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

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  • Mahmut Demir
  • Sirvan Sen Demir
  • Kevin Nield

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.

Suggested Citation

  • Mahmut Demir & Sirvan Sen Demir & Kevin Nield, 2015. "The relationship between person-organization fit, organizational identification and work outcomes," Journal of Business Economics and Management, Taylor & Francis Journals, vol. 16(2), pages 369-386, April.
    • Handle: RePEc:taf:jbemgt:v:16:y:2015:i:2:p:369-386
    DOI: 10.3846/16111699.2013.785975
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    Cited by:

    1. Lee, Na Young & Zablah, Alex R. & Noble, Stephanie M., 2023. "A meta-analytic investigation of the organizational identification – Job performance relationship in the frontlines," Journal of Retailing, Elsevier, vol. 99(3), pages 370-384.
    2. Silvia Lorincová, 2018. "Human Resource And Corporate Culture: Gender-Based Differences In The Assessment," Central European Journal of Labour Law and Personnel Management, Labour Law Association, vol. 1(1).
    3. Puguh Dwi Kuncoro & Martinus Parnawa Putranta, 2024. "The Effect of Person-Job Fit, Job Satisfaction, and Self-Efficacy on Job Performance (Study on the Indonesian Experiential Learning Association)," International Journal of Research and Innovation in Social Science, International Journal of Research and Innovation in Social Science (IJRISS), vol. 8(7), pages 3444-3454, July.
    4. Cai Li & Majid Murad & Hassnain Javed & Saba Fazal Firdousi & Sheikh Farhan Ashraf, 2021. "An empirical investigation on the relationship between individual traits and entrepreneurial business intentions: measuring a mediation effect of entrepreneurial self-efficacy through partial least sq," Journal of Global Entrepreneurship Research, Springer;UNESCO Chair in Entrepreneurship, vol. 11(1), pages 533-549, December.

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