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Person Job Fit Mediating Role of Job Satisfaction & Organizational Commitment
Person Job Fit Mediating Role of Job Satisfaction & Organizational Commitment
Bindu Chhabra
This study attem pts to under
stand the effect o f Person-Job
(P-J) f i t on Job Satisfaction,
Organizational Commitment and
Turnover Intentions. The study
further aims to see how Job Sat
isfaction and O rganizational
Commitment mediate in the rela
tionship betw een P -J f i t and
Turnover Intentions. The sample
consisted o f 317 respondents
working with select organiza
tions in Delhi and National Capi
tal Region. Pearson Correlation
was applied to see the relation
ship between the variables.
Further Sobel test was applied
to study the mediation effect o f
Job Satisfaction and Organiza
tional Commitment on the rela
tionship between Person-Job fit
and Turnover Intentions. The re
sults show that Job Satisfaction
and Organizational Commitment
mediate the relationship between
Person-Job fit and Turnover In
tentions.
Bindu Chhabra is Associate Professor, International
M anagem ent Institute, Bhubanesw ar. Email:
bindu@imibh.edu.in
638
Introduction
In this rapidly changing work envi
ronment, the accelerated development of
high-technology has laid the ground for
profound changes in the workplace and
has taken the already severe competi
tion to another level. Organizations are
facing incredible pressures in multiple
areas (economy, technology, structure,
society in general) to adjust to the new,
evolving demands of their constituencies
and to become more efficient and com
petitive within their environments. These
new demands will likely necessitate
changes in planning and managing the
careers of the employees in an organi
zation. In particular, these situations re
quire the individuals to develop better
adaptability and flexibility to meet their
jo b requirem ents (Pulakos, Arad,
Donovan & Plamondon, 2000).
The concept of fit is a familiar one
for most people working in the organiza
tions. Person-job fit is defined as the fit
between the individual characteristics
(knowledge, skills, abilities and needs)
and the demands of the job or the needs/
desires of a person and the attributes of
the jo b (Edw ards, 1991; O Reilly,
The Indian Journal o f Industrial Relations, Vol. 50, No. 4, April 2015
Person
Job Fit
The Indian Journal o f Industrial Relations, Vol. 50, No. 4, April 2015
639
Bindu Chhabra
The Indian Journal o f Industrial Relations, Vol. 50, No. 4, April 2015
The Indian Journal o f Industrial Relations, Vol. 50, No. 4, April 2015
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Bindu Chhabra
Theoretical Model
As discussed, Person-Job misfit leads
to negative consequences for both em
ployee and employers. To further our
understanding o f the effects of Person-
The Indian Journal o f Industrial Relations, Vol. 50, lie. 4, April 2015
Person
Job Fit
Male
Female
80.2
19.8
Age
72.3
20.8
6.9
Marital Status
Married
Single
Educational Qualification
Graduate
Post-Graduate
Others
36.9
63.1
0
13.1
33.8
28.5
24.6
Organizational tenure
0-2 years
2-4 years
4-6 years
6-8 years
8-10 years
More than 10 years
28.5
22.3
28.5
10
1.5
9.2
40
60
The Indian Journal o f Industrial Relations, Vol. 50, No. 4, April 2015
643
Bindu Chhabra
tion. The scale includes single questions
to assess the degree of satisfaction with
the work itself, supervision, co-workers,
pay, promotion opportunities, and the job
in general. The sample item is: T am sat
isfied with the nature o f the work that I
p e rfo rm . The scale ran g es from 1
(strongly disagree) to 5 (strongly agree).
This measure has a Cronbachs alpha of
0.79.
O rganizational C om m itm ent was
developed by Meyer and Allen (1997).
For the purpose of this study, six items
measuring the Affective Commitment
were used. This kind o f commitment in
dicates an employees emotional attach
ment to, identification with, and involve
ment in the organization. The sample item
is: I would be very happy to spend the
rest o f my career with this Organiza
tion. The scale ranges from 1 (strongly
disagree) to 5 (strongly agree). This mea
sure has a Cronbachs alpha o f 0.81.
A 3-item Turnover Intention scale
originally developed by Vigoda and Kapun
(2005) was used. The sample item is: I
will probably not stay with this organiza
tion for much longer. The scale ranges
from 1 (strongly disagree) to 5 (strongly
agree). A higher score meant higher in
tentions to leave the organization or de
partment. This measure has a Cronbachs
alpha o f 0.81.
Control Variables
Control variables in this study in
cluded age, educational qualification, in
come (per annum) and organizational ten
ure. These variables were used in order
644
Results
Descriptive data (means and stan
dard d ev iatio n s), co rre la tio n s, and
Cronbach (1951) alpha coefficients are
displayed in Table 2. As can be seen all
scales demonstrated good internal con
sistency.
Results o f the multiple regression
analysis are given in Table 3. Considering
P-J fit and turnover intentions, the results
show a significant negative relationship (P
= -0.130; p < .01), which confirms Hy
pothesis 1, explaining 9.7 % of variance.
There is a positive relationship between
P-J fit and job satisfaction (P = 0.407; p
=.000; R2 = 0.279) and a significant nega
tive relationship between job satisfaction
and turnover intensions (P = -0.148; p
=.000; R2= 0.161). These results confirm
Hypotheses 2a and 2b, respectively. The
results also indicate a P-J fit and organi-
The Indian Journal o f Industrial Relations, Vol. 50, No. 4, April 2015
Person
Job Fit
SD
1. Age Group
1.35
2.Educational
1.63
Qualification
3.Income
2.65
(per Annum)
4.Organizational 2.62
Tenure
5P-J Fit
3.47
6Job Satisfaction 3.15
70rganizational 3.02
commitment
8Turnover
2.95
Intentions
0.6
0.48
0.12
0.52**
0.93
0.98
0.97
(0.79)
0.4**
(0.81)
0.99 0.56**
1.1
0.05
0.15 0.09
0.09 -0.16
0.03 -0.09
0.05
0.05
-0.04
Note: Cronbachs (1951) alpha reliability coefficients appear in the diagonal. *p<.05; **p<.01
The Indian Journal of Industrial Relations, Vol. 50, No. 4, April 2015
645
Bindu Chhabra
Table 3 R e g r e s s io n R e su lts for M e d ia t io n E ffects o f Job S a t isf a c t io n & O r g a n iz a t i o n a l
C om m itm en t
H2a
HI
DV!
IV!
H2b
H3a
H3b
H4
Step 1 : Control
Variables
0.041
Age Group
0.239
Educational
Qualification
-0.181
Income
(per Annum)
0.239*
Organizat
ional Tenure
AR2
0.031
Step 2: Predictor
and mediator
-0.13**
P-J Fit
Job Satisfaction
Organizational
Commitment
0.097
R2
0.066**
AR2
Adjusted R2
0.061
2.677*
F
H5
Turnover
Intentions
-0.196
-1.749**
0.034
- 0.06
-0.986
-0.05
-0.06
0.063
0.016
0.017
-0.064
-0.033
1.85**
0.064
1.465**
-0.028
0.054
0.137
-0.757**
0.095
- 0.286
0.169
0.143
0.136
0.19**
0.031
0.102**
0.031
0.031
0.031
-0.126**
- 0.051
- 0.078
- 0.127** - 0.104**
-0.085**
0.15
0.119**
0.116
4.393**
0.183
0.152**
0.143
4.587**
0.433**
0.407**
-0.148**
0.279
0.089**
0.25
9.597**
0.161
0.13**
0.128
4.774**
0.19
0.089**
0.158
5.829**
0.229
0.198**
0.185
5.185**
*p<.05; **p<.01
The Indian Journal o f Industrial Relations , Vol. 50, No. 4, April 2015
The Indian Journal o f Industrial Relations, Vol. 50, No. 4, April 2015
647
Bindu Chhabra
workforce fit relative to other organiza
tions. This can result in a standardized,
common matric to compare applicants
across different dimensions of fit, during
the process o f recruitment and selection.
Thus, the managers can measure and
manage the fit, both during anticipatory
socialization (recruitment and selection)
and after organizational entry (training
and socialization).
648
The Indian Journal o f Industrial Relations, Vol. 50, No. 4, April 2015
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