Impact of person-job fit and person-organization fit on employee engagement: Moderating role of supervisor support

Published: Feb 16, 2024

Abstract:

Purpose: This study aimed to examine the impact of two fit concepts, namely, person-job fit (P-J) and person-organization fit (P-O), on employee engagement while taking supervisor support as the moderating variable.

Research Methodology: The relationships among constructs were analyzed using correlation, and the study hypotheses were tested using regression. All employees of different mobile telecommunication companies in Bangladesh comprised the study population. The sample size was 100, which was taken using the judgmental sampling technique. Primary data were collected from a field-level survey using a structured questionnaire.

Results: The results revealed a positive association between employee engagement and person-job fit, while person-organization fit had a similar association with engagement. The impact of these variables on employee engagement ultimately affects turnover intentions. This study also revealed that the association between person-organization fit and employee engagement is positively moderated by supervisor support.

Limitations: The study used a common non-probability sampling technique and a small sample size, which is a limitation.

Contribution: The insights will help managers to ensure a match between the job and organizational requirements and those of employees. The study will also inspire future research to connect Field Theory and social exchange theory (SET) with different concepts in different country and industry contexts.

Novelty: For the first time in the relevant field, the study simultaneously connected field theory and SET theory with P-J and P-O fit with employee engagement.

Keywords:
1. Person-Job-Fit
2. Person-Organization-Fit
3. Supervisor Support
4. Employee Engagement
5. Turnover Intention
Authors:
1 . Alamgir Hossain
2 . Mahfuja Khatun
3 . Samia Shanjabin
How to Cite
Hossain, A., Khatun, M., & Shanjabin, S. (2024). Impact of person-job fit and person-organization fit on employee engagement: Moderating role of supervisor support. Annals of Human Resource Management Research, 3(2), 97–114. https://doi.org/10.35912/ahrmr.v3i2.1885

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References

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    Guo, Y., & Hou, X. (2022). The effects of job crafting on tour leaders’ work engagement: the mediating role of person-job fit and meaningfulness of work. International Journal of Contemporary Hospitality Management, 34(5), 1649-1667.

    Gupta, A., & Gomathi, S. (2022). Mediating Role of Employee Engagement on the Effect of Inclusion and Organizational Diversity on Turnover Intention: A Study on IT Professionals. International Journal of Human Capital and Information Technology Professionals (IJHCITP), 13(1), 1-23.

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  4. Akter, S., & Akter, S. (2013). An Exploratory Study on Attrition Rate in the Telecommunication Sector of Bangladesh. International Journal of Management Sciences, 1(5), 146-151.
  5. AlHamad, A., Alshurideh, M., Alomari, K., Kurdi, B., Alzoubi, H., Hamouche, S., & Al-Hawary, S. (2022). The effect of electronic human resources management on organizational health of telecommuni-cations companies in Jordan. International Journal of Data and Network Science, 6(2), 429-438.
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  7. Angle, H. L., & Perry, J. L. (1981). An empirical assessment of organizational commitment and organizational effectiveness. Administrative science quarterly, 1-14.
  8. Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2003). The socially induced burnout model. In: Leading Edge Research in Cognitive Psychology, 25, 45-62.
  9. Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of personality and social psychology, 51(6), 1173.
  10. Bateman, T. S., & Organ, D. W. (1983). Job satisfaction and the good soldier: The relationship between affect and employee “citizenship”. Academy of Management Journal, 26(4), 587-595.
  11. Biswakarma, G. (2015). Employees' Job Engagement and Turnover Intentions in Nepalese Private Commercial Banks-An Empirical Evidence. Asian Journal of Research in Business Economics and Management, 5(11), 61-78.
  12. Biswas, S., & Bhatnagar, J. (2013). Mediator analysis of employee engagement: role of perceived organizational support, PO fit, organizational commitment and job satisfaction. Vikalpa, 38(1), 27-40.
  13. Blau, P. M. (1964). Exchange and Power in Social Life: Transaction Publishers.
  14. Bonilla, J. (2018). Fulfillment of the employee psychological contract in a healthcare system: Does it drive employee engagement and reduce turnover intention?
  15. Brown, S. P., & Leigh, T. W. (1996). A new look at psychological climate and its relationship to job involvement, effort, and performance. Journal of applied psychology, 81(4), 358.
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  22. Chen, P., Sparrow, P., & Cooper, C. (2016). The relationship between person-organization fit and job satisfaction. Journal of managerial psychology, 31(5), 946-959.
  23. Chhabra, B. (2015). Person–job fit: Mediating role of job satisfaction & organizational commitment. The Indian Journal of Industrial Relations, 638-651.
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  25. Edwards, J. R. (1991). Person-job fit: A conceptual integration, literature review, and methodological critique: John Wiley & Sons.
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  27. Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: contributions to perceived organizational support and employee retention. Journal of applied psychology, 87(3), 565.
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  32. Guo, Y., & Hou, X. (2022). The effects of job crafting on tour leaders’ work engagement: the mediating role of person-job fit and meaningfulness of work. International Journal of Contemporary Hospitality Management, 34(5), 1649-1667.
  33. Gupta, A., & Gomathi, S. (2022). Mediating Role of Employee Engagement on the Effect of Inclusion and Organizational Diversity on Turnover Intention: A Study on IT Professionals. International Journal of Human Capital and Information Technology Professionals (IJHCITP), 13(1), 1-23.
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  37. Hayes, A. F., & Rockwood, N. J. (2017). Regression-based statistical mediation and moderation analysis in clinical research: Observations, recommendations, and implementation. Behaviour research and therapy, 98, 39-57.
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  43. Kakar, A. S., Saufi, R. A., Devadhasan, B. D., Meyer, N., Vetrivel, S. C., & Magda, R. (2021). The mediating role of person-job fit between work-life balance (WLB) practices and academic turnover intentions in India’s higher educational institutions. Sustainability, 13(19), 10497.
  44. Kakar, A. S., Saufi, R. A., & Mansor, N. N. A. (2019). Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model. Amazonia Investiga, 8(20), 155-165.
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  49. Lee, S., & Jang, E. (2017). The relationships of person-organization fit and person-job fit with work attitudes: A moderating effect of person-supervisor fit. Journal of Engineering and Applied Sciences, 12(14), 3767-3778.
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