The Effects of Person-Organisation Fit and Employee Commitment. The Mediating Role of Organisational Culture.

  • Maxwell Fobi Kontor Kwame Nkrumah University of Science and Technology

Abstract

The concept of organizational culture is significant in the study of organizational behaviour and has increasingly become a vital area of interest in academic research. Organization culture recognizes the contributions of the employees in an organization, and provides holistic understanding of what is to be achieved, how goals are interrelated, and how each employee could attain organizational goals. Organizational culture is an important factor used to determine how well an employee fits into their organizational context, and it has been asserted that a good fit between the employee and their organization is vital for organisational success. The main purpose of the study was to examine the effects of organisational culture on person organisation fit and employee commitment. Simple random sampling technique was adopted to gather responses from the respondents. The study revealed that organisational culture has a positive and significant effect on person organisation – fit and employee commitment. Moreover, it was identified that organisational culture fully mediates on person organisation-fit. Based on this, the study recommended that organizational policies regarding culture should be clear for understanding by the employees. Along this line, organization should have a flexible culture and top management should use decentralized technique of management so that employees at low level have authority and power to make decision regarding problem they encounter at their level of authority.

References

Acar, A. Z. (2012). Organizational culture , leadership styles and organizational commitment in Turkish logistics industry. Procedia - Social and Behavioral Sciences, 58, 217–226. https://doi.org/10.1016/j.sbspro.2012.09.995
Ahmadian, N., & Etebarian, A. (2015). The Effect Of Person-Organization Fit On Work Engagement And Organizational Engagement Case Study : Education Organization Of Char Mahalbakhtiari Province. Indian Journal of Fundamental and Applied Life Sciences, 5(S2), 231–236.
Boon, C., den Hartog, D. N., Boselie, P., & Paauwe, J. (2011). The relationship between perceptions of HR practices and employee outcomes: Examining the role of person-organisation and person-job fit. International Journal of Human Resource Management, 22(1), 138–162. https://doi.org/10.1080/09585192.2011.538978
Clugston, M. (2000). The mediating e € ects of multidimensional commitment on job satisfaction and intent to leave. Journal of Organisational Behaviour, 21, 477–486.
Ćulibrk, J., Delić, M., Mitrović, S., & Ćulibrk, D. (2018). Job satisfaction, organizational commitment and job involvement: The mediating role of job involvement. Frontiers in Psychology, 9(132), 1–12. https://doi.org/10.3389/fpsyg.2018.00132
Dwinfour, E. A. S., Adam, S., & Adom, D. (2017). The Effects of Organizational Culture and Commitment on Job Satisfaction : Cross-Sectorial Comparison of Legal Services Sector in Ghana. European Journal of Business and Management, 9(14), 29–35.
Gray, J. H., Densten, I. L., & Sarros, J. C. (2003). Size Matters : Organisational Culture in Small , Medium , and Large Australian Organisations. Journal of Small Business & Entrepreneurship, 17(1), 31–46. https://doi.org/10.1080/08276331.2003.10593311
Habib, S., Aslam, S., Hussain, A., Yasmeen, S., & Ibrahim, M. (2014). The Impact of Organizational Culture on Job Satisfaction , Employess Commitment and Turn over Intention. Advances in Economics and Business, 2(6), 215–222. https://doi.org/10.13189/aeb.2014.020601
Hafiz, A. (2017). Relationship between Organizational Commitment and Employeeâs Performance Evidence from Banking Sector of Lahore. Arabian Journal of Business and Management Review, 7(2), 1–7. https://doi.org/10.4172/2223-5833.1000304
Harris, S. G., & Mossholder, K. W. (1996). The affective implications of perceived congruence with culture dimensions during organizational transformation. Journal of Management, 22(4), 527–547. https://doi.org/10.1016/S0149-2063(96)90023-9
Janićijević, N. (2015). Impact of Organizational Culture on Organizational Learning and Knowledge Management. Proceedings of the ENTRENOVA - ENTerprise REsearch InNOVAtion Conference, 158–165. Kotor, Montengero.
Karakurum, Mü. (2005). The Effects Of Person-Organization Fit On Employee Job Satisfaction, Performance And Organizational Commitment In A Turkish Public Organization. Middle East Technical University.
Kline, R. B. (2011). Principles and Practice of Structural Equation Modeling (Third Edit; D. A. Kenny & T. D. Little, Eds.). New York London: THE GUILFORD PRESS.
Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals’ fit at work: Person–organization , person–group , and person–supervisor fit. Personnel Psychology, 58, 281–342. https://doi.org/10.1111/j.1744-6570.2005.00672.x
Latif, A., & Bashir, U. (2013). Person organization fit , job satisfaction and turnover intention : An empirical study in the context of Pakistan. Global Advanced Research Journal of Management and Business Studies, 2(7), 384–388.
Lau, H. C., & Idris, M. A. (2001). The soft foundation of the critical success factors on TQM implementation in Malaysia. The TQM Magazine, 13(1), 51–60.
Lok, P., & Crawford, J. (2001). Antecedents of organizational commitment and the mediating role of job satisfaction. Journal of Managerial Psychology, 16(8), 594–613.
Lund, D. B. (2003). Organisational Culture and Job Satisfaction. Journal of Business and Industrial Marketing, 18(3), 219–236. https://doi.org/10.13703/j.0255-2930.2016.10.007
Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective , Continuance , and Normative Commitment to the Organization : A Meta-analysis of Antecedents , Correlates , and Consequences. Journal of Vocational Behavior, 61, 20–52. https://doi.org/10.1006/jvbe.2001.1842
Muthuvelo, R., & Che Rose, R. (2005). Typology of Organisational Commitment. American Journal of Applied Sciences, 2(6), 1078–1081. https://doi.org/10.3844/ajassp.2005.1078.1081
Narayana, A. (2017). A Critical Review of Organizational Culture on Employee Performance. American Journal of Engineering and Technology Management, 2(5), 72–76. https://doi.org/10.11648/j.ajetm.20170205.13
Nazir, N. A. (2005). Person-Culture Fit and Employee Commitment in Banks. VIKALPA, 30(3), 39–51.
Nongo, E. S., & Ikyanyon, D. N. (2012). The Influence of Corporate Culture on Employee Commitment to the Organization. International Journal of Business and Management, 7(22), 21–28. https://doi.org/10.5539/ijbm.v7n22p21
Ongori, H. (2007). A review of the literature on employee empowerment. African Journal of Business Management, 5(4), 49–54. https://doi.org/10.1108/14634449710195471
Ostroff, C., Shin, Y., & Kinicki, A. J. (2005). Multiple perspectives of congruence: Relationships between value congruence and employee attitudes. Journal of Organizational Behavior, 26(6), 591–623. https://doi.org/10.1002/job.333
Quratulain, S., Khan, A. K., Crawshaw, J. R., Arain, G. A., & Hameed, I. (2018). A study of employee affective organizational commitment and retention in Pakistan: the roles of psychological contract breach and norms of reciprocity. International Journal of Human Resource Management, 29(17), 2552–2579. https://doi.org/10.1080/09585192.2016.1254099
Rastegar, A. A., & Aghayan, S. (2012). Impacts Of Organizational Culture On Organizational Commitment. Journal of Human Resource Management, 2(2), 1–13.
Sabir, M. S., Razzaq, A., & Yameen, M. (2010). Impact of Organizational Culture on the Employees’ Commitment: Relationship between Levels of Organizational Culture with Commitment. KASBIT Business Journal, 3(1), 88–95.
Samudi, S., Slambolchi, A., & Mobarakabadi, H. (2016). A Literature Review On Organizational Commitment : A Comprehensive Summary. Applied Mathematics in Engineering, Management and Technology, 4(3), 47–57.
Schein, E. . (2010). Chapter 2 - The three levels of culture. In Business and Management : Organizational Culture and Leadership (Fourth Edi, pp. 23–33). Retrieved from http://my.safaribooksonline.com/book/leadership/9780470190609
Sharma, A., & Singh, S. (2017). Impact of Organizational Culture on Employee Commitment : A Comparative Study of Public and Private Sector Telecom Companies in India. International Journal of Engineering Technology Science and Research IJETSR, 4(12), 721–727.
Silverthorne, C. (2004). The impact of organizational culture and person-organization fit on organizational commitment and job satisfaction in Taiwan. The Leadership & Organization Development Journal, 25(7), 592–599. https://doi.org/10.1108/01437730410561477
Sutarjo. (2011). Ten Ways of Managing Person-Organization Fit ( P-O Fit ) Effectively : A Literature. International Journal of Business and Social Science, 2(21), 226–233.
Ullman, J. B., & Bentler, P. M. (1998). Structural Equation Modeling. In I. B. Weiner (Ed.), Handbook of Psychology (Second Edi, pp. 661–689). Retrieved from http://onlinelibrary.wiley.com/doi/10.1002/0470011815.b2a13089/full
Verquer, M. L., Beehr, T. A., & Wagner, S. H. (2003). A meta-analysis of relations between person-organization fit and work attitudes. Journal of Vocational Behavior, 63, 473–489. https://doi.org/10.1016/S0001-8791(02)00036-2
Wasti, S. A. (2003). Organizational commitment , turnover intentions and the in uence of cultural values. Journal of Occupational and Organizational Psychology, 76, 303–321.
Wheeler, A. R., Gallagher, V. C., Brouer, R. L., & Sablynski, C. J. (2007). When person-organization (mis) fit and (dis) satisfaction lead to turnover: The moderating role of perceived job mobility. Journal of Managerial Psychology, 22(2), 203–219. https://doi.org/10.1108/02683940710726447
Published
2019-10-29