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Work status, gender, and organizational commitment among Korean workers: The mediating role of person-organization fit

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  • Jee Seong
  • Doo-Seung Hong
  • Won-Woo Park

Abstract

The aim of this article is to examine the role of person-organization (P-O) fit in the relationship between work status and organizational commitment. To this end, this article looks at whether women and workers on part-time or short-term contracts show a lower degree of commitment to the organization than their counterparts in Korea, before and after controlling for P-O fit. The results show that P-O fit mediates work status and organizational commitment. In addition, gender moderates the relationship between work status and organizational commitment. Among men, regular workers are more committed, while there is no difference detected among women so far as regular and non-regular workers are concerned. The authors also argue that since workers without secure employment do not constitute a homogenous group, a variety of methods should be employed to manage them. This article suggests that, given the lowering of organizational commitment after the economic crisis of the late 1990s in Korea, loyalty to one’s organization can be raised by enhancing the P-O fit. Copyright Springer Science+Business Media, LLC 2012

Suggested Citation

  • Jee Seong & Doo-Seung Hong & Won-Woo Park, 2012. "Work status, gender, and organizational commitment among Korean workers: The mediating role of person-organization fit," Asia Pacific Journal of Management, Springer, vol. 29(4), pages 1105-1129, December.
    • Handle: RePEc:kap:asiapa:v:29:y:2012:i:4:p:1105-1129
    DOI: 10.1007/s10490-011-9248-6
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    References listed on IDEAS

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    1. Rachel Connelly & Jean Kimmel, 2003. "Marital status and full-time/part-time work status in child care choices," Applied Economics, Taylor & Francis Journals, vol. 35(7), pages 761-777.
    2. Buonocore, Filomena, 2010. "Contingent work in the hospitality industry: A mediating model of organizational attitudes," Tourism Management, Elsevier, vol. 31(3), pages 378-385.
    3. James C. Abegglen, 2006. "21st-Century Japanese Management," Palgrave Macmillan Books, Palgrave Macmillan, number 978-0-230-50085-3, October.
    4. Jawad Syed & Edwina Pio, 2010. "Veiled diversity? Workplace experiences of Muslim women in Australia," Asia Pacific Journal of Management, Springer, vol. 27(1), pages 115-137, March.
    5. Elizabeth Monk-Turner & Charlie Turner, 2001. "Sex Differentials in Earnings in the South Korean Labor Market," Feminist Economics, Taylor & Francis Journals, vol. 7(1), pages 63-78.
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    Cited by:

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    2. Bo Shao & Pablo Cardona & Isabel Ng & Raymond N. C. Trau, 2017. "Are prosocially motivated employees more committed to their organization? The roles of supervisors’ prosocial motivation and perceived corporate social responsibility," Asia Pacific Journal of Management, Springer, vol. 34(4), pages 951-974, December.
    3. Bhanu Pratap Singh & Akash Yadav & Kailash Chandra Pradhan, 2024. "Decomposing the Certified and Uncertified Skill Wage Gap for Production Workers in India," Journal of the Knowledge Economy, Springer;Portland International Center for Management of Engineering and Technology (PICMET), vol. 15(1), pages 888-916, March.

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