The relationship between person-organization fit, organizational identification and work outcomes

DEMİR M., Demir S. S., Nield K.

Journal of Business Economics and Management, cilt.16, sa.2, ss.369-386, 2015 (SSCI, Scopus)

  • Yayın Türü: Makale / Tam Makale
  • Cilt numarası: 16 Sayı: 2
  • Basım Tarihi: 2015
  • Doi Numarası: 10.3846/16111699.2013.785975
  • Dergi Adı: Journal of Business Economics and Management
  • Derginin Tarandığı İndeksler: Social Sciences Citation Index (SSCI), Scopus
  • Sayfa Sayıları: ss.369-386
  • Anahtar Kelimeler: intention to remain, job performance, organizational identification, person-organization fit, production deviance behavior, work outcomes
  • Isparta Uygulamalı Bilimler Üniversitesi Adresli: Hayır

Özet

Abstract: 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.