Mediator of Job Satisfaction on the Relationship Between Person-Organization Fit and Customer Orientation

2013 ◽  
Vol 27 (1) ◽  
pp. 173-200 ◽  
Author(s):  
임지선 ◽  
Seung-Il Lee ◽  
Jinchul Jung
Keyword(s):  
Job Satisfaction ◽  
Customer Orientation ◽  
Person Organization Fit ◽  
The Relationship

scholarly journals Nonreligious Employees’ Perceptions of Microaggressions and Their Relationship With Job Satisfaction as Moderated by Calling

2021 ◽  
pp. 089484532110133
Author(s):  
Jessica N. Schultz ◽  
Melanie E. Leuty ◽  
Emily Bullock-Yowell ◽  
Richard Mohn
Keyword(s):  
Job Satisfaction ◽  
Vocational Guidance ◽  
Person Organization Fit ◽  
Post Hoc ◽  
The Relationship ◽  
The U.S

Workplace microaggressions are related to person–organization fit (P-O fit) and job satisfaction. Additionally, P-O fit and calling predict job satisfaction. Given the religious connotations of calling, research has excluded study of these relationships in nonreligious samples, a growing segment of the U.S. population. To address this, it was predicted that P-O fit would mediate the relationship between microaggressions and job satisfaction, and calling would moderate the relationship between microaggressions and P-O fit. In a sample of 296 nonreligious employed adults, microaggressions predicted job satisfaction, while calling predicted P-O fit and job satisfaction; however, P-O fit did not mediate these relationships, and calling did not moderate microaggressions and P-O fit. Post hoc analyses revealed that calling moderated microaggressions and job satisfaction. Implications for research and vocational guidance with nonreligious individuals are discussed.

Enhancing the lodging experience through ethical leadership

2019 ◽  
Vol 31 (2) ◽  
pp. 669-690 ◽  
Author(s):  
Christina Klearchou Dimitriou ◽  
Charles H. Schwepker
Keyword(s):  
Service Quality ◽  
Ethical Leadership ◽  
Customer Orientation ◽  
Lodging Industry ◽  
Ethical Values ◽  
Customer Contact ◽  
Content Type ◽  
Service Sabotage ◽  
Person Organization Fit ◽  
The Relationship

PurposeGrounded in ethical decision-making theory, this paper aims to develop and empirically tests a model that examines the relationships between ethical leadership, customer orientation, ethical values person-organization fit, commitment to service quality and service sabotage among customer-contact service employees in the lodging industry.Design/methodology/approachData were electronically collected from a national survey of 316 hotel/motel customer-contact employees.FindingsResults revealed that perceived ethical leadership behavior is positively related to customer orientation, ethical values person-organization fit and commitment to service quality. Customer orientation is positively related to commitment to service quality and mediates the relationship between ethical leadership and service sabotage. Ethical values person-organization fit mediates the relationship between ethical leadership and service sabotage.Research limitations/implicationsThe study is cross-sectional, limited to customer-contact employees in lodging settings and examines merely the employee perspective.Practical implicationsLodging leaders can benefit significantly in many areas by practicing ethical leadership. For example, service sabotage behaviors can be reduced indirectly by aligning the customer-contact employees’ ethical values with those of the organization, as well as when this employee is customer-oriented. An ethical leadership style also can positively influence customer-contact employees’ customer orientation and increase their commitment to service quality. Lodging properties must hire and cultivate managers and supervisors with ethical values.Originality/valueThis research helps to better understand leadership behaviors useful for improving the ethical conduct and performance of customer-contact employees in the lodging industry, while simultaneously improving their commitment to service quality and guest-oriented behavior.

scholarly journals Effects of Internal Marketing on Customer Orientation Behaviour of Selected Hotels’ Employees in Nigeria

2017 ◽  
Vol 13 (16) ◽  
pp. 212
Author(s):  
Nebo, Gerald Nwora ◽  
Okechukwu, Elizabeth Uzoamaka
Keyword(s):  
Job Satisfaction ◽  
Customer Orientation ◽  
Internal Marketing ◽  
Orientation Behavior ◽  
Marketing Practice ◽  
Service Employees ◽  
Orientation Behaviour ◽  
Hotel Employees ◽  
Hotel Managers ◽  
The Relationship

This study was carried out to determine the Influence of Internal Marketing on Customer Orientation Behaviour of Hotel Employees in Nigeria. The objectives of the study include: to determine the effect of internal marketing on customer orientation behaviour of hotel employees; to investigate the moderating influence of personality on the relationship between internal marketing and customer orientation behaviour of the hotel employees; and to investigate the moderating influence of job satisfaction on the relationship between internal marketing and customer orientation behaviour of the hotels’ employees. Survey research design method was adopted for the study. 83 and 174 hotel managers and employees respectively were selected for the study from 20 hotels operating in different geo-political zones of Nigeria. Questionnaire was used for collection of data. Convenience sampling method was used for selecting both the hotels’ managers and guest service employees used for the study. The hypotheses were tested using multiple linear regression. It was revealed that internal marketing has significant influence on customer orientation behavior of hotels’ employees; personality significantly moderates the relationship between internal marketing and customer orientation behavior of the hotel employees; and job satisfaction significantly moderates the relationship between internal marketing and customer orientation behavior of the hotels’ employees. It was recommended that hotel managers should give much priority to internal marketing practice while controlling for the personality and job satisfaction of the guest service employees.

scholarly journals The Influence of Organizational Culture as Moderator between Person-Organization (P-O) Fit and Work Attitudes

2011 ◽  
Author(s):  
S. Senthil Kumar
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
National Culture ◽  
Cultural Context ◽  
Positive Relationship ◽  
Work Attitudes ◽  
Person Organization Fit ◽  
Managerial Level ◽  
The Relationship

Although the positive effect of Person-Organization fit (P-O fit) on work attitudes is well known, research into the environmental factors that affect P-O fit’s salience in predicting work attitudes is in its infancy. This study examined the moderating effects of organizational culture in the relationship between P-O fit and work attitudes such as job satisfaction, and organizational commitment in the national culture context. Results from a sample of 173 managerial-level employees from 7 organizations in India suggest that organizational culture either strengthens or weakens the positive relationship between P-O fit and work attitudes depending upon its alignment with national culture. In the Indian cultural context, it is found that people and control-oriented organizational cultures that are isomorphic with national culture weaken the relationship between P-O fi t and work attitudes. Whereas creation and market-oriented cultures that are non-isomorphic with Indian national culture strengthen the positive relationship between P-O fi t and work attitudes. Results of this study have implications in employee selection, socialization and organizational culture management.   Keywords: Person-organization fit, organizational culture, national culture, job satisfaction, organizational commitment.

Sign in / Sign up

Export Citation Format

Share Document