Linking Person-Job Fit To Employees’ Retention: The Mediating Role of Work Engagement

2016 ◽  
Author(s):  
Siti Norasyikin Abdul Hamid
Keyword(s):  
Work Engagement ◽  
Job Fit ◽  
Mediating Role

scholarly journals How Person-Supervisor Fit Influence the Work Engagement of New Hires?

2021 ◽  
Vol 8 (9) ◽  
pp. 125-130
Author(s):  
Yuanyuan Wang ◽  
Keyword(s):  
Work Engagement ◽  
Positive Impact ◽  
Cluster Sampling ◽  
Mediation Model ◽  
Job Fit ◽  
Mediating Role ◽  
Influencing Mechanism ◽  
Person Organization Fit ◽  
New Hires

For new hires, receiving support from their supervisor is critical for familiarizing themselves with their job and engaging it as soon as possible. The aim of this paper is to explore the influencing mechanism of person-supervisor fit(PSF) on the work engagement(WE) of new hires as well as the mediating role of person-organization fit(POF) and person-job fit(PJF). Five hundred new hires were selected through cluster sampling, and asked to fill out questionnaires measuring PSF, POF, PJF, and WE. In total, 486 questionnaires were valid. The study found that PSF positively influenced new hires’ WE. This positive impact was fully realized through the two mediation paths of POF and PJF. Therefore, a two-mediation model was established. PSF was highly important to the WE of new hires, but this effect was fully realized through the indirect paths of POF and PJF.

Impact of Increasing Social Resources on Work Engagement and Affective Organizational Commitment: The Mediating Role of Person–Job Fit

2021 ◽  
pp. 0258042X2110261
Author(s):  
Mimi Moulik ◽  
V. N. Giri
Keyword(s):  
Organizational Commitment ◽  
Human Resource Development ◽  
Work Engagement ◽  
Social Resources ◽  
Job Crafting ◽  
Job Fit ◽  
Psychological States ◽  
Mediating Role ◽  
Indian Industries

The association between job crafting and work engagement (WE) has not been much explored in the Indian context. To address this, the current study was undertaken on a group of knowledge workforce from Indian industries. Data were collected from 297 respondents that included junior-, mid- and senior-level employees. It was found that seeking social resources predicts WE as well as organizational commitment amongst the Indian knowledge workers via person–job fit. The study contributes to the literature by exploring the relationship between proactively seeking social resources that shape relationships at work and achieves WE, furthering organizational commitment. It helps reaffirm the independent nature of the job crafting dimension in a collectivistic society. Supervisors can cultivate proactive crafting in establishments to boost and promote an engaged workforce. Bearing in mind the inferences Human Resource Development (HRD) managers ought to make optimum use of human assets by nurturing constructive psychological states and leveraging individual proactivity at work. Limitations and future directions have been discussed.

Organizational identification and employees’ innovative behavior: the mediating role of work engagement and the moderating role of creative self-efficacy

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Guangning Zhang ◽  
Yingmei Wang
Keyword(s):  
Work Engagement ◽  
Organizational Identification ◽  
Self Efficacy ◽  
Innovative Behavior ◽  
Content Type ◽  
Mediating Role ◽  
Creative Self ◽  
The Relationship ◽  
Moderating Role

Purpose This study aims to investigate the effect of organizational identification to employees’ innovative behavior, the mediating role of work engagement and the moderating role of creative self-efficacy in the relationship between organizational identification and employees’ innovative behavior. Design/methodology/approach This study adopted questionnaires to gather data. The sample of 289 employees working in diverse organizations in China was applied to examine the hypotheses. Findings The results indicates that organizational identification is positively related to employees’ innovative behavior and work engagement mediates the relationship between organizational identification and employees’ innovative behavior. In addition, creative self-efficacy enhances the relationship of work engagement and employees’ innovative behavior. Originality/value This study builds a system from psychological aspect to behavior, which includes the effect of individual cognition to explain the mechanism of organizational identification on employees’ innovative behavior.

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