scholarly journals The role of fit between individual values and organizational values on mechanisms of work motivation

2020 ◽  
Vol 7 (2) ◽  
pp. 57-69
Author(s):  
Carmen Nicula
Keyword(s):  
Work Motivation ◽  
Organizational Values ◽  
Hierarchical Regression ◽  
Organizational Practice ◽  
Individual Values ◽  
Individual Personality ◽  
Motivational Model ◽  
Person Organization Fit ◽  
Motivation Model

A strong organizational culture is diagnosed when its values are shared by its employees. The person-organization fit related to values received more attention as organizations become more interested in attracting and retaining the best employees. According to Locke's motivation model (1997), goal choice, its difficulty and specificity are influenced by individual personality and values. Further, we considered that the goal and efficiency mechanisms (direction, effort and persistence) are being moderated by person-organization fit, values level. The hierarchical regression revealed a higher level of work motivation for employees perceiving a higher level of P-O fit, when they choose their work objectives. A motivational model that integrates P-O fit is proposed and implications for organizational practice are discussed.

scholarly journals MILLENNIALS’ INTENTION TO STAY: THE ROLE OF PERSON-ORGANIZATION FIT AND JOB SATISFACTION

2021 ◽  
Vol 22 (2) ◽  
pp. 81-96
Author(s):  
Rundhung Ilham Bagus Swastasi ◽  
Dina Sartika
Keyword(s):  
Job Satisfaction ◽  
Millennial Generation ◽  
Hierarchical Regression ◽  
Regional Government ◽  
Intention To Stay ◽  
Individual Values ◽  
The Difference ◽  
Person Organization Fit ◽  
The Relationship

The tendency of low Intention to stay among millennial generation employees is an essential concern for an organization. The difference in characteristics from the previous generation is a factor that can be considered. The suitability of individual values and values applied in the organization (P-O Fit) can be a way for organizations to retain and attract millennial generation employees. The primary purpose of this research is to analyze Person-Organization Fit (P-O Fit) and its influence on the intention to stay of millennial employees. Moreover, this study investigates the role of job satisfaction in mediating the relationship between P-O Fit and Intention to stay. Data were collected from 151 millennial employees working in Regional Government Bank located within Bandung. The hypothesized relationships were tested and analyzed using hierarchical regression analysis. The results showed that P-O Fit has a positive and significant effect on intention to stay. Moreover, job satisfaction mediates the relationship between P-O Fit and intention to stay.

scholarly journals Happiness at Work: Organizational Values and Person-Organization Fit Impact

2015 ◽  
Vol 25 (61) ◽  
pp. 211-220 ◽  
Author(s):  
Juliana Moraes de Sousa ◽  
Juliana Barreiros Porto
Keyword(s):  
Empirical Support ◽  
Organizational Values ◽  
Curvilinear Relationship ◽  
Individual Values ◽  
Military Organization ◽  
Individual Level ◽  
Data Analyses ◽  
The Individual ◽  
Person Organization Fit ◽  
Polynomial Regressions

Despite the large quantity of research on person-organization (PO) fit, there is a lack of empirical research using axiological theories applicable to the value structure at the individual and organizational levels. In this study, we incorporated the PO fit literature, Schwartz’ values theory and Warr’s vitamin analogy to evaluate the effect of values’ PO fit on happiness at work. Using a sample of 145 questionnaires collected in a military organization, data analyses were performed using hierarchical quadratic regressions and surface analysis of polynomial regressions, conducted at an individual level. Individual values moderated the curvilinear relationship between organizational values and happiness at work (R2 = .25; p < .01). Additionally, agreement between higher levels of values promoted higher levels of happiness at work (.07 ≥ R2 ≤ .18; p < .05). We concluded that axiological PO fit affects happiness at work and provide empirical support for Warr’s vitamin analogy.

scholarly journals Knowledge Transfer in a Project-Based Organization Through Microlearning on Cost-Efficiency

2021 ◽  
pp. 002188632110330
Author(s):  
Teresa Beste
Keyword(s):  
Knowledge Transfer ◽  
Cost Efficiency ◽  
Construction Projects ◽  
Research Study ◽  
Participation Rate ◽  
Project Teams ◽  
Organizational Practice ◽  
Public Sector Organization ◽  
Body Of Knowledge

This paper investigates the role of microlearning on cost-efficiency on knowledge transfer in a project-based organization. As part of an action research study in a Norwegian public sector organization working with construction projects, a microlearning series was initiated to increase knowledge transfer on cost-efficiency. Seven microlearning lessons were distributed to 334 employees, including short questionnaires after the first and last lesson. The study reflects on the design process of the lessons, on the participation rate, and on how it contributes to an increase of knowledge. Microlearning was perceived as relevant by the participants. It makes knowledge transfer less arbitrary by providing a common body of knowledge to all project teams. For the organizational practice, this implies that microlearning also has potential for knowledge sharing on other topics in the project-based organization. Updating the microlearning series with further examples and new lessons is expected to contribute to continuous learning on cost-efficiency.

Racial Discrimination Predicts Mental Health Outcomes Beyond the Role of Personality Traits in a Community Sample of African Americans

2021 ◽  
pp. 216770262095731
Author(s):  
Yara Mekawi ◽  
Courtland S. Hyatt ◽  
Jessica Maples-Keller ◽  
Sierra Carter ◽  
Vasiliki Michopoulos ◽  
...  
Keyword(s):  
Mental Health ◽  
African Americans ◽  
Health Outcomes ◽  
Personality Traits ◽  
Posttraumatic Stress ◽  
Racial Discrimination ◽  
Community Sample ◽  
Mental Health Outcomes ◽  
Hierarchical Regression

Despite a consistent body of work documenting associations between racial discrimination and negative mental health outcomes, the utility and validity of these findings have recently been questioned because some authors have posited that personality traits may account for these associations. To test this hypothesis in a community sample of African Americans ( n = 419, age: M = 43.96 years), we used bivariate relations and hierarchical regression analyses to determine whether racial discrimination accounted for additional variance in depression, anxiety, and posttraumatic stress symptoms beyond the role of personality. Bivariate relations between personality traits and racial discrimination were small and positive (i.e., rs ≈ .10). Regression results demonstrated that racial discrimination accounted for variance in depression, anxiety, and posttraumatic stress independent of personality traits ( ps < .01). These results suggest that personality traits do not fully explain associations between racial discrimination and negative mental health outcomes, further supporting the detrimental impact of racial discrimination on the mental health of African Americans.

scholarly journals Predictors for Confidence in Self-Management of Falls and the Role of Fear of Falls

2020 ◽  
Vol 4 (Supplement_1) ◽  
pp. 301-301
Author(s):  
Qiwei Li ◽  
Becky Knight
Keyword(s):  
Older Adults ◽  
Fall Prevention ◽  
Predictor Variable ◽  
Path Model ◽  
Self Management ◽  
Hierarchical Regression ◽  
Mediating Role ◽  
Self Protection ◽  
Fear Of Falls

Abstract Falls have been a crucial threat for older adults to stay independent. Once they have fallen, older adults are more likely to receive injuries and become people with disabilities. Conventionally, the measurement of fall efficacy focused on the capacity of performing certain activities such as walking or bathing without a fall. However, given the fact that one out of five older adults fall every year, self-efficacy in self-protection when falls do happen calls for a better understanding of confidence in self-management of a fall. Among predictors for fall prevention outcomes, “fear of falls” has received attention. However, “fear of falls” was largely missing in studies exploring self-management of falls in scenarios where falls do happen. This study explores the predictors for CSMoF including “fear of falls”. A series of simultaneous and hierarchical regression analyses with related interaction analyses and a path model were applied to determine the contribution of each predictor variable and the mediating role of “fear of falls”. The findings of the study reported that demographic characteristics, chronic conditions, and perceptions of falls were associated with CSMoF. The path analysis confirmed the mediating role of “fear of falls” as the indirect effects were occupying substantial percentages in the total identified effects. “Fear of falls” should continue to be a core of fall prevention programs and is particularly important for programs that aim to teach older adults what to do when they fall, whom to call for help, and how to avoid injuries upon falling.

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