Person-organization fit (P-O fit) and engagement

Carina Vasconcellos de Oliveira Rodriguez, Patricia Amelia Tomei, Bernardo Paraiso de Campos Serra

Abstract


Objective of the study: The objective of this work is to analyze the person-organization fit (Person-Organization fit or P-O fit) and its influence on employee engagement.

Methodology / approach: A descriptive, analytical and hypothetical-deductive research was carried out through a case study in a multinational company in the industrial segment. The research was based on the concepts of P-O fit by Chatman (1989), Personal Values by Schwartz (1994) and Organizational by Oliveira and Tamayo (2004), as well as Kahn's Work Engagement (1990). The research strategy adopted was that of multiple methods, contributing more effectively to corroborate hypotheses and constructs. For the quantitative analysis, 132 employees answered a questionnaire that combined questions: (a) Schwartz's Portrait Values Questionnaire PVQ-21 (2001) validated in Brazil by Almeida and Sobral (2009), (b) Organizational Value Profiles Inventory (IPVO) by Oliveira and Tamayo (2009) and (c) Work Engagement Scale (EEGT) by Siqueira (2014). For the qualitative research, internal documents of the organization were analyzed, 15 semi-structured interviews were carried out with employees and data on participatory observation were collected in training programs.

Main results: Respondents declared that they give greater importance to the personal values of Benevolence, Hedonism and Compliance, and observe the organizational values of Prestige, Domain and Achievement. The quantitative and qualitative results indicated that there is no person-organization alignment and that the level of employee engagement is average. This result may have been influenced by the moment in the organization's life cycle characterized by structural, strategic and cultural changes.

Relevance: Literature is scarce when looking for studies that relate engagement with person-organization alignment. This study brings together these concepts when analyzing the person-organization alignment and its influence on employee engagement.


Keywords


Person-organization alignment; Person-organization fit (P-O fit); Personal and organizational values; Engagement.

References


Albrecht, S. L. (2012) “The influence of job, team and organizational level resources on employee well-being, engagement, commitment and extra-role performance”. International Journal of Manpower, 33(7), 840-853.

Almeida, F. J. R.; SOBRAL, F. J. B. A. (2009) O Sistema de Valores Humanos de Administradores Brasileiros: Adaptação da Escala PVQ para o estudo de Valores no Brasil. RAM – Revista de Administração Mackenzie, 10(3), 101-126.

Baumruk, R. (2004) The missing link: the role of employee engagement in business success. Workspan, 47, 48-52.

Biswas, S.; Bhatnagar, J. (2013) Mediator Analysis of Employee Engagement: Role of Perceived Organizational Support, P-O Fit, Organizational Commitment and Job Satisfaction. Vikalpa: The Journal for Decision Makers, 38(1), 27-40.

Božac, M. G.; Sušanj, Z.; Agušaj, B. (2017) Attitudinal and Behavioral Outcomes of P-O Fit and Work Engagement in Hotel Staff. Organizational Cultures: An International Journal, 17(1).

Bretz, R. D. & Judge, J. A. (1994) “Job search behavior of employed managers”. Personnel Psychology, 7, 275-301.

Chatman, J. A. (1989) Improving interactional organizational research: a model of person-organization fit. Academy of Management Review, 14, 333-49.

Chatman, J. A. (1991) Matching people and organizations: selection and socialization in public accounting firms. Administrative Science Quarterly, 36 (3), 459-484.

Cooman, R. D.; Gieter, S; Pepermans, R.; Hermans, S.; Du Bois, C.; Caers, R.; Jegers, M. (2009) M. Person–organization fit: Testing socialization and attraction–selection–attrition hypotheses. Journal of Vocational Behavior, 74, 102–107.

Fleury, M. T. (1989) “Cultura Organizacional – os modismos, as pesquisas e as intervenções: uma discussão metodológica.” Revista de Administração da USP, 24(1), 3-9.

Gruman, J. A.; Saks, A. M. (2011) Performance management and employee engagement. Human Resource Management Review, 21, 123–136.

Hamid, S. N. A.; Yahya, K.K. (2011) Relationship between Person-Job Fit and Person-Organization Fit on Employees’ Work Engagement: A Study among Engineers in Semiconductor Companies in Malaysia. In Annual Conference on Innovations in Business and Management London, 6, 1-30.

Hoffman, B. J. & Woehr, D. J. (2006) A quantitative review of the relationship between person-organization fit and behavioral outcomes. Journal of Vocational Behavior, 68, 389-399.

Kahn, W. A. (1990) Psychological conditions of personal engagement and disengagement at work. The Academy of Management Journal, 33(4), 692-724.

Kristof-Brown, A. L. (1996) Person-organization fit: an integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49, 1-48.

Kristof-Brown, A. L.: Zimmerman, R. D.; Johnson, E. C. (2005) Consequences of Individuals’ fit at work: a meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Journal of Personnel Psychology, 58, 281-342.

Loehr, J. (2005) Become fully engaged. Leadership Excellence, 22(2), 14.

Maslach, C.; Leiter, M. (1997) The Truth about Burnout. New York: Jossey-Bass.

May, D. R.; Gilson, R. L.; Harter, L. M. (2004) The psychological conditions of meaningfulness, safety, availability, and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77, 11–37

Memon, M. A.; Salleh, R.; Baharom, M. R.; Harun, H. (2014) Person-organization Fit and Turnover Intention: The Mediating Role of Employee Engagement. Global Business & Management Research, 6(3), 205-209.

Nadler, D. A.; Tushman, M. L. (1980) A Model for Diagnosing Organizational Behavior. Organizational Dynamics, 9, 35-50.

Oliveira, A. F.; Tamayo, A. (2004) Inventário de Perfis de Valores Organizacionais. Revista de Administração, 39(2), 129-140.

O’reilly, C. A.; Caldwell, D. F.; Chatman, J. A. (1991) People and Organizational Culture: a profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34(3), 487-516.

Piasentin, K. A.; Chapman, D. S. (2006) Subjective person-organization fit: bridging the gap between conceptualization and measurement. Journal of Vocational Behavior, 69(2), 202-221.

Porto, J. B.; Tamayo, A. (2009) Escala de Valores Relativos ao Trabalho – EVT. Psicologia: Teoria e Pesquisa, 19(2), 145-152.

Rich, B. L. (2006) Job engagement: Construct validation and relationships with job satisfaction, job involvement, and intrinsic motivation. (Doctoral dissertation) University of Florida, Florida, United States.

Rich, B. L.; Lepine, J. A.; Crawford, E. R. (2010) Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53(3), 617–635.

Rokeach, M. (1973) The nature of human values. New York: The Free Press.

Saks, A. M. (2006) Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600 – 619.

Schein, E. H. (2009) Cultura Organizacional e Liderança. São Paulo: Atlas.

Schaufeli, W. B.; Salanova, M.; Gonzalez-Roma; Bakker, A. B. (2002) The measurement of engagement and burnout: a confirmative analytic approach. Journal of Happiness Studies, 3, 71-92.

Schwartz, S. H. (1999) A Theory of Cultural Values and Some Implications for Work. Applied Psychology: an international review, 48(1), 23-47.

Schwartz, S. H. (1994) Are There Universal Aspects in the Structure and Contents of Human Values? Journal of Social Issues, 50(4), 19-45.

Schwartz, S. H.; Melech, G; Lehmann, A. Burgess, S.; Harris, M.; Owens. (2001) Extending the cross-cultural validity of the theory of basic human values with a different method of measurement. Journal of Cross-Cultural Psychology, 32(5), 519-542.

Schwartz, S. H.; Bilsky, W. (1987) Toward a universal psychological structure of human values. Journal of Personality and Social Psychology, 53(3), 550–562.

Schneider, B. (2001) “Fits about fit”. Applied Psychology: An International Review, 50 (1), 141- 152.

Siqueira, M. M. M. (2014) Novas Medidas do comportamento organizacional: ferramentas de diagnóstico e de gestão. Porto Alegre: Artmed.

Tamayo, A. Contribuições ao Estudo dos Valores Pessoais, Laborais e Organizacionais. Psicologia: Teoria e Pesquisa, 23, 17-24, 2004.

Tamayo, A.; Mendes, A. M.; Paz, M. G. T. (2000) Inventário de Valores Organizacionais. Estudos de Psicologia, 5(2), 289-315.

Tamayo, A.; Porto, J. B. (2009) Validação do Questionário de Perfis de Valores (QPV) no Brasil. Psicologia: Teoria e Pesquisa, 25(3), 369-376.

Ünal, Z. M.; Turgut, T. (2015) The Buzzword: Employee Engagement. Does Person-Organization Fit Contribute to Employee Engagement? Iranian Journal of Management Studies, 8(2), 157-179.

Verquer, M. L.; Beehr, T.A. & Wagner, S. (2003) “A meta-analysis of relations between person–organization fit and work attitudes”. Journal of Vocational Behavior, 63, 473–489.

Wildermuth, C. M. S. (2013) A Path to Passion: Connecting Personality, Psychological Conditions, and Emotional Engagement. Journal of Psychological Issues in Organizational Culture, 3(4), 18–45

Wildermuth, C. M. S.; Paulken, D. (2008) A perfect match: decoding employee engagement – Part I: engaging cultures and leaders. Industrial and Commercial Training, 40(3), 122- 128.




DOI: https://doi.org/10.5585/riae.v19i1.15899

Refbacks

  • There are currently no refbacks.


Copyright (c) 2020 Iberoamerican Journal of Strategic Management

Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.

Iberoamerican Journal of Strategic Management (IJSM)
Revista Ibero-Americana de Estratégia (RIAE)
e-ISSN: 2176-0756
https://periodicos.uninove.br/index.php?journal=riae

Copyright © 2020 Iberoamerican Journal of Strategic Management (IJSM) All rights reserved.
Revista Ibero-Americana de Estratégia (RIAE) ©2020 Todos os direitos reservados.