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

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.

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Millennials’ intention to stay and word-of-mouth referrals

Evidence-based HRM a Global Forum for Empirical Scholarship ◽

10.1108/ebhrm-03-2019-0021 ◽

2019 ◽

Vol 8 (1) ◽

pp. 60-78

Author(s):

Decha Dechawatanapaisal

Keyword(s):

Organizational Identification ◽

Structural Equation ◽

Word Of Mouth ◽

Mediating Effect ◽

Equation Modeling ◽

Intention To Stay ◽

Content Type ◽

Perceived External Prestige ◽

Person Organization Fit ◽

The Relationship

Purpose The purpose of this paper is to investigate the mediating effect of organizational identification in the relationship between person-organization fit and intention to stay as well as word-of-mouth referrals. The study also examines the role of perceived external prestige as a moderator of the relationship between organizational identification and intention to stay and word-of-mouth referrals. Design/methodology/approach Data were collected from 2,649 millennial employees working in various companies located within the Central Thailand Industrial Estates. The hypothesized relationships were tested and analyzed by means of a confirmatory factor analysis, structural equation modeling, hierarchical regression and a bootstrapping procedure. Findings The results revealed that the direct relationships between person-organization fit and intention to stay as well as word-of-mouth referrals were found to be partially mediated by organizational identification. In addition, perceived external prestige was found to have a moderating effect on the relationship between organizational identification and word-of-mouth referrals, but found no effect on employee retention. Research limitations/implications The current research took place among the millennial workers in Thai organizations, which needs to be extended to other generational cohorts or different culture settings for more generalization. Practical implications The results imply that managers should routinely assess and monitor person-organization compatibility, and ensure that corporate cultures, values and norms are properly communicated and mutually shared among the millennial workers. The aim is to inspire them to perceive better fits and proudly identify with their workplace. Such efforts are likely to induce not only retention, but also should encourage word-of-mouth referrals. Originality/value This study extends existing knowledge by assessing the relationships among person-organization fit, organizational identification and perceived external prestige as well as their impacts on intention to stay and word-of-mouth referrals by millennial employees, which has not been extensively investigated in the literature.

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Mediating effects of perceived environment support and knowledge sharing between self-efficacy and job performance of SME employees

Industrial and Commercial Training ◽

10.1108/ict-01-2019-0009 ◽

2019 ◽

Vol 51 (6) ◽

pp. 342-359 ◽

Cited By ~ 1

Author(s):

Khahan Na-Nan ◽

Salitta Saribut ◽

Ekkasit Sanamthong

Keyword(s):

Job Performance ◽

Knowledge Sharing ◽

Self Efficacy ◽

Structural Equation ◽

Positive Influence ◽

Performance Model ◽

Content Type ◽

Environmental Support ◽

Self Confidence ◽

The Relationship

PurposeCurrently, small and medium-sized enterprises (SMEs) concentrate on developing their employees’ potential to ensure high job performance. Enhancing the perception of efficacy is important to encourage employees to perform their responsibilities with increased self-confidence. Perceived environmental support and knowledge sharing are also significant factors that boost employees’ potential to achieve targets. The purpose of this paper is to examine how self-efficacy (SE) relates both directly and indirectly to employee job performance through perceived environmental support and knowledge sharing.Design/methodology/approachEmpirical data were garnered from a sample of 344 admins working at SMEs in Central Thailand and structural equation modelling was used to test the proposed relationships.FindingsSE had a strong positive influence on employee job performance, perceived environmental support and knowledge sharing, while perceived environmental support and knowledge sharing positively influenced employee job performance. Perceived environmental support and knowledge sharing were considered to be partial mediating factors of SE in the employee job performance model.Originality/valueThis research extends understanding of the relationship between SE and employee job performance. The findings shed light on mediating roles of perceived environmental support and knowledge sharing regarding the relationship between SE and employee job performance.

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Is the Role of Work Engagement Essential to Employee Performance or ‘Nice to Have’?

Sustainability ◽

10.3390/su11041050 ◽

2019 ◽

Vol 11 (4) ◽

pp. 1050 ◽

Cited By ~ 5

Author(s):

Woocheol Kim ◽

Soo Han ◽

Jiwon Park

Keyword(s):

Job Performance ◽

Work Engagement ◽

Turnover Intention ◽

Structural Equation ◽

Employee Performance ◽

Equation Modeling ◽

Personal Resources ◽

Full Time ◽

Direct Effects ◽

The Relationship

The current study aimed to scrutinize roles of work engagement as a mediator in the relationships between job and personal resources and employees’ outcomes, namely job performance and turnover intention, specifically focusing on testing the essentiality of work engagement. A total of 571 complete responses from full-time employees in Korean organizations were utilized for data analysis with structural equation modeling (SEM). This study analyzed two research models through the competing model approach: One model (Model 1) specified that job and personal resources directly influence job performance and turnover intention and also indirectly influence job performance and turnover intention through work engagement, whereas the other model (Model 2) specified that job and personal resources only indirectly influence turnover intention and job performance through work engagement. The results of the competing models demonstrated that overall, Model 2 adequately fit better than Model 1. The results also showed that the direct effects of job and personal resources on work engagement, as well as the direct effects of work engagement on job performance and turnover intention were statistically significant. In addition, the results of the study revealed statistically significant mediating effects of work engagement, not only on the relationship between job and personal resources and job performance, but also on the relationship between job and personal resources and turnover intention. Based on the results, theoretical and practical implications for human resource management, limitations, and recommendations for further research are discussed.

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Effect of Superior–Subordinate Intergenerational Conflict on Job Performance of New Generation Employees

Social Behavior and Personality An International Journal ◽

10.2224/sbp.2016.44.9.1499 ◽

2016 ◽

Vol 44 (9) ◽

pp. 1499-1513 ◽

Cited By ~ 5

Author(s):

Yongyue Zhu ◽

Hua Yang ◽

Guanglin Bai

Keyword(s):

Job Performance ◽

Work Engagement ◽

Intergenerational Conflict ◽

Negative Influence ◽

Positive Influence ◽

Task Conflict ◽

Relationship Conflict ◽

Mediating Role ◽

New Generation ◽

The Relationship

We analyzed the influence of superior–subordinate intergenerational conflict on the job performance of 498 employees of Chinese enterprises born since 1980 (new generation employees). Results of a survey showed that the 3 dimensions of superior–subordinate intergenerational conflict, namely task conflict, relationship conflict, and procedural conflict, all had a significantly negative influence on the employees' work engagement and job performance; work engagement exerted a significantly positive influence on job performance; work engagement played a partial mediating role in the relationship between both relationship conflict and procedural conflict and job performance, and fully mediated the relationship between task conflict and job performance; tolerance and confrontation in conflict resolution had a significantly moderating effect on the relationships between all 3 dimensions of superior–subordinate intergenerational conflict and work engagement; and coordination played a significant moderating role on the relationship between both task and procedural conflict and work engagement, but the role of coordination as a moderator in the relationship between relationship conflict and work engagement was nonsignificant. Theoretical contributions are discussed and options for practical guidance offered.

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The Relationship between the Technology Readiness Index (Tri) and the Quality of Digital Services of Brazilian Financial Institutions

Management and Business Research Quarterly ◽

10.32038/mbrq.2020.15.01 ◽

2020 ◽

Vol 15 ◽

pp. 1-10

Author(s):

Carpeggiani Gomes Monteiro de Andra ◽

Marcia Juliana d’Angelo

Keyword(s):

Financial Institutions ◽

Structural Equation ◽

Quantitative Research ◽

Explanatory Power ◽

Perceived Quality ◽

Negative Influence ◽

Positive Influence ◽

Disruptive Technologies ◽

Digital Services ◽

The Relationship

This study aims to identify the technological readiness variables associated with the quality perceived by customers who use digital services offered by banking institutions operating in Brazil. Descriptive quantitative research, in cross-section, with a sample of 958 clients of financial institutions operating in Brazil. The data were analysed using Structural Equation Modelling and multigroup analysis using SmartPLS. Given the growth of Fintech driven by disruptive technologies, traditional banking segments are looking for a competitive advantage to retain their customers. The findings showed that optimism and innovativeness have a positive influence on perceived quality. In contrast, discomfort with functional and physical risk, discomfort with embarrassment, and insecurity with information have a negative influence on perceived quality. Insecurity due to lack of contact does not influence the quality perceived by customers. There are also no differences regarding the gender and income of customers and the type of bank with whom they have a relationship, only in the group between public and private banks in the relationship between innovativeness and perceived quality. However, the explanatory power of the model indicates that other factors also impact this relationship. Although Fintech is growing at an accelerated pace, traditional bank customers seek other factors that impact perceived quality. In this way, it shows that traditional banks can consider other organisational actions to retain customers in addition to disruptive technologies.

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The Influence of Career Adaptability and Career Commitment to Minimize Intention to Leave Among ICT Professionals

International Journal of Human Capital and Information Technology Professionals ◽

10.4018/ijhcitp.2020040102 ◽

2020 ◽

Vol 11 (2) ◽

pp. 23-38

Author(s):

Safiah Omar ◽

Farzana Parveen Tajudeen

Keyword(s):

Structural Equation Modeling ◽

Structural Equation ◽

Career Commitment ◽

Intention To Leave ◽

Negative Influence ◽

Positive Influence ◽

Equation Modeling ◽

Career Adaptability ◽

The Relationship

This research measures career adaptability among Malaysian ICT professionals using career adapt-abilities scale (CAAS). Career adaptability were analyzed for direct relationships with career commitment and intention to leave. Career commitment was also tested as mediator between career adaptability and intention to leave. Samples consist of 393 ICT professionals and data was analyzed using structural equation modeling (SEM). The results showed that career adaptability has positive influence on career commitment and negative influence on intention to leave. Career commitment was negatively related to intention to leave and it mediates the relationship between career adaptability and intention to leave. In conclusions, intention to leave among Malaysian ICT professionals are due to their career adaptability and career commitment.

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Analisis Peranan Kepuasan Dan Komitmen Sebagai Perantara Pengaruh Kualitas Jasa Tutorial Online Terhadap Loyalitas Mahasiswa

Jurnal Manajemen ◽

10.31937/manajemen.v9i2.718 ◽

2018 ◽

Vol 9 (2) ◽

pp. 18-32

Author(s):

Andy Mulyana ◽

Devi Ayuni

Keyword(s):

Service Quality ◽

Structural Equation ◽

Positive Influence ◽

Management Program ◽

Equation Modeling ◽

Online Tutorial ◽

Student Loyalty ◽

The Relationship ◽

Positive Effect

This study aims to evaluate the role of satisfaction and commitment as mediating the effect of service quality on student loyalty as the user of Open University's Online Tutorial. Based on data analysis on student of Management program 229 as respondents with Structural Equation Modeling (SEM), this study found the relationship between: (1) positive influence of service quality to satisfaction and loyalty of students using tuton; (2) the positive effect of satisfaction on student loyalty using tuton; (3) satisfaction is a mediator between service quality and loyalty of students using tuton. Conversely, commitment has no positive effect on student loyalty as a tuton user. In addition, commitment does not mediates the effect of satisfaction on the loyalty of tuton users. Keywords: service quality, satisfaction, commitment, loyalty

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Concerns or Desires Post-Pandemic: An Extended MGB Model for Understanding South Korean Residents’ Perceptions and Intentions to Travel to China

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph18052542 ◽

2021 ◽

Vol 18 (5) ◽

pp. 2542

Author(s):

Guanghui Qiao ◽

Xiao-li Zhao ◽

Luqi Xin ◽

Seokchool Kim

Keyword(s):

Mass Media ◽

Latent Variables ◽

Structural Equation ◽

Mainland China ◽

Negative Influence ◽

Positive Influence ◽

Extended Model ◽

South Korean ◽

Structural Relationships ◽

China Post

In this study, we examined South Korean residents’ travel-related behavioural intention for mainland China post-COVID-19 using an extended model of goal-directed behaviour. To do so, we integrated South Korean residents’ perceptions of country image (PCI), mass media, and concerns about travel into the framework of the original model of goal-directed behaviour (MGB). Structural equation modelling was used to identify the structural relationships among the latent variables. The results show that mass media had a positive influence on South Korean residents’ perception of China’s image, a negative influence on residents’ concerns, and a positive influence on residents’ behavioural intentions for travel overseas. Meanwhile, PCI had a positive influence on residents’ attitude towards travel overseas. The theoretical and practical implications of the study are discussed.

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Counterproductive Work Behaviors, Confucian Values, and Production Deviance: the Mediating Effect of Job Satisfaction

Social Behavior and Personality An International Journal ◽

10.2224/sbp.2012.40.6.1045 ◽

2012 ◽

Vol 40 (6) ◽

pp. 1045-1056 ◽

Cited By ~ 7

Author(s):

Xiao-Wei Guo

Keyword(s):

Job Satisfaction ◽

Structural Equation ◽

Negative Impact ◽

Mediating Effect ◽

Counterproductive Work Behaviors ◽

Equation Modeling ◽

Work Behaviors ◽

Production Deviance ◽

Confucian Values ◽

The Relationship

Production deviance is 1 of 5 dimensions of counterproductive work behaviors (CWB). Based on data collected from 362 employees of Chinese enterprises, I examined the predictive effect of Confucian values on production deviance and the mediating effect of job satisfaction on the relationship between Confucian values and production deviance using structural equation modeling. I analyzed 3 factors of production deviance: work sabotage, slackness, and withdrawal. Confucian values were found to have a significant negative impact on these factors. Furthermore, job satisfaction was found to partially mediate the relationship between Confucian values slackness and withdrawal, but not work sabotage.

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Peer-to-peer marketplaces: a study on consumer purchase behavior

Journal of Hospitality and Tourism Insights ◽

10.1108/jhti-05-2018-0028 ◽

2019 ◽

Vol 2 (1) ◽

pp. 37-54 ◽

Cited By ~ 1

Author(s):

Apostolos Ampountolas

Keyword(s):

Consumer Satisfaction ◽

Structural Equation ◽

Positive Influence ◽

Peer To Peer ◽

Purchase Behavior ◽

Equation Modeling ◽

Content Type ◽

Repurchase Intentions ◽

Digital Ecosystem ◽

The Relationship

PurposeThe online travel environment continues to expand as the numerous peer-to-peer (P2P) marketplaces that comprise the “sharing economy” have also multiplied and expanded, resulting in a move from the traditional hospitality industry to a new digital ecosystem. The purpose of this paper is to examine the effects of different antecedents and the relationships between benefit factors. It does so by simulating the behavior that leads to consumer loyalty and repurchase intentions within a P2P marketplace transaction.Design/methodology/approachThe analysis is based on survey data from 456 respondents located in different regions, collected via a web-based survey questionnaire. A two-step approach employing confirmatory factor analysis, followed by structural equation modeling, was conducted to evaluate the measurement and structural models, as recommended by Anderson and Gerbing.FindingsThe findings of this study partially confirm the relationship between benefit factors (monetary, hedonic and location benefits) and consumer repurchase intentions. The benefit factors display a positive influence on consumer satisfaction, which mediates the relationship between loyalty and repurchase intentions. Hence, the study contributes to scholarly efforts to better understand why consumers choose to purchase through P2P platforms.Practical implicationsThe findings of this study can provide P2P intermediaries and hosts with the empirical evidence of consumer behavioral changes. Nowadays, in practice, consumers have the ability to compare products and offers. As such, for a consumer to remain loyal to a particular supplier, the offer must satisfy the service and experience that the consumer has in mind, as many alternative offers exist.Originality/valueThis study seeks to identify the behavioral factors that cause even loyal consumers to move from the traditional hospitality industries to P2P platforms, despite the probability of losing any loyalty benefits gained in the traditional industries.

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