (${\beta}$=.138), career plan ${\beta}$=.284), and career identity (${\beta}$=.437) among employees' career development plans have significant positive effects on person-job fit. Also, employees' career management (${\beta}$=.238) and employees' person-job fit (${\beta}$=.637) have significant positive effects on job satisfaction. Limitations and future research directions are also discussed.

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Effects of Person-Organization Fit and Person-Job Fit on Occupational Commitment, Organizational Commitment, and Turnover Intentions of Cooks (조리사의 개인-조직 적합성과 개인-직무 적합성이 직업 몰입, 조직 몰입, 이직 의도에 미치는 영향)

  • Je, Min-Ji;Kim, Young-Gook
    • Culinary science and hospitality research
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    • v.16 no.5
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    • pp.50-63
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    • 2010
  • The purpose of this study is to investigate the effects of person-organization fit and person-job fit on occupational commitment, organizational commitment and turnover intentions among cooks in the foodservice industry. Data were collected by a total of 210 cooks at restaurants in the Seoul and Kyunggi area. The analysis of AMOS was used to test the causal model. The results indicate that the person-organization fit was positively related to occupational commitment and organizational commitment. The person-job fit was also found to correlate positively with occupational commitment and organizational commitment. Occupational commitment was positively related to turnover intentions while organizational commitment was negatively related to turnover intentions. Implications of the results and limitations of the study were discussed.

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A Study on the Influence of Social Worker on Deviant Workplace Behavior (사회복지사의 일탈적 과업행동에 미치는 영향에 관한 연구)

  • Lim, Jin Seop;Jeong, Hye Won;Kim, Tae Hyeong
    • Korean Journal of Social Welfare Studies
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    • v.48 no.2
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    • pp.35-69
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    • 2017
  • The purpose of this study was to examine the effects of Person-Job Fit and Person-organization Fit on deviant workplace behavior and mediating effects of job-alienation on this relation. Research data was collected from 567 social workers who were attending supplement education for employees working for social welfare organizations in Gwangju. Main results of the analysis in this study were as follows. First, the Person-Job Fit and Person-organization Fit have significantly negative effects on job-alienation. Also there were significantly positive relationships between job alienation and deviant workplace behavior. Second, Person-Job Fit and Person-organization Fit had directly no relationships with deviant workplace behavior but had indirect influences mediating effects of job-alienation that is featured as a full mediation variable on this relation. Third, there was no difference between the population by sex on this relation. Finally, based on the results of this study, we present the practical implications and discussion for deviant workplace behavior of Employment of Participants under Social welfare facilities.

The Effect of Person-Job Fit on Flourishing: Mediating Effect of Work Meaningfulness and Anxiety (직장인의 직무적합도가 번영에 미치는 영향: 일의 의미와 불안의 매개효과를 중심으로)

  • Jung, Sung-Cheol
    • The Journal of the Korea Contents Association
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    • v.22 no.3
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    • pp.250-260
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    • 2022
  • This study aims to verify the dual mediating effect of work meaningfulness and anxiety in the process of person-job fit influencing flourishing. For this purpose, an online survey was conducted with 320 employees working in various companies, and statistical analysis was conducted using AMOS 21, SPSS 21, and SPSS Process Macro v. 3.3. The results of this study are as follows: First, person-job fit had positive correlations with work meaningfulness and flourishing and a negative correlation with anxiety. Second, work meaningfulness and anxiety were both found to have mediating effects on the relationship between person-job fit and flourishing. Third, the dual-mediating effect of work meaningfulness and anxiety was confirmed. The practical implication of this study is that it is important to manage effectively person-job fit and work meaningfulness at workplace as the individuals' perspective toward work changes and the emotional/psychological well-being becomes even more essential. The implications and limitations of this study were discussed in the conclusion.

The Effect of Career Planning on Subjective Career Success of Organization Employees: Mediating Effects of Person-Organization Fit and Person-Job Fit (직장인의 경력계획이 주관적 경력성공에 미치는 영향: 개인-조직적합성과 개인-직무적합성의 매개효과)

  • Kim, Dongyoun;Jin, Sungmi
    • Journal of vocational education research
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    • v.37 no.1
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    • pp.31-53
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    • 2018
  • Uncertainty of career environment driven by globalization and shift of employment context drives heavy competition of labor market and anxiety of employment for individuals. New career paradigm based on this environmental change puts emphasis on subjective career success from individual's viewpoint as important career outcome and individual's proactive career development efforts. In addition to this, importance of person-environment fit and person-job fit is growing in relationship between career planning and career success. Based on this perspective, this study aims to identify whether person-environment fit and person-job fit mediate the relationship between career development and subjective career success. Data analysis of questionnaire from 220 employees showed that both fits mediate the relationship. This result implies that individual's proactive career planning is critical to career success and this strengthens one's satisfaction to organization and job. To organization, strategies need to be developed to design career development of employees' based on their career needs and organizational intervention such as job-rotation system.

The Effect of Person-Job Fit on Job Satisfaction for the Employees of the Service Sector: Focused on the Mediating Effects of Perceived Organizational Support (서비스직 근로자의 개인-직무 적합성과 직무만족 관계에서 조직후원인식의 매개효과 분석)

  • Jang, Sunyun;Song, Ji Hoon;Kim, Soo Jung
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.20 no.9
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    • pp.111-120
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    • 2019
  • This study examined the mediating effects of perceived organizational support (POS) on the relationship between the person-job fit and job satisfaction of service workers. POS is divided into socioemotional POS and instrumental POS. To achieve the research purpose, a questionnaire survey was conducted on workers in charge of service jobs in domestic companies through an on-line survey system and finally, the results of 281 respondents were analyzed to verify the hypothesized research model with an 80.3% effective recovery rate. The findings are as follows. First, the person-job fit has positive effects on job satisfaction and POS. Second, among the sub-constructs of POS, socioemotional support has mediating effects, but instrumental support has no mediating effects on the relationship between person-job fit and job satisfaction. Based on the results of this study, this study suggests theoretical and practical implications for the human resource development and management of service workers. Overall, changes in the recruitment system, which can judge the person-job fit of employees who perform emotional labor facing customers, organizational culture and personnel system for establishing socioemotional support system, and compensation and workforce development system, are needed to enhance the job satisfaction of service workers.

The Effects of Internal Market Orientation on Service Providers' adaptive service behavior : Serial Multiple Mediation Effects of Person-Environment Fit and Work Engagement (내부시장 지향성이 서비스 제공자의 적응적 서비스 행동에 미치는 영향: 개인-환경 적합성과 직무열의의 연속다중매개효과)

  • Lee, Myoung-Soung;Kim, Gi-Dae
    • Journal of Service Research and Studies
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    • v.13 no.4
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    • pp.24-46
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    • 2023
  • This study sought to examine how internal market orientation of service organizations affects the service providers' adaptive service behavior and to determine what psychological processes go through for this purpose. To achieve this purpose, based on previous research, a research model was set up to predict that internal market orientation of service organizations will increase service providers' adaptive service behavior by continuously mediating the psychological processes of person-environment fit and work engagement. To test the hypothesis, a survey was conducted and data were collected from nutritionists at consignment catering companies located in Busan and Gyeongnam. As a result of testing the hypotheses proposed in this study's research model, internal market orientation increased person-job fit and person-organization fit, which are key elements of person-environment fit. And, it was confirmed that person-job fit and person-organization fit have a positive effect on work engagement. Additionally, work engagement improved service providers' adaptive service behavior. Lastly, this study confirmed that the influence of internal market orientation on adaptive service behavior is continuously mediated by person-environment fit and job enthusiasm.

The Effect of Organizational Memory Affordance and Person-Job, Person-Organization Fit on Organizational Performances : Mediating Absorption Capacity (조직 메모리 제공과 개인-직무, 개인-조직 적합성이 조직성과에 미치는 영향 : 흡수역량을 매개로)

  • Kwon, Jae-Hyeon;Seo, Young-Wook
    • The Journal of the Korea Contents Association
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    • v.20 no.8
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    • pp.274-284
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    • 2020
  • In the era of the Fourth Industrial Revolution, the level of data-efficient utilization greatly affects the performance of the enterprise. This study was to verify the effect on organizational performance and the absorption capacity as a mediate, depending on person-job fit and person-organization fit in organizational memory affordance. According to a survey of 317 employees of large, medium and small businesses, organizations that have sufficient organizational memory have had a positive impact on both person-job fit(PJF) and person-organization fit(POF), and also on absorption capacity. In addition, the organizational memory affordance had a positive effect on absorption capacity by mediating the POF. PJF and POF had a positive effect on management performance, but only POF when mediating absorption capacity showed a positive influence relationship. This study is meaningful by comprehensively empirical analysis of the organizational IT construction environment and the members' perception of organization and job as a leading factor in absorption capacity, and simultaneously demonstrating the impact on organizational performance.