The Effect Of Good Corporate Governance, Work Life Balance, Talent Management And Person Organization Fit On Employee Performance At The Planning, Research And Development Agency Of Bukittinggi City

The purpose of this research journal is to find out how much "The Influence of Good Corporate Governance, Work Life Balance, Talent Management and Person Organization Fit on Employee Performance at the Planning, Research and Development Agency (Bapelitbang) of Bukittinggi City. Methods of collecting data through surveys, interviews, and questionnaires with a sample of 34 respondents.The analytical method used is Multiple Linear Regression Analysis.The results of data analysis concluded, partially there is a positive and significant effect of Good Corporate Governance on Employee Performance. Partially there is a positive and significant effect of work life balance on employee performance. Partially there is a positive and significant influence of Talent Management on Employee Performance. Partially there is a positive and significant effect of Personorganization Fit on Employee Performance. Simultaneously there is a positive and significant influence of Good Corporate Governance, Work Life balance, Talent Management, Personorganization Fit on Employee Performance. The contribution of Good Corporate Governance, Work Life balance, Talent Management, Personorganization Fit variables is 0.641 or 64.1% while the remaining 35.9% is influenced by other variables

Examination of the Prediction of Person-Job Fit on Person-Organization Fit from the Perspective of Academics

Educational institutions show their activities in an intense environment and lead the generations that will be the architects of the future. Considering the importance of education, it is important for academics to transfer their knowledge and experience to students by blending them with scientific data in this intense environment. However, in order for educational process to work efficiently, it is thought that the harmony of the person with his job and organization is the main point to be emphasized. In this context, this research aimed to determine the person-organization and Person-Job Fit of academics, to determine the relationship between these two variables, and to determine the predictive role of person-to-job fit on Person-Organization Fit working in the field of education. In this study, which was carried out in the relational screening model, the opinions of 403 academics were taken voluntarily. The “Personal Information Form” created by the researchers as a data collection tool in the research, and the “Person-Organization Fit Scale” developed by Netemeyer et al. (1997) and adapted to Turkish culture by Turunç and Çelik (2012) to measure the Person-Organization Fit and “Perceived Person-Job Fit Scale”, adapted to Turkish culture by Yaşar (2009) by benefiting from the researches of Cable and Judge (1996) and Saks and Ashforth (1997) was used to measure perceived Person-Job Fit. As a result of the analyzes made; It has been seen that there is a positive relationship between Person-Organization Fit and Person-Job Fit, and Person-Job Fit is a predictor of Person-Organization Fit. In addition, it was determined that the person-to-work and Person-Organization Fit of the academics were above the medium level. When the scale of Person-Organization Fit is examined, there is no difference in terms of gender, academic title and department of duty, but a significant relationship has been determined according to marital status. When the Person-Job Fit Scale was examined, it was determined that there was no relationship according to gender and the department, and there was a significant difference according to marital status and academic title.

The Effect of Person-Environment Fit on Public Servant Integrity and Performance: Investigating the Moderating Role of Public Service Motivation

Individual performance is measured by a person's contribution to attaining this objective, whereas public organisation performance is measured by goals achieved in accordance with its mission statements. Positive individual behaviour is important for positive life outcomes, such as professional ethics. Individuals with strong integrity between their psychological (spiritual) and physical (physical) functions are one of the determinants of individual performance in organisations. Integrity is a promise to do everything in line with right and ethical principles, as well as values and standards, and there is consistency in continuing to make these commitments in every scenario without seeing any chance or coercion to break them. Individual integrity and performance are strongly influenced by the person-environment fit (person-job fit and person-organization fit). Due to the several corruption cases in Malaysia, the impacts of person-environment fit (person-job fit and person-organization fit) on individual integrity and performance of public sector personnel are investigated in this study. The suggested model was tested using partial least squares on a sample of 214 public sector employees in Penang. Integrity and individual performance is positively influenced by both person-job fit and person-organization fit, with person-organization fit having a stronger effect. Furthermore, the moderating effects of Public Service Motivation in the relationship between person-environment fit and the integrity and individual performance are not significant. As a result, it is critical to design strategies and implement suitable organisational environments in order to successfully raise the integrity and performance levels of public sector employees/