PERSON-JOB FIT AND EMPLOYEE ENGAGEMENT IN EDO STATE SECRETARIAT, BENIN CITY

Festus OSAYANDE, Ugo Chuks OKOLIE

Abstract


Abstract

In the last four decades, person-job fit, person-organization fit, job related attitudes and behaviours have remained topics of considerable interest in the fields of human resource management, organizational behaviour and industrial psychology. Person-job fit, which is the match between the individual’s knowledge, skills and abilities and the demands of the job positively, contributes to organizational attitudes and behaviour such as job satisfaction, job performance, employee’s commitment, display of organizational citizenship behaviour and employee’s engagement. This study therefore seeks to explore the nitty-gritty of person-job fit and its effect on employee engagement in Edo State Secretariat, Benin City using survey research method. Non-probabilistic sampling techniques comprising of purposeful and convenience techniques were used to elicit information via questionnaire from 250 respondents. Data collected were analyzed using descriptive statistics, correlation and linear regression analysis with the aid of Statistical Package for Social Science (SPSS) version 17. The results of the study showed that there is significant relationship between person-job fit and employee engagement. As predicted, the study also revealed that person-job fit exerts a positive and statistically significant effect on employee engagement. Thus, the study recommends among others that management should emphasize the suitability between job characteristics and employees ability to perform the job. This will go a long way to help employees recognize the similarity among them and thus exchange positive and supportive attitudes and behaviours.


Full Text:

PDF

References


References

Azoury, A., Daou, L. & Sleiaty, F. (2013). Employee engagement in family and non- family firms. International Strategic Management Review, 1(1-2), 11 – 29.

Bakker, A.B., & Demerouti, E. (2008). The job demands – resources model: State of the art. Journal of managerial Psychology, 22, 309 – 328.

Bitzer, E. (2006). Strategies for cutting turnover. Security Management, 50 (5), 88 – 92.

Boon, C., Den – Hartog, D.N., Boselie, P. & Paauwe, J, (2011). The relationship employee job change and job satisfaction: The honeymoon-hangover effect. Journal of Applied Psychology, 90, 882 – 982.

Boswell, W.R., Ren, L.R. & Hinrichs, A.T. (2008). Voluntary employee turnover: Determinants, processes, and future directions. London: Sage publishers.

Cable, D.M. & De-Rue, D.S. (2000). The convergent and discriminate validity of subjective fit perceptions. Journal of Applied Pychology, 87, 875 – 884.

Dawis, R.V., Engliand, J.D.W., & Lofquist, L. H. (1968). A theory of work adjustment: A revision. Retrieved from http://vpr.psych.umn.edu/assets.pdf.

Edwards, J.R. (1991). Person-job fit: A conceptual integration, literature review and methodological critique. New York: Wiley Publishers.

Hamid, S.N.A. & Yahya, K.K. (2016). Mediating role of work engagement on the relationship between person-job fit and employees’ retention: Evidence from semiconductor companies in northern region of Malaysia. International Review of Management and Marketing, 6(57), 187 – 194.

Hassan, M.U., Akram, A. & Naz, S. (2012). The relationship between person – organization fit, person – job fit and turnover intention in banking sector of Pakistan: The mediating role of pyscholocal climate. International Journal of Human Resource Studies, 2 (3), 172 – 188.

Hollenbeck, J.R. (1989). Control theory and the perception of work environments: The effects of focus of attention on affective and behavioural reactions to work. Organizational Behaviour and Human Process, 43 (3), 406 – 430.

Iplik, F.N., Kilic, K.C. & Valcin, A. (2011). The simultaneous effects of person – organization and person – job fit on Turkish hotel managers. International Journal of Contemporary Hospitality Management, 25 (2) 1 – 41.

Jansen, K.J. & Kristof-Brown, A.L. (2006). Toward a multidimensional theory of person-environment fit. Journal of Managerial Issues, 18, 193 – 212.

Johnson, A. (1995). The business case for work – family programs. Journal of Accountancy, 180 (2), 53 – 59.

Juhdi, N. Pa’wan, F., & Hansaram, R.K.M. (2013). HR practices and turnover intention: The mediating roles of organizational commitment and organizational engagement in a selected region in Malaysia. The International Journal of Human Resource Management, 24 (15), 3002 – 3019.

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

Kristof-Brown, A.L., Zimmerman, R.D., & Johnson, E.C. (2005). Consequences of individuals’ fit at work: A meta-analusis of person – job, person – organization, person – group and peron – supervisor fit. Personnel psychology, 58 (2), 281 – 342.

Lauver, K.J. & Kristof-Brown, A. (2001). Distinguishing between employee perceptions of person-job fit and person – organization fit. Journal of Management Studies, 8(2), 157 – 179.

Leng, G.E. (2016). Person-job fit, personality, organizational commitment and intention to stay among employees in marketing departments. Jurnal Psikologi, Malaysia, 30 (1), 80 – 89.

Macey, W.H. & Schneider, B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology, 1, 3 – 30.

Manson, J.M. & Carr, S.C. (2011). Improving job fit for mission workers by including expatriate and local job experts in job specification. Journal of Managerial Psychology, 26 (6), 465 – 484.

Maslach, C. & Leiter, M.P. (2008). Early Predictors of job burnout and engagement. Journal of Applied Psychology, 93, 498 – 512.

Memon, M.A., Salleh, R. & Baharom, M.N.R. (2015). Linking person – job fit, person organization fit, employee engagement and turnover intention: A three – step conceptual model. Asia Social Science, 11 (2), 313 – 320.

O’ Reilly, C.A., Chatman, J. & Caldwell, D.F. (1991). People and organizational culture: A profile comparison approach to assessing person – organization fit. Academy of Management journal, 34 (3), 487 – 526.

Parsa, H.G. Tesone, D. & Templeton, A. (2009). All employees are not created equal: An alternative method of assessing employee turnover. Journal of Foodservice Business Research, 12, 317 – 330.

Richman, A. (2006). Everyone wants an engaged workforce how can you create it? Workspan, 49, 36 – 39.

Saks, A.M. & Ashforth, B.E. (1997). A longitudinal investigation of the relationship between job information sources, applicant perceptions of fit and work outcome. Personnel Psychology, 50 (2), 395 – 426.

Saks, A.M. & Gruman, J.A. (2011). Getting newcomers engaged: the role of socialization tactics. Journal of Managerial Psychology, 26, 383 – 402.

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

Schaufeli, W.B. & Bakker, A.B. (2004). Job demands, job resources and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behaviour, 25, 293 – 315.

Schaufeli, W.B., Bakker, A.B. & Salanova, M. (2006). The measurement of work engagement with a brief questionnaire: A cross-national study. Educational and Psychological Measurement, 66, 701 – 716.

Schaufeli, W.B., Salanova, M. Gonzalez-Roma, V., & bakker, A.B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3, 71 – 92.

Scroggins, W.A. (2008). Antecedents and outcomes of experienced meaningful work: A person – job fit perspective. Journal of Business Inquiry, 7, 68 – 78.

Sulistiowati, S., Komari, N. & Dhamayanti, E. (2018). The effects of person-job fit on employee engagement among lecturers in higher education institutions. Is there a differences between lecturers in public and private higher education institutions? International Review of Management and Marketing, 8 (3), 75 – 80.

Tims, M., Bakker, A.B. & Derks, D. (2013). The impact of job crafting on job demands, job resources and well-being. Journal of Occupational Health Psychology, 18, 230 – 240.

Unal, Z.M. & Turgut, T. (2015). The buzzword: Does person-organization fit contribute to employee engagement? Iranian Journal of Management Studies, 8(2), 157 – 179.

Warr, P. & Inceoglu, I. (2012). Job engagement, job satisfaction and contrasting associations with person-job fit. Journal of Occupational Health Psychology, 17 (2), 129 – 138.

Wilk, S.L. & Sackett, P.R. (1996). Longitudinal analysis of ability – job complexity fit and job change. Personnel Psychology, 49 (4), 937 – 967.

Yu, K.Y.T. (2009). Affective influence in person – environment fit theory: Exploring the role of affect as both cause and outcome of person –job fit. Journal of Applied Psychology, 94, 1210 – 1226.




DOI: https://doi.org/10.26458/1933

Copyright (c) 2019 Ugo Chuks Okolie

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


As to respect GDPR, this site do not allow free registation. Please contact us at: ashues@spiruharet.ro

GDPR Policy:

Please read the statement below:
Processing of personal data and free movement of these data

Registering with this site the author agree with the collection, processing and use of his personal data, exclusively within the ASHUES journal.


 

AWARDS 

WILL BE CONFERRED AT THE END OF THE YEAR

To crown and encourage research efforts of the authors, at the end of a year of publishing our journal board will award online the best papers by distinctions:

1. Best Original Paper Award -  for the paper that has brought something completely new in the reader's attention (a new concept, a new trend, a new proposal in research, etc.)

2. Excellence Award - for the most cited paper and visualized in the online environment during the year

3. First, Second and Third Award- for the best documented and substantiated papers during the year

4. Special Award - to award PhD students and postdocs for the most well documented and substantiated paper


Administred:Rocsana B. Manea Tonis

http://icourses.wix.com/itmk