Does Organizational Politics at the Workplace Harm Employees' Job Performance? A Person-Organization Fit Perspective

2014 ◽  
Vol 46 (8) ◽  
pp. 1124 ◽  
Author(s):  
Zhonghua GAO ◽  
Chen ZHAO
Keyword(s):  
Job Performance ◽  
Organizational Politics ◽  
Person Organization Fit

scholarly journals INNOVATIVE WORK BEHAVIOUR: AN INTEGRATIVE INVESTIGATION OF PERSON-JOB FIT, PERSON-ORGANIZATION FIT, AND PERSON-GROUP FIT

2020 ◽  
Vol 21 (1) ◽  
pp. 39-47
Author(s):  
Emiliana Sri Pudjiarti ◽  
Prihatin Tiyanto Priagung Hutomo
Keyword(s):  
Job Performance ◽  
Cultural Values ◽  
Structural Equation ◽  
Selection Process ◽  
Work Organization ◽  
Work Behavior ◽  
Job Fit ◽  
Individual Values ◽  
Innovative Work ◽  
Person Organization Fit

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 the analysis, there is a positive relationship between variables. This illustrates that the challenges of SMEs in the future are to maintain the best human resources to remain committed to the organization. In maintaining its existence, alignment of individual values with work, organization and groups is the best tool to achieve goals through innovative changes in employee behavior, and also to lay a solid foundation in the recruitment and selection process of new employees that have the potential to increase job performance.

scholarly journals THE RELATIONSHIP BETWEEN PERSON-ORGANIZATION FIT, ORGANIZATIONAL IDENTIFICATION AND WORK OUTCOMES

2014 ◽  
Vol 16 (2) ◽  
pp. 369-386 ◽  
Author(s):  
Mahmut Demir ◽  
Sirvan Sen Demir ◽  
Kevin Nield
Keyword(s):  
Job Performance ◽  
Organizational Identification ◽  
Structural Equation ◽  
Negative Influence ◽  
Positive Influence ◽  
Full Time ◽  
Confirmatory Factor Analyses ◽  
Production Deviance ◽  
Person Organization Fit ◽  
The Relationship

The purpose of this research is to analyse the relationship of person-organization fit in hotels through organizational identification, job performance, production deviance behavior, and the intention to remain. To achieve this, first the literature was consulted to provide a conceptual model. Through conducting a face-to-face interview, a total of 582 questionnaires were collected from employees who were full-time employees of the five-star hotels operating within the Mugla region of Turkey. The data obtained from the survey was analysed via the statistics program; within this explanatory and confirmatory factor analyses were performed within the framework of Structural Equation Modelling. The study concluded and identified, that external factors, namely “person-organization fit”, have an effect on internal factors such as “organizational identification”, “job performance”, “production deviance” and the “intention to remain”. The empirical results indicate that person-organization fit has a significant and positive influence on organizational identification, job performance and intention to remain, while has a significant and negative influence on production deviance behavior. The results also indicate that the organizational identification has an important effect on job performance, intention to remain and production deviance behavior.

scholarly journals Interaction effects of P-O fit and Machiavellism on the perceived organizational politics

2016 ◽  
Vol 29 (3) ◽  
pp. 385-410
Author(s):  
JongWon Lee ◽  
KangHyun Shin ◽  
JongHyun Lee ◽  
WanSuk Gim
Keyword(s):  
Interaction Effect ◽  
Demographic Factors ◽  
Organizational Politics ◽  
Interaction Effects ◽  
Hierarchical Regression ◽  
Future Research ◽  
Regression Analyses ◽  
Person Organization Fit ◽  
Main Effects

This research has examined the main effects and interaction effect of person-organization fit and machiavellism on perceived organizational politics. This study was conducted by using sample of 396 public officers and analyzed the main and interaction effect of P-O fit and machiavellism on perceived organizational politics by hierarchical regression analyses which controlled demographic factors. The major findings of this study were as follows: First, as P-O fit score increased, the degree of perceived organizational politics tended to decrease( =-.143, p<.01). Second, the higher level of machiavellism was, the lower perceived organizational politics( =.272, p<.001). Third, interaction effect of P-O fit and machiavellism on the perceived organizational politics was significant(⊿ =.024, p<.01). Furthermore, results of this study showed that among three sub-factors of P-O fit, only needs-supplies and demands- ability had a interaction effect with machiavellism(needs-supplies: ⊿ =.033, p<.001; demands-ability: ⊿ =.024, p<.01). Finally, implications of this study and tasks of future research were discussed.

scholarly journals Organizational Politics and Work Outcomes: Moderating Role of Top Management Political Skills

2021 ◽  
Vol 3 (2) ◽  
pp. 173-181
Author(s):  
IMRAN KHAN ◽  
SYED MOHSIN ALI SHAH ◽  
DR. JEHANGIR
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Organizational Politics ◽  
Top Management ◽  
Negative Consequences ◽  
Job Outcomes ◽  
Managerial Implication ◽  
Political Skills ◽  
Moderating Role

This quantitative research was conducted to investigate the direct effects of Organizational Politics and moderating role of Top Management Political Skills on job outcomes such as Job Satisfaction and Employee Job Performance. The data was collected from 151 employees working in a private multinational tobacco manufacturing organization Phillip Morris Swabi Pakistan. Organizational Politics with others job outcomes were also studied in Pakistani context but the moderating effect of Political Skills needs to study for minimizing the negative consequences on employees and organizational goals. Self-administered questionnaire on 5-pointLikert scale was used for data collection. SPSS 21 was used for analysis and Descriptive Statistics, Pearson Correlation and Regression analysis were run for hypotheses testing. A letter was forwarded to IR manager for questionnaire filling assuring the confidentiality of the responses made by individuals and the reason choosing their organization for the study. The results revealed negative significant positive between Organizational Politics and Employee job performance and job satisfaction. The results also revealed that there is positive significant effect between the relationship of Organizational Politics and job outcomes i.e. Job Satisfaction and Employee Job Performance for the moderating role of Top Management Political Skills. Managerial implication and future research directions are suggested for further research.

Person–Organization Fit and Friendship From Coworkers: Effects on Feeling Self-Verified and Employee Outcomes

2017 ◽  
Vol 44 (4) ◽  
pp. 777-806 ◽  
Author(s):  
Tae-Yeol Kim ◽  
Xiaowan Lin ◽  
Sang-Pyo Kim
Keyword(s):  
Job Performance ◽  
Organizational Citizenship ◽  
Positive Relationship ◽  
Organizational Citizenship Behaviors ◽  
Work Behaviors ◽  
Citizenship Behaviors ◽  
Employee Outcomes ◽  
Person Organization Fit ◽  
The Relationship ◽  
Positive Work

This study examined how person–organization fit and friendship from coworkers combine to affect people’s self-verification, and how self-verification ultimately relates to employee outcomes (job performance and organizational citizenship behaviors). Based on a sample of 117 employee–supervisor pairs, multilevel analyses revealed a positive relationship between employees’ perceptions of person–organization fit and self-verification, and also showed that the relationship was facilitated by friendship from coworkers. Specifically, person–organization fit and self-verification perceptions were positively related when friendship from coworkers was high, but nonsignificant when friendship from coworkers was low. In addition, employees’ self-verification perceptions were positively and significantly associated with job performance and organizational citizenship behaviors. Our research suggests that enhancing person–organization fit and promoting friendship from coworkers in the workplace organizations can satisfy the basic human impulse to feel self-verified, and thus enhance employees’ positive work behaviors.

The impact of person job fit and person organization fit on employee job performance: A study among employees of services sector

2020 ◽  
Author(s):  
Zulfiqar Ali Rajper ◽  
Ikhtiar Ali Ghumro ◽  
Riaz Ahmed Mangi
Keyword(s):  
Job Performance ◽  
Health Sector ◽  
Sampling Technique ◽  
Job Fit ◽  
Government Employees ◽  
Services Sector ◽  
Efficiency And Effectiveness ◽  
The Right ◽  
Person Organization Fit ◽  
The Impact

The right for right place can make a big difference for the growth of organization human resource playing a significant role. To further strengthen the organization, the tasks are being assigned on merit basis to those employees who possess relevant knowledge and competence. The competitive strength and effectiveness of organization is the skilled human force. The object of this study is to examine relationship person job fit, person organization fit and employee job performance. To determine efficiency and effectiveness of employees; the job performance is an important source in organization. Logically better a person ‘fit’ may take less time to adjust the way; he shall have to do (Roberts and Robins, 2004). The sample of 381 government employees, working in health sector of Sindh was selected for this study. The random sampling technique was used from known population.The data was analyzed by using AMOS v.22 software. It has been found that there is a positive relationship between PJF (Person Job Fit) POF (Person Organization Fit) and EJP (Employee Job Performance). Keywords: Person Job Fit (PJF) Person Organization Fit (POF) and Employee Job Performance (EJP)

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