تعداد نشریات | 161 |
تعداد شمارهها | 6,532 |
تعداد مقالات | 70,501 |
تعداد مشاهده مقاله | 124,093,147 |
تعداد دریافت فایل اصل مقاله | 97,197,504 |
The Buzzword: Employee Engagement. Does Person-Organization Fit Contribute to Employee Engagement? | ||
Interdisciplinary Journal of Management Studies (Formerly known as Iranian Journal of Management Studies) | ||
مقاله 1، دوره 8، شماره 2، تیر 2015، صفحه 157-179 اصل مقاله (279.74 K) | ||
نوع مقاله: Research Paper | ||
شناسه دیجیتال (DOI): 10.22059/ijms.2015.52320 | ||
نویسندگان | ||
Zeynep Merve Ünal* ؛ Tülay Turgut | ||
Department of Business Administration, Marmara University, Istanbul, Turkey | ||
چکیده | ||
This study aimed to investigate the relationship between person-organization value fit and employee engagement, as well as to develop a new scale for measuring organizational engagement. We considered person-organization fit with a degree of similarity between personal values and organizational values. These values were measured by the Organizational Culture Profile (OCP). We divided employee engagement into two dimensions. These were “work engagement” and “organizational engagement.” Work engagement was measured by the Utrecht Work Engagement Scale (UWES). To measure organizational engagement, we constructed a 15-item Organizational Engagement Scale. We achieved this by examining its definition and existing scales. In order to collect data, available employees provided us with the relevant information. A total of 285 employees answered the questionnaires of this study. These employees worked in organizations that function in the service sector in Istanbul. Our reliability and factor analyses revealed that the Organizational Engagement Scale has a high reliability and two sub dimensions. These were named “organizational vigour" and “organizational dedication”. Regression analyses confirmed our research hypotheses: we found person-organization positively contributed to both work engagement and organizational engagement. However, we found that the contribution of person-organization fit to organizational engagement was more powerful than to work engagement. | ||
کلیدواژهها | ||
Employee Engagement؛ organizational engagement؛ Values؛ Person-Organization fit؛ work engagement | ||
مراجع | ||
Adkins, B. & Caldwell, D. (2004) “Firm or subgroup culture: Where does fitting in matter most?”. Journal of Organizational Behaviour, 25, 969-978. Albrecht, S. L. (2010). Handbook of Employee Engagement Perspectives, Issues Research and Practice, School of Psychology and Psychiatry, Monash University, Australia. Albrecht, S. L. (2012). “The influence of job, team and organizational level resources on employee well-being, engagement, commitment and extra-role performance”. International Journal of Manpower, 33(7), 840-853. Bakker, A. B. & Demerouti, E. (2007). “The job demands–resources model: State of the art”. Journal of Managerial Psychology, 22, 309-28. Bakker, A. B.; Albrecht, S. L. & Leiter, M. P. (2011). “Key questions regarding work engagement”. European Journal of Work and Organizational Psychology, 20(1), 4-28. Baumruk, R. (2004). “The missing link: The role of employee engagement in business success”. Workspan, 47, 48-52. Bindl, U. K. & Parker, S. K. (2011). “Meaning regulation at work: How emotions impact on the future of organizations”. Paper accepted for presentation at the 25th ANZAM Conference, Wellington, New Zealand. Bono, J. D. & Judge, T. A. (2003). “Self-concordance at work: Toward understanding the motivational effects of transformational leaders”. Academy of Management Journal, 46, 554-571. Bretz, R. D. & Judge, J. A. (1994). “Job search behavior of employed managers”. Personnel Psychology, 7, 275-301. Cable, D. M. (1995). The role of person-organization fit in organizational entry. Unpublished Doctoral Dissertation. Cornell University. Cable, D. M. & Edwards, J. R. (2004). “Complementary and supplementary fit: A theoretical and empirical integration”. Journal of Applied Psychology, 89(5), 822-834. Cable, D. M. & Parsons, C. K. (2001). “Socialization tactics and person-organization fit”. Personnel Psychology, 54, 1-23. Cable, D. & Judge, T. (1997). “Interviewers’ perceptions of person–organization fit and organizational selection decision”. Journal of Applied Psychology, 824, 546–561. Chatman, J. A. (1989). “Improving interactional organizational research: A model of person-organization fit”. Academy of Management Review, 14(3), 333-349. Chatman, J. A. (1991). “Matching people and organizations: Selection and socialization in public accounting firms”. Administrative Science Quarterly, 36, 459-484. Christian, M. S. & Slaughter, J. E. (2007). “Work engagement: A meta- analytic review and directions for research in an emerging area”. Congress paper in 67th annual meeting of Academy of Management, Philadelphia, PA, August. Crawford, E. R.; LePine, J. A. & Rich, B.L. (2010). Linking job demands and resources to employee engagement and burnout: A theoretical extension and meta-analytic test. Journal of Applied Psychology, 95(5), 834-848. Dalal, R. S.; Brummel, B. J.; Wee, S. & Thomas, L. L. (2008). “Defining employee engagement for productive research and practice”. Industrial and Organizational Psychology, 1, 52–5. Deci, E. L. (1975). Intrinsic motivation. New York: Plenum. Deci, E. L. & Ryan, R. M. (1987). “The support of autonomy and the control of behavior”. Journal of Personality and Social Psychology, 53, 1024-1037. Esen, E. (2011). “Employees organizational engagement”. Marmara Üniversitesi İktisadi ve İdari Bilimler Dergisi [Marmara University Journal of Economic and Administrative Sciences], XXX (1), 377-390. Finegan, J. E. (2000). “The impact of person and organizational values on organizational commitment”. Journal of Occupational and Organizational Psychology, 73(2), 149-169. Frank, F. D.; Finnegan, R. P. & Taylor, C.R. (2004). “The race for talent: Retaining and engaging workers in the 21st century”. Human Resource Planning, 27(3), 12-25. Gorusch, R. L. (1983). Factor Analysis, 2nd ed, Hillsdale, N.J: Lawrence Erlbaum Associates. Halbesleben, J. R. B. (2010). A meta- analysis of work engagement: Relationships with burnout, demands, resources and consequences, in A. B. Bakker & M. P. Leiter (eds.), Work engagement: A handbook of essential theory and research (pp. 102-117). New York: Psychology Press. Hallberg, U. E. & Schaufeli, W. B. (2006). “"Same same" but different? Can work engagement be discriminated from job involvement and organizational commitment?” The European Psychologist, 11, 119–127. Hamid, S. N. A, & K. K. Yahya (2011). “Relationship between person-job fit and person-organization fit on employees’ work engagement: A study among engineers in semiconductor companies in Malaysia”. Annual Conference on Innovations in Business & Management, London, UK., http://www.cibmp.org/Papers/Paper615.pdf Harris, S. G. & Mossholder, K. W. (1996). “The affective implications of perceived congruence with culture dimensions during organizational transformation”. Journal of Management, 22, 527-548. Harter, J. K.; Schmidt, F. L. & Hayes, T. L. (2002). “Business-unit level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis”. Journal of Applied Psychology, 87, 268-79. Hoffman, B. J. & Woehr, D. J. (2006). “A quantitative review of the relationship between person-organization fit and behavioral outcomes”. Journal of Vocational Behavior, 68, 389-399. Inceoglu, I. & Fleck, S. (2010). “Engagement as a motivational construct”. In S. Albrecht (Ed.), The handbook of employee engagement: Models, measures, and practices, Cheltenham, UK: Edward Elgar, pp. 74-86. Johnson, J. W. (2000). “A heuristic method for estimating the relative weight of predictor variables in multiple regression”. Multivariate Behavioral Research, 35, 119. Judge, T. A. & Cable, D. M. (1997). “Applicant personality, organizational culture, and organization attraction”. Personnel Psychology, 50(2), 359-394. Kahn, W. A. (1990). “Psychological conditions of personal engagement and disengagement at work”. Academy of Management Journal, 33, 692-724. Kahn, W. A. (1992). “To be full there: Psychological presence at work”. Human Relations, 45, 321-49. Kerlinger, F. N. & Lee, H. B. (2000). Foundations of behavioral research (4th ed.). Holt, NY: Harcourt College Publishers. Kristof, A. L. (1996). “Person-organization fit: An integrative review of its conceptualizations, measurement and implications”. Personnel Psychology, 49(1), 1–49. Lewin, K. (1952). Field theory in social science: selected theoretical papers. London: Tavistock. Lopez, T. B. (1999). “Person-organization fit: A market orientation customer orientation perspective”. 1–3. http://www.sbaer.uca.edu/research. Lundby, K. M. & Johnson, J. W. (2006). “Relative weights of predictors: What is important when many forces are operating”. in A. I. Kraut (ed.), Getting Action for Organizational Surveys: New Concepts, Methods, and Applications, San Francisco, CA: Jossey- Bass, pp. 326–51. Macey, W. H. & Schneider, B. (2008). “The meaning of employee engagement”. Industrial and Organizational Psychology, 1, 3-30. Macey, W. H.; Schneider, B.; Barbera, K.M. & Young, S.A. (2009). Employee engagement: Tools for analysis, practice, and competitive advantage, Malden, MA: Wiley Blackwell. Maslach, C.; Schaufeli, W.B. & Leiter, M. P. (2001). “Job burnout”. Annual Review of Psychology, 52, 397-422. Maslow, A. (1970). Motivation and personality. New York: Harper and Row. May, D. R.; Gilson, R.L. & Harter, L. (2004). “The psychological conditions of meaningfulness, safety, and availability, and the engagement of the human spirit at work”. Journal of Occupational and Organizational Psychology, 77, 11–37. McDonald, P. R. (1993). Individual-organizational value congruence: Operationalization and consequents. Unpublished Doctoral Dissertation. The University of Western Ontario, London. O’Reilly, C.; Chatman, J. & Caldwell, D. F. (1991). “People and organizational culture: A profile comparison approach to assessing person-organization fit”. Academy of Management Journal, 34, 487-516. Parkers, L. P.; Bochner, S. & Schneider, S.K. (2001). “Person-organization fit across cultures: An empirical investigation of individualism”. Applied Psychology: An International Review, 50(1), 81-108. Piasentin, K. A. (2007). How do employees conceptualize fit? Development of a multi dimensional measure of subjective person-organization fit. Unpublished doctoral dissertation. University of Calgary, Canada. Pitt-Catsouphes, M. & Matz-Costa, C. (2008). “The multi-generational workforce: Workplace flexibility and engagement”. Community, Work & Family, 11(2), 215-229. Richman, A. (2006). “Everyone wants an engaged workforce how can you create it?”. Workspan, 49, 36-9. Robinson, D.; Perryman, S. & Hayday, S. (2004). The drivers of employee engagement. Brighton: Institute for Employment Studies. Rokeach, M. (1973). The nature of human values. New York: The Free Press. Rothbard, N. P. (2001). “Enriching or depleting? The dynamics of engagement in work and family roles”. Administrative Science Quarterly, 46, 655-84. Saks, A. M. (2006). “Antecedents and consequences of employee engagement”. Journal of Managerial Psychology, 21(7), 600-619. Saks, A. M. (2008). “The meaning and bleeding of employee engagement: How muddy is the water?”. Industrial and Organizational Psychology, 1, 40-43. Schaufeli, W. B. & Bakker, A. B. (2004). “Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study”. Journal of Organizational Behavior, 25, 293-315. Schaufeli, W. B.; Bakker, A. B. & Salanova, M. (2006). “The measurement of work engagement with a brief questionnaire: A cross-national study”. Educational and Psychological Measurement, 66, 701-716. Schaufeli, W. B.; Salanova, M.; Gonzalez- Roma, V. & Bakker, A. B. (2002). “The measurement of engagement and burnout: A two sample confirmatory factor analytic approach”. Journal of Happiness Studies, 3, 71–92. Schneider, B. (2001). “Fits about fit”. Applied Psychology: An International Review, 50(1), 141- 152. Schneider, B.; Macey, W. H.; Barbera, K. M. & Martin, N. (2009). “Driving customer satisfaction and financial success through employee engagement”. People & Strategy, 32, 22-27. Sekiguchi, T. (2004). “Person-organization fit and person-job fit in employee selection: A review of the literature”. Osaka Keidai Ronshu, 54(6), 179−196. Seppälä, P.; Mauno, S.; Feldt, T.; Hakanen, J.; Kinnunen, U. Schaufeli, W. & Tolvanen, A. (2009). “The construct validity of the Utrecht work engagement scale: Multisample and longitudinal evidence”. Journal of Happiness Studies, 10(4), 459-70. Shaw, K. (2005). “An engagement strategy process for communicators”. Strategic Communication Management, 9(3), 26-9. Simpson, M. (2008). “Engagement at work: A review of the literature”. International Journal of Nursing Studies, 46, 1012–24. Vance, R. J. (2006). Employee engagement and commitment: A guide to understanding, measuring and increasing engagement in your organization, effective practice guidelines. Alexandria, VA: Society for Human Resource Management. Verquer, M. L.; Beehr, T.A. & Wagner, S. (2003). “A meta-analysis of relations between person–organization fit and work attitudes”. Journal of Vocational Behavior, 63, 473–489. Vilela, B. B.; Gonzalez, J.A. & Ferrin, V. P. F. (2008). “Person-organization fit, OCB and performance appraisal: Evidence from matched supervisor-salesperson data set in a Spanish context”. Industrial Marketing Management, 37(8), 1005-1019. Wellins, R. & Concelman, J. (2005). “Creating a culture for engagement”. Workforce Performance Solutions (www.wpsmag.com). Retrieved, October 2, 2008, from: www.ddiworld.com/pdf/wps_engagement _ar.pdf. | ||
آمار تعداد مشاهده مقاله: 5,305 تعداد دریافت فایل اصل مقاله: 4,481 |