Person–organization fit and employee outcomes: test of a social exchange model

By Tae-Yeol Kim, S. Aryee, Raymond Loi, Sang-Pyo Kim. 2013

119 citations recorded by the source corpus.

Data obtained from subordinate–supervisor dyads (N = 314) of a large manufacturing company in South Korea were used to test a moderated mediation model of the processes linking person–organization (P–O) fit and employee work attitudes and behaviors. The results revealed that the influence of P–O fit on work attitudes and behaviors was indirect through perceived social exchange with organization. In addition, the relationship between P–O fit and perceived social exchange with organization was moderated by leader–member exchange (LMX) quality. Specifically, a high-quality LMX enhanced the positive effects of P–O fit on perceived social exchange with organization.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/5a0c8d6e1d70457ae5d14d003274c04bca8fe813

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

1. Aichia Chuang
2. T. Judge
3. Chi-Tai Shen
4. A. Salehi
5. M. Hajizadeh
6. A. Bordbar
7. A. Katebi
8. Fred Walumbwa

In Sociology and Political Science

1. T. Judge
2. Chi-Tai Shen
3. Aichia Chuang
4. Sabine Sonnentag
5. Christian Vandenberghe
6. Brent A. Scott
7. Nai‐Wen Chi
8. N. Bowling

Citations in the corpus

• The Relationship Between “Job Satisfaction” and “Job Performance”: A Meta-analysis (2021, result): “Additionally, the results of studies such as Zhou et al. (2012), Kim et al. (2013), and Jahangiri and Abaspor (2017) are consistent with the overall results of this research and have reported a significant relationship but with small effect size (L. Zhou et al., 2012; T. Y. Kim et al., 2013;…”
• Development of a Multidimensional Instrument of Person–Environment Fit: The Perceived Person–Environment Fit Scale (PPEFS) (2016, methodology): “The attraction-selection-attrition framework in relation to PO fit has been shown to be associated with employee job performance (Kim, Aryee, Loi, & Kim, 2013), job satisfaction (Cable & DeRue, 2002; Kim et al., 2013; McCulloch & Turban, 2007; Vancouver & Schmitt, 1991; Wang et al., 2011), turnover ”
• Person-Organization Fit and Turnover Intention: The Mediating Role of Employee Engagement (2014, unknown): “, 2006) and would have the tendency to remain in the organization (Kim et al., 2013; Schneider, 1987).”