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Abstract
Purpose _ The core objective of this study was to explore the relationship between person-organization fit and effective organizational commitment. In addition to examine moderating effect of Emotional stability and extraversion (Personality Traits), whether these strengthen or weaken the association of Person Organization fit and effective organizational commitment.
Design/Methodology __ Data was collected through structured questionnaires using Likert Scale which were distributed among a convenience sample of 230 employees of five large public organization of Pakistan. The data was analyzed using SPSS software.
Findings __ The results reveal that P-O fit has significant positive impact on effective organizational commitment. In addition, findings suggest that emotional stability and extraversion personality traits of employee do not moderate relationship between person organization fit and affective commitment significantly.
Research Limitations_Sample size was small and data was collected only from public organizations. The future research needs to be conducted in private sector as well to make general applicability of proposed model in other organizations.
Practical Implications __ This study provides means by which organizations can develop schemes and evaluate the personality factors of existing employees which greatly enhance the effective organizational commitment.
Key words __ Employees, Person organization Fit, effective organizational commitment, extraversion, emotional stability, Personality traits
Introduction:
Person organization fit an integral part in selection process of organization and is defined as the compatibility and congruency between the values of individuals and organization. The similarity between characteristics of organization and individuals has a great impact on employees' attitude and job outcomes including organizational commitment, job satisfaction and employee retention. Ketchad and Strawser (2001) proposed that person organization fit is a key determinant of affective organizational commitment.
The person organization fit is based on social exchange theory defined as "Organizations supply financial, physical and psychological resources as well as the task related interpersonal and growth opportunities that are demanded by employees. Similarly organizations demand contributions from their employees in term of time, effort, commitment, knowledge, skills and abilities (Kristof, 1996, p.3).
A number of researchers have studied different types of Fit (Person supervisor Fit, Person Environment etc.) in relation to job outcomes like job satisfaction, affective commitment and turnover intensions. But in advancement and maintenance of affective commitment, Person- Organization Fit has been recognized as a potentially significant...