• 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.

• Journal of the Korean Society of Food Culture
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• v.23 no.2
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• pp.139-151
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• 2008

The purpose of this study was to determine the empirical cause-effect relationships among business ethical values and person-organization fit, job satisfaction, turnover intent, and organizational performance within family restaurants and feeding facilities. Self-administered questionnaires were completed by 459 restaurant employees. The SPSS and Amos programs were then applied to the data to perform frequency, factor, reliability, correlation and SEM analyses. The primary results are as follows. First, business ethical values had a significant positive effect on person-organization fit. Second, person-organization fit had a significant positive effect on job satisfaction, and a significant negative effect on turnover intent. Third, job satisfaction had a significant positive effect, and turnover intent had a significant negative effect, on organizational performance. Finally, upon verifying the possible direct and indirect effects of business ethical values within family restaurants and feeding facilities, it was determined that the ethical values had significant direct and indirect effects on person-organization fit, job satisfaction, turnover intent, and organizational performance. These findings have various implications. For example, an improved in-house ethical working environment leads to greaterperson-organization fit, and having employees that feel there is better in-house ethical reliability leads to greater consistency between personal and organizational values, resulting in higher job satisfaction and ultimately organizational performance.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.3
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• pp.211-221
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• 2020

This study aims to analyze the effect of structural Person-Organization Fit and organizational justice on organizational commitment, job satisfaction, Organizational Citizenship Behavior and employee performance. This study is based on a quantitative approach by collecting data using a survey conducted on three SOE's companies in Indonesia that operate in Makassar City, namely Pelindo. Ltd (Port Company), PLN. Ltd (Electric Company) and Pertamina. Ltd (Oil and Gas Company), with a sample of 90 employees. The study population was all non-managerial permanent employees. Data analysis using Structural Equation Modeling. In structural relations, out of the nine direct tests, there were two insignificant relationships, and in all three hypotheses there was one not-supported hypothesis. When compared between person-organization Fit and Organizational Justice, it is found that organizational justice has a more critical role in building Human Resource performance compared to Person-Organization Fit, because organizational justice is better able to provide job satisfaction and make organizational commitment and OCB as a prerequisite for its formation to better Human Resources performance. With organizational justice, employees will feel more satisfied working, committed to the work and organization, and behaves as a supportive organizational citizen for the realization of the best performance for the interests of the organization going forward.

• Journal of Digital Convergence
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• v.18 no.12
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• pp.117-125
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• 2020

In this paper, we wanted to look at the effects of person-organization fit and person-job fit of social welfare officials on the job enthusiasm, but also examine the mediated effect of organizational committment. The study found that person-job fit has a positive effect on the job enthusiasm of public officials in charge of social welfare, and that the mediating effect of organizational committment is also partially covered. However, person-organization fit does not have a direct impact on job enthusiasm, but has been shown to have a full mediated effect through organizational committment. As a result of these studies, social welfare officials are judged to lack consistency and affinity within the organization, while their individual abilities, purposes, and demands are in line with their duties and job enthusiasm for their duties. Therefore, it is necessary to provide support at the organizational level and to create a sense of unity in order to enhance the job enthusiasm of public officials in charge of social welfare.

• The Korean Journal of Applied Statistics
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• v.24 no.2
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• pp.411-424
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• 2011

The studies of congruence in organizational research have explored the concepts such as person-job fit person-organization fit, or person-environment fit. The relevant studies dealt with the fit level as an important influencing factor on the performance. In particular, researchers have agreed that employees can be motivated by the high level fit of person-organization. However, few research developing an alternative methodological approach has been done. For the purpose mentioned above the statistics like D, |D| or $D^2$ and the Q values such as Q(the correlation between two sets of interval measures) or $Q_r$(the correlation between two rankings) have been conventionally adopted in spite of numerous methodological problems. In general, these traditional indices such as difference scores, or Q values, are nondirectional and add an extra weight to differences of lager magnitude. Therefore, Edwards (1993) introduced the polynomial regression and the response surface analysis to overcome flaws with conventional approaches. However, the method-ological approaches did not reflect the profile characteristics of person-organizational value fit and wouldn't be a proper solution for the fit level of person-organization value maximizing performance. Hence, this paper investigates alternative methodological approaches, the multivariate polynomial regression and the multiple response surface analysis, to avoid the problems issued from conventional ways.

• Knowledge Management Research
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• v.23 no.4
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• pp.207-231
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• 2022

The purpose of this study is to identify the relationship between PJF(person-job fit) and members' organizational commitment focusing on the mediating factor. Previous Studies have found that person-job fit has positive effect on organizational commitment, and self-efficacy has positive effect on the organizational commitment. On the other hand, the studies to identify whether self-efficacy has a role in mediation between PJF and the members' organizational commitment has been insufficient. To that end, we considered self-efficacy as the mediator of the relationship between PJF and organizational commitment. We used the data which to perform national policy research from 690 workers at a small or medium firm. As a result of verifying the suitability of the research model, it was suitable for the acceptance criteria. Besides the hierarchical regression analysis, bootstrapping was conducted to verify significance of mediating effect of self-efficacy. The main results are as follows. First, the variables, PJF, self-efficacy and organizational commitment showed a positive correlation. Second, PJF has a positive effect on self-efficacy and organizational commitment significantly. Also self-efficacy has a positive effect on organizational commitment significantly. Third, the mediating effect of self-efficacy in the relationship between PJF and organizational commitment is significant. In order to improve person-job fit, this study suggested that SMEs' owners should consider job rotation system and career development program for employees. Based on this study result and implications, we discussed limit of research and direction for future research.

• Journal of Distribution Science
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• v.16 no.7
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• pp.77-86
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• 2018

Purpose - In the insurance distribution channel, the salespeople plays a role of representing the company, and recognizes the needs of the customers and plays a role in responding to them. Therefore, their turnover can have a great influence on the company performance. The purpose of this study is to investigate the structural relationship between salespeople's personal - environmental fit and organizational commitment and turnover intention. Research design, data, and methodology - Data collection was conducted a self-filling questionnaire for salespeople for about one month from July 24, 2017 to August 30, 2017. The subjects of the questionnaire were the insurance salespeople who work in the sales line such as K life, S fire. A total of 450 copies were distributed and 432 copies of the questionnaire were used for final analysis. The analysis program used SPSS 22.0 and AMOS 22.0 programs. Analysis method was Frequency Analysis, Reliability & Confirmatory Factor Analysis, Correlation Analysis and Structural Equation Model(SEM). Results - As a result of Hypothesis 1, Person-Supervisor Fit had significant influence only on Continuance Commitment. Person-Job Fit did not have a significant effect on Organizational Commitment. Person-Coworker Fit had a significant effect on Continuance Commitment and Affective Commitment. Person-Organization Fit had a significant impact on Affective Commitment. Therefore, only , , , , were adopted. As a result of Hypothesis 2, Continuance Commitment had a significant effect on turnover intention. Therefore, only was adopted. Conclusions - This study suggests that it is necessary to manage the human resources in the sales field through studies related to salespeople's extension of the research scope and salespeople's turnover intention. Based on the results of this study, the conclusion suggests some implications for the efficient human resources management of insurance companies in sales channels. It is expected that it will be helpful for the salespeople to find out what kind of Person-Environment Fit affects the organizational commitment and how to manage the organizational commitment among the three dimensions of organizational commitment to reduce turnover intention.

• 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.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.9
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• pp.5968-5981
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• 2015

In Korean companies, traditional collectivism have been merged into individualism caused by meritocracy. In order to better understanding about change of cultural characteristics, we examine the relationship between collectivism / individualism and person-environment fit. The data was obtained from 203 employees working in 5 Korean company and 173 employees in 4 companies in China. Results confirmed that collectivism increases employee's person-environment fit (person-organization, person-supervisor, person-coworker) and further leads to high levels of affective organizational commitment. The moderating roles that individualism play upon the relationships between collectivism and person-environment fit (person-organization, person-supervisor, person-coworker) were also investigated. Results confirmed that individualism enhance the impact collectivism has upon person-environment fit. In addition, this study found the significantly difference between Korea and China in effect of collectivism on person-environment fit. Lastly, the study also has explored theoretical and practical implications and the limitations of this research as well as the future directions of research.

• Journal of Digital Convergence
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• v.20 no.5
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• pp.269-274
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• 2022

With the advent of the Fourth Industrial Revolution modern society demands global convergence talent with expertise. The purpose of this study is to suggest the Person-organizational Fit can be enhanced only when university institutions enhance the learning flow and learning interest of Chinese students. Only when the suitability of Chinese students and Univ. is good will it be of great help to the educational performance and administrative management of international students, and the learning atmosphere and university image can be promoted. However, international students with excessive self-efficacy may have a negative effect on Person-organizational Fit to making it difficult to educate and manage students. On the other hand, for international students with low self-efficacy, the higher the immersion in learning, the higher the individual-organization (Univ) suitability.