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Journal articles on the topic 'Person-organization fit'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

Morley, Michael J. "Person‐organization fit." Journal of Managerial Psychology 22, no. 2 (2007): 109–17. http://dx.doi.org/10.1108/02683940710726375.

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Ardıç, Kadir, Osman Uslu, Özlem Oymak, Emrah Özsoy, and Tuğba Özsoy. "Comparing person organization fit and person job fit." Journal of Economics and Management 25 (2016): 5–13. http://dx.doi.org/10.22367/jem.2016.25.01.

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Afsar, Bilal, Yuosre F. Badir, and Bilal Saeed. ""Person-Job Fit, Person-Organization Fit and Innovative Work Behavior"." Academy of Management Proceedings 2014, no. 1 (2014): 14644. http://dx.doi.org/10.5465/ambpp.2014.14644abstract.

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Andrews, Martha C., Thomas Baker, and Tammy G. Hunt. "Values and person‐organization fit." Leadership & Organization Development Journal 32, no. 1 (2011): 5–19. http://dx.doi.org/10.1108/01437731111099256.

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Wojtczuk‑Turek, Agnieszka. "The Role of Leaders in Person–Organization Fit, Person–Job Fit and Person–Team Fit." Kwartalnik Ekonomistów i Menedżerów 47, no. 1 (2018): 25–41. http://dx.doi.org/10.5604/01.3001.0012.1425.

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The purpose of the article is to analyze the role of leaders in shaping different types of employee fit in the workplace. To complete this aim, research of literature and to‑date empirical studies devoted to this issue was conducted. The key activities of the leader that increase person–job fit are: modification of work environment, provision of resources, supporting the subordinates, developing employee competencies and creating attitudes. Person–team fit can be sustained by way of socialization, building positive group relations and facilitation of interactions, as well as creating positive

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Pudjiarti, Emiliana Sri, and Prihatin Tiyanto Priagung Hutomo. "INNOVATIVE WORK BEHAVIOUR: AN INTEGRATIVE INVESTIGATION OF PERSON-JOB FIT, PERSON-ORGANIZATION FIT, AND PERSON-GROUP FIT." Business: Theory and Practice 21, no. 1 (2020): 39–47. http://dx.doi.org/10.3846/btp.2020.9487.

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In relation to the problem of SME productivity, it is necessary to investigate whether there is a problem of mismatch between workers and work and groups and corporate cultural values. This study aims to analyze whether the concept of innovative work behavior can mediate the relationship of person-job fit, person-organization fit and person-group fit to job performance. The study was conducted in the metal SME industry in Tegal Regency, with 256 respondents. Data collection tools use questionnaires and interviews. Data analysis is done with a structural equation model. Based on the results of

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Rahmadani, Vivi Gusrini, and Indah Rasulinta Sebayang. "The Influence of Person-Organization Fit and Person-Job Fit on Work Engagement Among Policemen in Sumatera Utara." INTERNATIONAL JOURNAL OF MANAGEMENT SCIENCE AND BUSINESS ADMINISTRATION 4, no. 1 (2017): 45–51. http://dx.doi.org/10.18775/ijmsba.1849-5664-5419.2014.41.1006.

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Ananda, Dhea Nickita, Aulia Arief Nasution, and Indra Syafi'i. "Pengaruh Person Job Fit dan Person Organization Fit Terhadap Komitmen Organisasional dan Organization Citizenship Behavior." Jurnal Ekonomi Bisnis Digital 1, no. 2 (2022): 137–49. http://dx.doi.org/10.47709/jebidi.v1i2.14.

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Penelitian ini bermaksud untuk melihat pengaruh person job fit terhadap komitmen organisasional dan organizational citizenship behavior (OCB), serta melihat pengaruh person organization fit terhadap komitmen organisasional dan organizational citizenship behavior (OCB). Peneliti melakukan reserch pada Kementerian PUPR Direktorat Jenderal Sumber Daya Air Balai Wilayah Sungai Sumatera II. Banyaknya jumlah populasi diperusahaan sekitar 400 orang, sedangkan sampel yang dipakai oleh peneliti sebanyak 200 orang dengan menggunakan metode rumus slovin. Pengumpulan data dilakukan dengan cara menyebar ku

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Nickita, Dhea. "Pengaruh Person Job Fit dan Person Organization Fit Terhadap Komitmen Organisasional dan Organization Citizenship Behavior." Jurnal Ekonomi Bisnis Digital 1, no. 2 (2022): 137–49. http://dx.doi.org/10.59663/jebidi.v1i2.14.

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Penelitian ini bermaksud untuk melihat pengaruh person job fit terhadap komitmen organisasional dan organizational citizenship behavior (OCB), serta melihat pengaruh person organization fit terhadap komitmen organisasional dan organizational citizenship behavior (OCB). Peneliti melakukan reserch pada Kementerian PUPR Direktorat Jenderal Sumber Daya Air Balai Wilayah Sungai Sumatera II. Banyaknya jumlah populasi diperusahaan sekitar 400 orang, sedangkan sampel yang dipakai oleh peneliti sebanyak 200 orang dengan menggunakan metode rumus slovin. Pengumpulan data dilakukan dengan cara menyebar ku

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10

Shah, Sheeraz, and Mehlab Ayub. "The Impact of Person-Job Fit, Person-Organization Fit on Job Satisfaction." Journal of Entrepreneurship, Management, and Innovation 3, no. 1 (2021): 57–76. http://dx.doi.org/10.52633/jemi.v3i1.51.

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It has been observed in many organizations that some employees feel unsatisfied with their work, the justification behind the dissatisfaction could be due to various reasons such as skills and abilities of an employee if not match with the job or task requirements or the work assigned is not according to individual capabilities. As far as the previous studies are concerned, it is revealed that person job fit, and person organization fit have a significant positive relationship with job satisfaction. Thus, in this regard, this study was conducted to examine the relationship between person-job f

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Harefa, Cindy Eunike, and Nana Dyki Dirbawanto. "The Influence of Person Job Fit and Person Organization Fit on Organizational Commitment." Formosa Journal of Applied Sciences 3, no. 3 (2024): 887–98. http://dx.doi.org/10.55927/fjas.v3i3.8035.

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This research aims to analyze the influence of person job fit and person organization fit on organizational commitment (study of employees of PT. Bina Media Perintis Medan). The influence between person job fit and person organization fit will be analyzed partially and simultaneously on organizational commitment. The form of research used for this research is quantitative with an associative approach. Sampling was carried out using a purposive sampling technique and used 40 respondents as samples. The results of the research conducted show that the variables person job fit (X1) and person orga

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Farzaneh, Jaleh, Ali Dehghanpour Farashah, and Mehdi Kazemi. "The impact of person-job fit and person-organization fit on OCB." Personnel Review 43, no. 5 (2014): 672–91. http://dx.doi.org/10.1108/pr-07-2013-0118.

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Purpose – Drawing upon the social exchange theory and empowerment theory, the purpose of this paper is to investigate the effect of perceived person-environment fit on organisational citizenship behaviour (OCB). Furthermore, this study assesses the roles of organisational commitment and psychological empowerment (PE) in this relationship. Design/methodology/approach – Respondents of this study were employees of the Iran Northeast Gas Transfer Company. Data were collected through conducting a survey on 500 employees, of which 412 questionnaires were used for further analysis. Confirmatory facto

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13

Kim, Yeji, and Myungun Kim. "The Effect of Person-Organization Fit." Proceedings of the Annual Convention of the Japanese Psychological Association 74 (September 20, 2010): 3AM040. http://dx.doi.org/10.4992/pacjpa.74.0_3am040.

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CABLE, DANIEL M., and CHARLES K. PARSONS. "SOCIALIZATION TACTICS AND PERSON-ORGANIZATION FIT." Personnel Psychology 54, no. 1 (2001): 1–23. http://dx.doi.org/10.1111/j.1744-6570.2001.tb00083.x.

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Peng, Jui-Chen, Yin-Ling Lee, and Mei-Man Tseng. "Person–Organization Fit and Turnover Intention." Journal of Nursing Research 22, no. 1 (2014): 1–11. http://dx.doi.org/10.1097/jnr.0000000000000019.

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Nur Kusaeni. "PENGARUH PERSON ORGANIZATION FIT DAN PERSON JOB FIT TERHADAP KINERJA PEGAWAI DENGAN MEDIASI ORGANIZATIONAL CITIZENSHIP BEHAVIOR (Studi Pada Dindukcapil Demak)." Innovation, Theory & Practice Management Journal 2, no. 1 (2023): 59–71. http://dx.doi.org/10.56444/jitpm.v2i1.378.

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Peningkatan kualitas sumber daya manusia merupakan hal yang patut diperhatikan karena faktor manusia sangat berperan dalam mencapai tujuan organisasi. Pengelolaan SDM yang baik merupakan suatu keharusan apabila organisasi ingin berkembang. Faktor-faktor yang dapat mempengaruhi kinerja karyawan, difokuskan pada tiga variabel person organization fit, person job fit dan organizational citizenship behavior. Tujuan dalam penelitian ini untuk mengetahui dan menganalisa pengaruh person organization fit dan person job fit terhadap organizational citizenship behavior, serta pengaruh person organization

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Überschaer, Anja, Matthias Baum, Bjoern-Thore Bietz, and Rüdiger Kabst. "The contingencies of person-organization fit perceptions." Journal of Managerial Psychology 31, no. 6 (2016): 1021–39. http://dx.doi.org/10.1108/jmp-09-2014-0266.

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Purpose – The purpose of this paper is to build on previous studies on the link between objective and subjective person-organization fit (P-O fit) and argue that the strength between objective and subjective fit is contingent on advertisement attractiveness and organizational image. Accordingly, the authors observe if advertisement attractiveness and organizational image help to strengthen the objective-subjective P-O fit relation. Design/methodology/approach – The authors conduct a survey among 942 individuals and compare between prospective jobseeker (n=629) and actual jobseeker (n=313) subs

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Hamstra, Melvyn R. W., Annelies E. M. Van Vianen, and Jessie Koen. "Does employee perceived person-organization fit promote performance? The moderating role of supervisor perceived person-organization fit." European Journal of Work and Organizational Psychology 28, no. 5 (2018): 594–601. http://dx.doi.org/10.1080/1359432x.2018.1485734.

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Wasaya, Allah, Wajid Hussain, and Zahra Masood Bhutta. "Determinants and Organization Citizenship Behavioral Outcomes of Employee Motivation: An Empirical Study." International Journal of Human Resource Studies 8, no. 2 (2018): 227. http://dx.doi.org/10.5296/ijhrs.v8i2.12989.

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The purpose of this study is to highlight the role of person-organization fit, person-job fit and organizational culture toward organization citizenship behavior. Further, it analyses how employee motivation acts as a mediator between the relationship of person-organization fit, person-job fit, organizational culture and organization citizenship behavior.For analysis data was collected through a questionnaire based on adopted scales and the sample consisted of 350 employees of 3S dealers of automobile manufacturers in Multan district, Pakistan. Exploratory factor analysis and confirmatory fact

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Ali, Imran. "Examining the Role of Person-Environment Fit in Improving Teaching Satisfaction and Subjective Well-Being." International Journal of Asian Business and Information Management 8, no. 4 (2017): 1–14. http://dx.doi.org/10.4018/ijabim.2017100101.

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The current study examines the influence of person-environment fit constructs including; person-organization fit, person-job fit, person-vocation fit, person-group fit and person-person fit between teaching satisfaction and life satisfaction among faculty members. The study uses data collected from 509 faculty members teaching in different colleges and universities of Pakistan. The study found significantly positive influence of all person-environment fit dimensions including; person-organization fit, person-job fit, person-vocation fit, person-group fit and person-person fit on teaching satis

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21

Dhir, Swati, and Tanusree Dutta. "Linking supervisor-support, person-job fit and person-organization fit to company value." Journal of Indian Business Research 12, no. 4 (2020): 549–61. http://dx.doi.org/10.1108/jibr-04-2019-0124.

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Purpose The purpose of this study is to quantitatively examine the impact of perceived supervisor support, person-job fit (PJF) and person-organization fit (POF) on the company’s value through job satisfaction (JS). Design/methodology/approach Data were collected from 220 respondents selected from different organizations in India using standard questionnaires. To estimate the hypothesized model fit indices, partial least square structural equation modeling were used. Findings Findings suggest that there is a significant relationship among supervisor support, PJF and POF with JS and perceives c

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Faisal, Shaha. "Job embeddedness and its connection with person-organization fit among Saudi Arabian employees." Problems and Perspectives in Management 20, no. 2 (2022): 348–60. http://dx.doi.org/10.21511/ppm.20(2).2022.29.

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Job embeddedness and person-organization fit are two constructs that reflect employees’ attachment toward their organizations. While job embeddedness enhances employees’ affection, person-organization fit involves the value convergence with the organization. Therefore, the two constructs facilitate continuance in employment. The study attempted to identify the relationship between job embeddedness, person-organization fit, and human capital among the Saudi workforce. Data for the study were collected from 190 full-time employees employed in various organizations in Saudi Arabia. Convenient sam

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Santos, Leonardo Blanco dos, and Silvia Marcia Russi De Domenico. "Person-organization fit: bibliometric study and research agenda." European Business Review 27, no. 6 (2015): 573–92. http://dx.doi.org/10.1108/ebr-04-2015-0038.

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Purpose – The purpose of this paper is to propose a research agenda on person-organization fit (P-O fit). Design/methodology/approach – A systematic review of the literature from a bibliometric perspective is performed. All documents indexed in the Scopus database with the term “person-organization fit” in the title were mapped. Findings – An increasing interest in P-O fit since the 1990s is observed. Amy L. Kristof-Brown, affiliated to the University of Iowa, is the most productive author. All empirical studies from our sample used quantitative methodology and non-probabilistic sample, and 85

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Pujiastuti, Endah. "The Effect of Employer Brand on Employer Of Choice (EOC) Mediated By Per-son Organization Fit (PO-FIT) And The Moderation Role Of Social Media On The Relationship Of Person Organization Fit (PO-FIT) And Employer Of Choice (EOC) At STIBISNIS Polytechnic." Basic and Applied Computational and Advanced Research Journal 1, no. 2 (2022): 69–76. http://dx.doi.org/10.11594/bacarj.01.02.04.

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The purpose of this study is to analyze the influence of the dimensions of the employer brand (work culture, ethics & CSR, diversity and salary & incentives) on person organization fit (PO-Fit). In addition, this study aims to analyze the dimensions of employer brand on employer of choice (EOC) mediated by person organization fit (PO-Fit). Furthermore, this study also aims to analyze the influence of person organization fit (PO-Fit) on employer of choice (EOC) and the role of social media moderation on the relationship of person organization fit (PO-Fit) and employer of choice ( EOC) o

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Gunawan, Gianti. "Validitas dan Reliabilitas Konstruk Person-Organization Fit di Indonesia." Humanitas (Jurnal Psikologi) 4, no. 2 (2020): 163–78. http://dx.doi.org/10.28932/humanitas.v4i2.2445.

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Budaya perusahaan merupakan pedoman bagi karyawan dalam melakukan pekerjaan. Karyawan dapat memberikan kinerja dengan baik jika karyawan memiliki kesamaan nilai yang dimiliki dengan perusahaan. Teori mengenai person-organization fit (Kristof-Brown et al, 2005) menjelaskan mengenai derajat kompatibilitas yang terjadi saat adanya kecocokan karakteristik individu dan lingkungannya, yang terukur melalui dimensi supplementary fit dan complementary fit. Berdasarkan teori tersebut dibuat alat ukur yang terdiri dari 31 item. Untuk mendapatkan instrumen person-organization fit yang reliabel dan valid,

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Ramli, Abdul Haeba. "PERSON-ORGANIZATION FIT DALAM RANTAI DISTRIBUSI PEMASARAN." Jurnal Manajemen dan Pemasaran Jasa 12, no. 1 (2019): 77. http://dx.doi.org/10.25105/jmpj.v12i1.3763.

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<p align="center"><strong><em>Abstract</em></strong></p><p><em>Employee turnover in the poultry distribution company in Jakarta indicates low person-organization fit, organizational commitment and high turnover intention. The purpose of this study is to determine the effect of person-organization fit and organizational commitment on turnover intention. Quantitative methods are used in this study. The population for this research is the employees of a chicken distribution company in Jakarta with more than 2.000 people. The sampling technique used

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Häkkinen, Reija A. "Effectuating Person-Organization Fit - Effectuation in Organizations." Journal of Entrepreneurial and Organizational Diversity 4, no. 2 (2015): 1–21. http://dx.doi.org/10.5947/jeod.2015.009.

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Jayanti, Hardani Dwi. "PENGARUH PERSON ORGANIZATION FIT TERHADAP KOMITMEN ORGANISASI." Edu Consilium: Jurnal Bimbingan dan Konseling Pendidikan Islam 3, no. 1 (2022): 79–88. http://dx.doi.org/10.19105/ec.v3i1.5406.

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Komitmen organisasi didefinisikan sebagai tingkat karyawan sampai dimana karyawan mempunyai keyakinan dan menerima tujuan organisasi ataupun peraturan organisasi, serta berkeinginan untuk tinggal menetap diperusahaan atau meninggalkan perusahaan. Penyebab komitmen yang tidak dimiliki oleh individu ini akan menimbulkan permasalahan keluar masuknya karyawan dan sisi sosial organisasi memberikan ketidaknyaman. Dampak dari komitmen dan person organization fit ini memberikan sisi positif untuk perusahaan dalam hal budaya organisasi. Tujuan dari komitmen oraganisasi ini ialah untuk mengetahui faktor

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Youngs, Peter, Ben Pogodzinski, Erin Grogan, and Frank Perrone. "Person-Organization Fit and Research on Instruction." Educational Researcher 44, no. 1 (2015): 37–45. http://dx.doi.org/10.3102/0013189x15569531.

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Arshad, Fozia, Sehrish Arshad, and Razia Bano. "Impact of Person-Organization-Fit on Patient Care Quality." Pakistan Journal of Medical and Health Sciences 17, no. 6 (2023): 234–36. http://dx.doi.org/10.53350/pjmhs2023176234.

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Background: Person- organization -fit has great impact on patient care quality, without person-organization-fit patient care quality cannot be achieved. Today attention of health care organizations is diverted toward their benefit and they are not providing proper resources to staff nurses so, quality of patient care is compromised. Purpose of study: This research was done to determine impact of person-organization-fit on patient care quality. Methodology: A Quantitative, Descriptive, Cross sectional study done. Population was staff nurses of Services hospital Lahore, sample size was 150 with

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Ermiş, Sermin Ağrali, Ünsal Altinişik, and Gül Eda Burmaoğlu. "Examination of the Prediction of Person-Job Fit on Person-Organization Fit from the Perspective of Academics." Journal of Educational Issues 7, no. 3 (2021): 43. http://dx.doi.org/10.5296/jei.v7i3.19276.

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Educational institutions show their activities in an intense environment and lead the generations that will be the architects of the future. Considering the importance of education, it is important for academics to transfer their knowledge and experience to students by blending them with scientific data in this intense environment. However, in order for educational process to work efficiently, it is thought that the harmony of the person with his job and organization is the main point to be emphasized. In this context, this research aimed to determine the person-organization and Person-Job Fit

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Nicol, Adelheid A. M., and Kevin Rounding. "The Moderating Role of Alienation on the Relation between Social Dominance Orientation, Right-Wing Authoritarianism, and Person-Organization Fit." Psychological Reports 115, no. 3 (2014): 710–24. http://dx.doi.org/10.2466/01.07.pr0.115c33z6.

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Right-Wing Authoritarianism and Social Dominance Orientation have been found to be related with Person-Organization fit. This study examined whether alienation also plays a role in the relation between Person-Organization fit and these two socio-political attitudes. Measures of Right-Wing Authoritarianism, Social Dominance Orientation, alienation, and Person-Organization fit were given to a sample of Officer Cadets ( N = 99; M age = 22.8 yr., SD = 5.4). The findings suggest that when individuals felt alienated, Social Dominance Orientation and Right-Wing Authoritarianism were not related to Pe

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Ratih Indriyani and Monica Bellinda Sutanto. "PERANAN PERSON ORGANIZATION FIT DAN PERSON JOB FIT DALAM MENINGKATKAN JOB SATISFACTION DENGAN WORK ENGAGEMENT SEBAGAI MEDIASI." Majalah Ekonomi 26, no. 1 (2021): 8–28. http://dx.doi.org/10.36456/majeko.vol26.no1.a3950.

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Job satisfaction is an important factor in achieving the sales person's self-compatibility with the work environment. Conformity in question is the suitability of individual values with person organization fit and the suitability of individual characteristics person job fit. With this suitability, work engagement will be higher. This study was conducted to analyze the effect of person organization fit and person job fit on job satisfaction through work engagement. This type of research is quantitative research with purposive sampling technique. Research data were collected by distributing qu

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Djaganata, Almirazada Dwiratu, and Elok Savitri Pusparini. "Factors Influencing Job Change Desire: An Empirical Study on Employees in Startup Environments." Jurnal Manajemen Teori dan Terapan| Journal of Theory and Applied Management 17, no. 2 (2024): 251–68. http://dx.doi.org/10.20473/jmtt.v17i2.53104.

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Objective: The study aimed to investigate and evaluate the impact of person-organization fit (POF), person-job fit (PJF), and person-group fit (PGF) on turnover intention through job satisfaction (JS) in startup companies. Startup companies play an important role in society and the global economy. Design/Methods/Approach: Data was gathered through an online survey of workers in startup businesses, with 449 data. The analytical method used in this study was LISREL's Structural Equation Modelling (SEM) analysis to examine the relationship between employee fit, such as person-organization fit, pe

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Indarto, Bayu, Johanis Souisa, and Vicky Nesriyan Dewi Shofiana. "Pengaruh PO-Fit dan Employee Engagement Terhadap Kinerja Personel Koramil 03 Semarang dengan OCB sebagai Variabel Intervening." Jurnal Disrupsi Bisnis 6, no. 6 (2023): 636–44. http://dx.doi.org/10.32493/drb.v6i6.34620.

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Penelitian ini bertujuan untuk menganalisis dan mendeskripsikan pengaruh Person Organization Fit dan Employee Engagement terhadap Organizational Citizenship Behavior, pengaruh Person Organization Fit dan Employee Engagement terhadap kinerja, pengaruh Person Organization Fit dan Employee Engagement terhadap kinerja dengan Organizational Citizenship Behavior sebagai variabel intervening pada Koramil 03 Semarang Utara Timur. Responden yang digunakan pada penelitian ini adalah seluruh personel Koramil 03 Semarang Utara Timur, sebanyak 45 orang. Teknik sampel yang digunakan adalah metode sampel jen

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Krisna, Gusti Ayu, and I. Gusti Ayu Dewi Adnyani. "KEPUASAN KERJA MEMEDIASI PENGARUH PERSON-ORGANIZATION FIT TERHADAP KOMITMEN ORGANISASIONAL KARYAWAN BBPOM DENPASAR." E-Jurnal Manajemen Universitas Udayana 10, no. 3 (2021): 250. http://dx.doi.org/10.24843/ejmunud.2021.v10.i03.p03.

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Penelitian ini dilakukan pada Balai Besar Pengawas Obat dan Makan di Denpasar dengan melibatkan 99 responden dengan teknik pengumpulan sampel total. Pengumpulan data menggunakan kuesioner dan dianalisis dengan analisis jalur. Hasil penelitian menemukan Person-Organization Fit berpengaruh positif dan signifikan terhadap komitmen organisasional. Person-Organization Fit berpengaruh positif signifikan terhadap Kepuasan Kerja. Kepuasan kerja berpengaruh positif dan signifikan terhadap Komitmen Organisasional. Kepuasan Kerja mampu secara positif memediasi pengaruh Person-Organization Fit terhadap Ko

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Putri, Rizqi Anggraheni Rasito, and Parmin Parmin. "Pengaruh Person Job Fit, Person Organization Fit Terhadap Komitmen Organisasi dengan Job Satisfaction sebagai Variabel Intervening." Jurnal Ilmiah Mahasiswa Manajemen, Bisnis dan Akuntansi (JIMMBA) 4, no. 5 (2022): 597–612. http://dx.doi.org/10.32639/jimmba.v4i5.155.

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This study aims to analyze the level of commitment of non-civil servant employees at the Kebumen Samsat Office. This study uses the variables Person Job Fit and Person Organization Fit to analyze the effect of Non-PNS Employee Organizational Commitment. In addition, this study uses the Job Satisfaction variable as an intervening variable to analyze the effect of Person Job Fit, Person Organization Fit on Organizational Commitment of Non-PNS employees at the Kebumen Samsat Office. The population in this study were non-civil servants at the Kebumen Samsat Office, amounting to 39 people. The samp

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Wulandari, Windy Delvyana. "Linking Person Job Fit, Person Organization Fit and Organizational Culture to Employee Performance in Islamic Banks: the Mediating Role of Job Motivation." Journal of Islamic Economic and Business Research 1, no. 2 (2021): 125–39. http://dx.doi.org/10.18196/jiebr.v1i2.17.

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Adaptability to the work environment affects employee's work attitude in the organization. This ability can be seen from the influence of person job fit, person organization fit, and organizational culture accumulating into employee work motivation. This study aims to examine the effect of person job fit, person organization fit and organizational culture on employee performance with work motivation as a mediating variable. The object of this research was BPRS Madina Yogyakarta and BPRS Bangun Drajat Warga Yogyakarta. In this quantitative research, the data were collected through a questionnai

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Boon, Corine. ""Person-Organization Fit, Person-Job Fit, and Turnover: The Role of Leader-Member Exchange"." Academy of Management Proceedings 2015, no. 1 (2015): 16558. http://dx.doi.org/10.5465/ambpp.2015.16558abstract.

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Cho, Yoon-Hyung, and Woo-Jae Choi. "Does Employees’ Creative Problem Solving Increased by Person-Job Fit and Person-Organization Fit?" Korean Corporation Management Review 24, no. 4 (2017): 173–95. http://dx.doi.org/10.21052/kcmr.2017.24.4.07.

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KRISTOF-BROWN, AMY L. "PERCEIVED APPLICANT FIT: DISTINGUISHING BETWEEN RECRUITERS' PERCEPTIONS OF PERSON-JOB AND PERSON-ORGANIZATION FIT." Personnel Psychology 53, no. 3 (2000): 643–71. http://dx.doi.org/10.1111/j.1744-6570.2000.tb00217.x.

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Jannah, Nurul, Mamik Indaryani, and Supriyono Supriyono. "PENGARUH SERVANT LEADERSHIP, PERSON ORGANIZATION FIT TERHADAP KINERJA PERANGKAT DESA MELALUI KOMITMEN ORGANISASI SEBAGAI VARIABEL INTERVENING (Studi Kasus di Kecamatan Tahunan, Kabupaten Jepara)." Jurnal Ekonomi Manajemen 10, no. 1 (2024): 12–31. http://dx.doi.org/10.37058/jem.v10i1.10383.

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ABSTRACTThis research aims to analyze the influence of Servant Leadership and Person Organization Fit on the performance of Village Officials through Organizational Commitment as an intervention variable in villages in the Tahunan District Area. Data was collected using a survey method, use SEM Amos version 24 software. The results of this research show several findings, first, Servant Leadership has a positive and significant effect on Organizational Commitment. Second, Person Organization Fit has a positive and significant effect on Organizational Commitment. Third, Servant Leadership has a

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Rifqi, Mohammad Fa'iqur, and Lilis Sugi Rahayu Ningsih. "Pengaruh Person Organization Fit dan Person Job Fit Terhadap Kinerja Karyawan Pada Kopontren MBS Water Suci Manyar Gresik." BIMA : Journal of Business and Innovation Management 4, no. 2 (2022): 209–22. http://dx.doi.org/10.33752/bima.v4i2.292.

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This study aims to determine the effect of Person Organization Fit and Person Job Fit on Employee Performance in the Kopontren MBS Water Suci Gresik. This type of research used in this research is quantitative with associative analysis. The sampling technique used was a simple random sampling technique with a sample size of 40 Kopontren MBS Water Suci Gresik employees. This study uses data collection techniques using questionnaires, interviews, documentation and observation. In analyzing data using statistical methods using validity and reliability, classic assumption tests, and hypothesis tes

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Mahardika, Cicilia Permataning, Handriyono Handriyono, and Diana Sulianti K. Tobing. "The Effect of Person Job Fit and Person Organization Fit on Turnover Intention with Employee Engagement as an Intervening Variable (Empirical Study on Employess of the Sales Promoter Division of Realme Big Jember)." East Asian Journal of Multidisciplinary Research 2, no. 12 (2023): 4815–26. http://dx.doi.org/10.55927/eajmr.v2i12.6874.

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This research aims to determine the influence of person-job fit and person-organization fit on turnover intention with employee engagement as an intervening variable. This research is quantitative research with an explanatory type of research. The sample used was 114 respondents who were employees of the sales promoter division of Realme Big Jember using a simple random sampling technique. The data collection method used a questionnaire and then analyzed using the SEM-PLS method via SmartPLS 3. The results of the study stated that 1) Person job fit did not affect turnover intention, 2) Person

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Sayuga, Hadad Dinanjar, Arie Ambarwati, and Rini Fatmawati. "Pengaruh Person-Job Fit dan Person-Organization Fit Terhadap Kinerja Karyawan PT. Sumatraco Langgeng Makmur." Jurnal Ilmiah Administrasi Bisnis dan Inovasi 7, no. 2 (2024): 145–63. http://dx.doi.org/10.25139/jiabi.v7i2.5772.

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Penelitian ini dilatarbelakangi oleh fakta atau fenomena yang terjadi saat ini yaitu kesesuaian antara kepribadian dengan pekerjaan (Person-Job Fit) dan kesesuaian antara kepribadian dengan lingkuangan/budaya perusahaan (Person-Organization Fit) yang masih berpengaruh terhadap Kinerja Karyawan pada PT. Sumatraco Langgeng Makmur. Penelitian ini menggunakan pendekatan kuantitatif dan jenis penelitian yang digunakan adalah eksplanasi/hubungan. Sampel yang digunakan dalam penelitian ini berjumlah 225 responden. Hasil dari penelitian ini melalui metode regresi berganda dapat disimpulkan bahwa secar

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Aktaş, Mert. "Moderating effect of idiocentrism and allocentrism on person-organization person-job fit and work attitudes relationship." Cross Cultural Management 21, no. 3 (2014): 290–305. http://dx.doi.org/10.1108/ccm-08-2011-0074.

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Purpose – The purpose of this paper is to examine the moderating influence of idiocentrism and allocentrism on person-organization fit, person-job fit and work attitudes relationship. Design/methodology/approach – The survey data were collected from 426 employees of a holding company. Findings – The results reveal that allocentrism makes a difference in fitting the particular aspect of work environment for the individual. Results showed that allocentrism positively moderates person-organization fit and job satisfaction and organizational commitment and turnover relationship. However, no modera

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Robbie, R. Iqbal, Nur Kholis Majid, and Khusnul Rofida Novianti. "Unlocking Performance: Person-Organization Fit and Job Satisfaction." JBMP (Jurnal Bisnis, Manajemen dan Perbankan) 10, no. 1 (2024): 67–74. http://dx.doi.org/10.21070/jbmp.v10i1.1932.

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This quantitative study looks at the impact of person-organization fit on employee performance, including work happiness as an intervening variable, at PT. Victory International Futures. Using a saturation sampling strategy, the complete population of 150 employees was questioned via questionnaires. The data was analyzed using Smart PLS. The results show that person-organization fit has a strong positive effect on job satisfaction and employee performance. Furthermore, job happiness was proven to have a considerable impact on employee performance. The findings highlight the relevance of person

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Boon, Corine, and Michal Biron. "Temporal issues in person–organization fit, person–job fit and turnover: The role of leader–member exchange." Human Relations 69, no. 12 (2016): 2177–200. http://dx.doi.org/10.1177/0018726716636945.

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Person–environment fit has been found to have significant implications for employee attitudes and behaviors. Most research to date has approached person–environment fit as a static phenomenon, and without examining how different types of person–environment fit may affect each other. In particular, little is known about the conditions under which fit with one aspect of the environment influences another aspect, as well as subsequent behavior. To address this gap we examine the role of leader–member exchange in the relationship between two types of person–environment fit over time: person–organi

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Abdalla, Ahmed, Ahmed Elsetouhi, Abdelhakim Negm, and Hussein Abdou. "Perceived person-organization fit and turnover intention in medical centers." Personnel Review 47, no. 4 (2018): 863–81. http://dx.doi.org/10.1108/pr-03-2017-0085.

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Purpose The purpose of the paper is to fill gaps in the existing fit and turnover intention (TI) literature by investigating a more comprehensive model, in which TI is proposed to be influenced by the interplays of three multidimensional types of fit including, person-organization (P-O) fit, person-group (P-G) fit, and person-job (P-J) fit. Design/methodology/approach Participants were selected from different specializations within Mansoura University medical centers, where each medical center was represented proportionately within the sample. Data were collected using self-administered questi

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Seong, Jee Young. "Person–organization fit, family-supportive organization perceptions, and self-efficacy affect work–life Balance." Social Behavior and Personality: an international journal 44, no. 6 (2016): 911–21. http://dx.doi.org/10.2224/sbp.2016.44.6.911.

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I investigated the effects of person–organization (PO) fit, family-supportive organization perceptions (FSOP), and self-efficacy on work–life balance (WLB), using a sample of 765 employees of a Korean manufacturing company. Participants completed measures of PO fit, FSOP, self-efficacy, and WLB. Results revealed a main effect of PO fit on WLB, and a 3-way interaction among PO fit, self-efficacy, and FSOP as predictors of WLB. In terms of practical implications, my results suggest that WLB can be improved by enhancing PO fit, FSOP, and self-efficacy. Further implications for research and practi

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