The Mediating Role of Psychological Empowerment on the Relationships between P-O Fit, Job Satisfaction, and In-role Performance

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46 Citations (Scopus)

Abstract

Purpose: The direct relationships between person-organization fit (P-O fit) and multiple individual-level outcomes such as job satisfaction and in-role performance have been heavily studied in the extant literature; potential mediators of these relationships have been studied much less frequently. Consequently, a complete picture of the psychology surrounding P-O fit is missing. This research aims to begin to fill this gap in the literature. Design/methodology/approach: A sample of university faculty and staff with supervisor-rated performance feedback is used to examine the potential mediating role of psychological empowerment on these established relationships. Findings: Results from this sample indicate that psychological empowerment mediates the relationship between P-O fit and in-role performance, as well as between P-O fit and job satisfaction. Implications: These results imply that an individual's perceived fit in their organization impacts their perceptions of management practices which, in turn, influences important behaviors and attitudes toward work. Originality/value: Study findings begin to explain how P-O fit impacts employee attitudes and behaviors. Specifically, we find that individual cognitions regarding impact and self-determination appear to be two factors that explain the relationship between P-O fit and job satisfaction as well as the relationship between P-O fit and in-role performance.

Original languageEnglish (US)
Pages (from-to)639-647
Number of pages9
JournalJournal of Business and Psychology
Volume25
Issue number4
DOIs
StatePublished - Dec 2010

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Job Satisfaction
Organizations
Psychology
Personal Autonomy
Power (Psychology)
Person-organization fit
Job satisfaction
Psychological empowerment
Practice Management
Cognition
Research

Keywords

  • Job satisfaction
  • Mediation model
  • P-O fit
  • Psychological empowerment
  • Supervisor-rated in-role performance

ASJC Scopus subject areas

  • Business and International Management
  • Psychology(all)
  • Applied Psychology
  • Business, Management and Accounting(all)

Cite this

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abstract = "Purpose: The direct relationships between person-organization fit (P-O fit) and multiple individual-level outcomes such as job satisfaction and in-role performance have been heavily studied in the extant literature; potential mediators of these relationships have been studied much less frequently. Consequently, a complete picture of the psychology surrounding P-O fit is missing. This research aims to begin to fill this gap in the literature. Design/methodology/approach: A sample of university faculty and staff with supervisor-rated performance feedback is used to examine the potential mediating role of psychological empowerment on these established relationships. Findings: Results from this sample indicate that psychological empowerment mediates the relationship between P-O fit and in-role performance, as well as between P-O fit and job satisfaction. Implications: These results imply that an individual's perceived fit in their organization impacts their perceptions of management practices which, in turn, influences important behaviors and attitudes toward work. Originality/value: Study findings begin to explain how P-O fit impacts employee attitudes and behaviors. Specifically, we find that individual cognitions regarding impact and self-determination appear to be two factors that explain the relationship between P-O fit and job satisfaction as well as the relationship between P-O fit and in-role performance.",
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