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Engaging Through Purpose: The Mediating Role of Person–Organizational Purpose Fit in the Relationship Between Perceived Organizational Purpose and Work Engagement

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  • Ingen, Ramon van
  • Ruiter, Melanie De
  • Peters, Pascale
  • Kodden, Bas
  • Robben, Henry

Abstract

Drawing from self-determination theory and person-organization fit theory, the present study contributes to the literature on organizational purpose by examining the relationship between perceived organizational purpose and work engagement and the mediating role of person-organizational purpose (P-OP) fit herein. Based on data from a cross-sectional quantitative study among 517 knowledge workers from five financial service organizations, we tested two possible psychological mechanisms underlying the direct and indirect relationships between perceived organizational purpose and work engagement. The results of our structural equation modelling confirmed the hypothesized indirect effect model in which perceived organizational purpose was positively associated with work engagement, both directly and indirectly via P-OP fit. These findings show that organizational purpose has the capacity to directly and indirectly foster work engagement. The study suggests avenues for future research in OB, strategic HRM, and marketing.

Suggested Citation

  • Ingen, Ramon van & Ruiter, Melanie De & Peters, Pascale & Kodden, Bas & Robben, Henry, 2021. "Engaging Through Purpose: The Mediating Role of Person–Organizational Purpose Fit in the Relationship Between Perceived Organizational Purpose and Work Engagement," management revue - Socio-Economic Studies, Nomos Verlagsgesellschaft mbH & Co. KG, vol. 32(2), pages 85-105.
    • Handle: RePEc:nms:mamere:10.5771/0935-9915-2021-2-85
    DOI: 10.5771/0935-9915-2021-2-85
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    References listed on IDEAS

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    2. Hartz, Ronald & Fassauer, Gabriele, 2013. "Performance Principle and Organizational Compensation Practice in the Context of the Global Financial Crisis: A Discourse-analytical Study," management revue. Socio-economic Studies, Rainer Hampp Verlag, vol. 24(1), pages 30-52.
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    4. Hartz, Ronald & Fassauer, Gabriele, 2013. "Performance Principle and Organizational Compensation Practice in the Context of the Global Financial Crisis: A Discourse-analytical Study," management revue - Socio-Economic Studies, Nomos Verlagsgesellschaft mbH & Co. KG, vol. 24(1), pages 30-52.
    5. Ina Ehnert, 2014. "Paradox as a Lens for Theorizing Sustainable HRM," CSR, Sustainability, Ethics & Governance, in: Ina Ehnert & Wes Harry & Klaus J. Zink (ed.), Sustainability and Human Resource Management, edition 127, pages 247-271, Springer.
    6. App, Stefanie & Merk, Janina & Buettgen, Marion, 2012. "Employer Branding: Sustainable HRM as a Competitive Advantage in the Market for High-Quality Employees," management revue. Socio-economic Studies, Rainer Hampp Verlag, vol. 23(3), pages 262-278.
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