Person Organization Fit

"Since its very inception, social work has been considered an organizationally based profession, with the majority of its workforce employed within formal organizations. Whether in nonprofit, for-profit, or governmental agencies, the practical realities of human service organizations are a central element of professional social work. This book explores the climate and culture of these agencies and provides essential information for surviving and thriving in this setting. It prepares students for their future careers so that they will feel empowered in their work and be able to fulfill their responsibilities toward organizational, community, and social change. Using real-life examples, the authors examine the internal structures of management, financing, and supervision and discuss common conflicts between agencies and professionals. The book’s straightforward tone and practical advice make it an asset to anyone entering human service organizations.

This new edition contains updated examples, case studies, and references. It also contains valuable information on the effects of the recent financial crisis on human service organizations. Agencies now face increased caseloads and more complex social problems with fewer resources and less money. Understanding how these events have changed the nature of human service organizations will allow students to be better prepared for the work ahead of them.

Features

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Expanded content on the practical aspects of organizational theory and suggestions for developing leadership skills
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Updated examples, case studies, and references throughout the book
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Key points and discussion questions following each chapter
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Updated instructor’s manual available online as a PDF or Word document"

The purpose of this research is to analyse the relationship of person-organization fit in hotels through organizational identification, job performance, production deviance behavior, and the intention to remain. To achieve this, first, the literature was consulted to provide a conceptual model. Through conducting a face-to-face interview, a total of 582 questionnaires were collected from employees who were full-time employees of the five-star hotels operating within the Mugla region of Turkey. The data obtained from the survey was analysed via the statistics program; within this explanatory and confirmatory factor analyses were performed within the framework of Structural Equation Modelling. The study concluded and identified, that external factors, namely “person-organization fit”, have an effect on internal factors such as “organizational identification”, “job performance”, “production deviance” and the “intention to remain”. The empirical results indicate that person-organization fit has a significant and positive influence on organizational identification, job performance, and intention to remain, while has a significant and negative influence on production deviance behavior. The results also indicate that organizational identification has an important effect on job performance, intention to remain and production deviance behavior.

Purpose – This research aims to explore the notion of fit between subordinates’ need for cognitive closure and supervisors’ power tactics on organizational conflict management. Design/methodology/approach – Two-hundred and ninety employees drawn from six different Italian organizations were recruited for the purpose of this study. Findings – Results indicated that high-need-for-closure subordinates utilized more constructive (solution-oriented) conflict management strategies when their supervisors relied on harsh power tactics, whereas low-need-for-closure subordinates were more inclined to use solution-oriented conflict management strategies when their supervisors relied on soft power tactics. Additionally, results indicated that, overall, supervisors’ use of harsh power tactics increased subordinates reliance on maladapted (control-oriented) conflict management strategies, but even more so for subordinates with low need for cognitive closure. Originality/value – This study highlig...

Purpose – The purpose of this paper is to understand the psychological contract from the employers’
perspective, by examining violations where the employer rather than employee is the victim, an issue
that has so far seldom been addressed in extant psychological contract research.
Design/methodology/approach – Small business owners are studied using qualitative interviews,
incorporating critical incidents technique. Interview transcriptions have been analysed using template
analysis.
Findings – The analysis reveals the significant disruption and damage caused by these incidents,
with employers involving other employees in their response as they set about the essential repair work
required. Employers actively mobilised shared understandings at the normative level of the group,
reinforcing and sometimes renegotiating the employee obligations, as they seek to reaffirm their
authority in the eyes of all of their employees. This response reflects the collective psychological
contracts the employer holds with each of their employees and their concerns to limit the
fall-out/damage when one employee commits a violation.
Research limitations/implications – The focus on small firms limits the generality of the findings
with further research needed both in smaller and larger organisations to explore how organisational
size impacts upon the processes identified, and the effect such incidents have when the organisation is
represented by agents such as supervisors or managers. This calls for more in-depth qualitative
research in order to explore the highly nuanced experiences of employers and their representatives.
The implications of the findings suggest the value of more explicit communication of employee
obligations to prevent future psychological contract violation, and the role other employees may
usefully play in this process.
Originality/value – This paper contributes to the much-neglected study of employers’ experiences
of psychological contract violations committed by their employees

Cette e tude prolonge les recherches sur l'ade quation entre la personne et l'organisation en se focalisant exclusivement sur une dimension culturelle nationale affectant les valeurs organisationnelles: l'individualisme-communautarisme (I±C). 581 volontaires provenant de deux types d'organisations apparie es (des hoà pitaux et des cabinets-conseil en management) en Australie et dans le sud-est asiatique ont rempli des questionnaires mesurant les orientations de chacun sur l'I±C et d'autres variables organisationnelles. Deux cate gories d'ade quation ont e te analyse es: des interactions entre d'une part l'I±C individuel et la culture nationale, et d'autre part l'I±C individuel et la culture organisationnelle. Ces interactions ont e te mises aÁ l'e preuve avec trois variables de pendantes: l'implication organisationnelle, la satisfaction professionnelle et l'ancienneteÂ. Des diffe rences aÁ la fois nationales et organisationnelles sont apparues en ce qui concerne l'I±C. Les organisations asiatiques sont plus communautaires que celles d'Australie, et les hoà pitaux le sont davantage que les cabinets-conseil en management. Conforme ment aux hypotheÁ ses sur la correspondance personne-nation, les communautaristes se sont montre s plus implique s envers leur organisation et pre sentaient une plus grande anciennete que les individualistes en Asie, par comparaison avec les organisations austra-liennes. L'interaction e tait significative meà me en pre sence des effets directs du communautarisme sur l'implication organisationnelle et l'ancienneteÂ. Les meà mes re sultats n'ont pas e te retrouve s avec la satisfaction professionnelle. Les effets attendus de l'ade quation personne-organisation ne sont pas apparus au niveau de l'organisation aÁ l'inte rieur des cultures. The present study extended person±organisation fit research by concentrating exclusively on one national culture dimension affecting organisational values: individualism±collectivism (I±C). Volunteers (N=581) from two matched organisations (hospitals and management consultancies) in Australia and in SouthEast Asia completed questionnaires measuring individuals' orientations on I±C and other organisational variables. Two types of fit were analysed: interactions between (1) individual I±C and national culture, and (2) individual I±C and organisational culture. These interactions were tested in relation to three outcome variables: organisational commitment, job satisfaction, and tenure. Both national and organisational differences were found with respect to I±C. Asian organisations were more collectivistic than Australian organisations , and hospitals were more collectivistic than management consultancies. In support of person±nation fit hypotheses, collectivists were more committed to their organisations and had longer tenure than individualists in Asian, as compared to Australian organisations. Interaction terms were significant even in the presence of direct effects of collectivism on organisational commitment and tenure. The same results were not found for job satisfaction. Predicted effects of person±organisation fit were not found at the organisational level within cultures.

[ The original PhD dissertation may be read and authenticated from the website of the University of Newcastle, NSW, at http://hdl.handle.net/1959.13/804346 ]

This thesis argues that foreign and second language teaching productivity can only reach its proper potential when it is accorded priority, second only to language learner productivity, amongst the many competing productivities which are always asserted by stakeholders in educational institutions.

A theoretical foundation for the research is established by examining the historical concept of productivity, and its more recent manifestation as knowledge worker productivity, especially as applied to teachers.

The empirical basis of the thesis is sourced from a chronological series of twenty biographical case studies in language teaching venues in Australia, New Zealand, Oceania and East Asia. The biographical case study methodology, although rare in applied linguistics, is justified by reference to its wide and growing application in other fields of qualitative research. The case studies are analysed for common patterns of productivity, as well as teaching productivity inhibition or failure.

It was affirmed across all of the case studies without exception that external parties could not control or even reliably predict what individual students might learn, and how well, from instances of instructed language teaching. This was regardless of the power of institutional players, external resources, curriculums or the teacher. Student belief in the immediate value of what was to be learned in a given lesson, and personal confidence in an ability to learn it were the most critical factors.

Teaching productivity was found to turn, ultimately, on the teacher's ability to influence the probability of student learning. The teacher could best influence learning probability by enhancing student motivation. The most effective environments for teaching productivity were seen to be those where the teacher was professionally equipped and politically enabled to exercise judgements which maximized opportunities for student language learning productivity. A negotiated pact concerning both curriculum and method often proved effective, especially with mature students, and at times required some deception of institutional authorities.

Empirically, the encouragement of reciprocal learning relationships between teacher and students was found to be powerfully enabling for language teaching productivity in the case studies.

In many venues a small but effective minority of 'intimate learners' were also able to leverage their language learning productivity by forging more personal relationships with the teacher.

The wider cultural paradigm within each of the countries represented in the case studies sanctioned different paths and limitations for both language learners and teachers, and hence was seen to influence teaching productivity in critical ways. It was found that under certain conditions, notably (but not exclusively) those prevailing in many East Asian educational institutions, that certification of foreign language skills had a higher cultural, employment and monetary value than the actual ability to exercise foreign language skills.

A negative influence on teacher productivity in many of the case studies was an ignorance about language learning and teaching amongst institutional players. The disregard of language teacher professionalism was fed by a belief that being able to speak a language was all that was necessary to teach it, and reinforced by misinterpreting the meaning of test results. Related to this, an imbalance of power relationships between teachers or students with other institutional interests was consistently found to interfere with teaching and learning productivities. Overall, the model of productivity understood in institutions instanced by the case studies tended to reflect a 19th Century economic paradigm of capital, raw materials (students) and labour (dispensable classroom workers) rather than any more sophisticated grasp of knowledge worker productivity.

It was demonstrated in the context of the case studies that productivity, and in particular knowledge worker productivity, is a complex concept whose facets require detailed analysis to arrive at a proper understanding of the role that foreign and second language teachers play in educational institutions.

This study explores the relationship between organizational red tape and work alienation. While bureaucratic controls have long been considered sources of worker detachment, the relationship between red tape and managerial alienation has not been explicitly tested. When managers encounter rules, regulations, or procedures that seem pointless yet burdensome, these encounters may simultaneously trigger the key psychological ingredients of alienationpowerlessness and meaninglessness. These in turn are expected to reduce organizational commitment, job involvement, and job satisfaction, alienation indicators used in this study. To test these expectations, the study uses data from the National Administrative Studies Project (NASP-II). NASP-II surveyed managers in state health and human service agencies, producing a response rate of approximately 53 percent. Statistical analyses indicate that perceived personnel red tape is a consistently negative and statistically significant influence in all alienation models. Perceived organizational red tape is statistically significant and negative in all but the job involvement model. Other bureaucratic control mechanisms included in the models also appear to be sources of alienation, including centralization and technology routineness. However, formalization appears to be a mitigating, not exacerbating, influence on alienation. Considered together, these results suggest that red tape and other forms of bureaucratic control have adverse effects on the psychological attachment felt by public managers to their workplace.

Το Ταίριασμα Ατόμου - Οργανισμού (P-O Fit) σχετίζεται με την αφοσίωση του εργαζόμενου στον οργανισμό, την κινητικότητά του μέσα σε αυτόν, την επαγγελματική του απόδοση και την ικανοποίησή του από την εργασία. Στην Ελλάδα στο χώρο της εκπαίδευσης είναι σχετικά πρόσφατη η ένταξη της έννοιας του ταιριάσματος ατόμου - οργανισμού. Ο σκοπός της παρούσας έρευνας ήταν να διερευνήσει τη σχέση του «ταιριάσματος» των εκπαιδευτικών που υπηρετούν σε σχολικής μονάδες της Πρωτοβάθμιας Εκπαίδευσης στις περιφέρειες Θεσσαλίας και Στερεάς Ελλάδας με τους παράγοντες της επαγγελματικής ικανοποίησης, της αφοσίωσης τους στη σχολική μονάδα που υπηρετούν και του αισθήματος αυτο-
αποτελεσματικότητας που αυτοί δηλώνουν. Τα ευρήματα της έρευνας κατέδειξαν ότι υπάρχει θετική συσχέτιση του ταιριάσματος με τις
μεταβλητές της έρευνας και ότι ο κύριος προβλεπτικός παράγοντας του «ταιριάσματος» εκπαιδευτικού – σχολικής μονάδας είναι η αφοσίωση με την επαγγελματική ικανοποίηση, από κοινού με την αφοσίωση, να προσθέτει σημαντικά στο μοντέλο πρόβλεψης.

The first part of the title of this paper refers to a comment Lord Mark makes to Milly Theale, the heroine of Henry James’ novel, The Wings of the Dove. Lord Mark’s remark aptly summarizes one of the central themes of the story: exchange. Rather than purely economic transactions, exchanges occur within the context of (personal) relationships. Nobody performs a good deed without the expectation of receiving a benefit. The characters act out of self-interest instead of mutual friendship. The notable exception is Milly, who willingly shares her fortune and herself. Although Milly knows that exchange predominates among her acquaintances as a method of establishing and of maintaining relationships—indeed, as relationships—she refuses to behave similarly. Her refusal to join in this tactic becomes a powerful form of resistance. Ultimately, the mercenary tendencies of Merton Densher yield to the unselfishness he sees in Milly. This lesson prevents the pairing of Kate and Densher from succeeding.

The definition and descriptions of "house" and "house society" introduced by Claude Lévi-Strauss are not as straightforward and unproblematic as he might have believed, as subsequent scholarship has shown.  His failure to develop this model in any detailed case study left nagging questions unresolved.  Furthermore, his intention to utilize the house as a new social structural "type" alongside clan, lineage, and family reveals a notable flaw in his conception, for in his own discussions he eschews the simple classification of societies according to rules that arrange people into corporate descent groups, and the "house" is considered too variable a category to serve classification purposes.  Nevertheless, aspects of his notions of house and house societies have proven so intriguing as to tempt other ethnographers to develop and clarify them.  In the process, his definition of the house as an organizational institution found in some societies at a certain level of political-economic complexity has been increasingly abandoned, while the symbolic or fetishistic portions of his model have tended to be highlighted in studies that see in the house a new means for elucidating social group relations that may have universal applications.  These critiques and the subsequent reconceptualizing of the Lévi-Straussian house are reviewed in this chapter, but it concludes with a call to return to his original formulation (although not the static notion of a classificatory type).  Lévi-Strauss's definition and characterization emphasized the materiality, locality, and duration of the house along with the use of the "language of kinship and affinity" to bind its members and to perpetuate the estate from which their identity was derived.  In addition to focusing on kinship in terms of practice, discourse, and negotiation rather than as rules to be obeyed, and on the long-term outcomes of strategic decisions and actions rather than idealized characterizations of social groupings, Lévi-Strauss recognized in the house a societal configuration probably common in the past but now on the verge of extinction.  This distinction should not be lost; indeed, comparing the role of kinship past and present adds immeasurably to our understanding of social organization.

INVESTIGATION OF THE RELATIONSHIP BETWEEN EMPLOYEES’ ETHICAL PERCEPTIONS, PERSON-ORGANIZATION FIT AND ORGANISATIONAL COMMITMENT IN HALAL-CONCEPT HOTEL ESTABLISHMENTS Cihan SEÇİLMİŞ1,    Nur Aybike CEYLANLAR2 1 Eskişehir Osmangazi University, Faculty of Tourism Tourism Management Programme, Eskişehir –Turkey 2 Eskişehir Osmangazi University, Institute of Social SciencesTourism Management Programme, Eskişehir–Turkey [email protected]
Abstract The fact that the services at halal-concept hotels and the profiles of the clients demanding for these services differ from those of the classical hotel establishments also makes the qualifications of the employees important. The fact that the most basic ethical principles (honesty, truth, respect, perfection, responsibility etc.) overlap with the moral behaviours of employees, the perceptions of employees regarding the ethic and their ethical behaviours and the quality standards of the services delivered at halal-concept hotels constitute the base for the individualorganisation harmony and organisational commitment.  In this research, it was aimed to determine the relationship between the ethical perceptions, individual-organization harmony and organizational commitment of employees in halal-concept hotel establishments operating within the scope of halal tourism, which is still considered to be a niche market in the sector. In the research, first of all, answers were looked for the following questions; what are the ethical perceptions of the employees in this hotel concept, do the ethical perceptions, organizational commitment, and individual-organizational adaptation change through any mediating relationship; Are there any harmonization between employees in terms of values and halalconcept hotel enterprises? The sample of the study consisted of 394 participants working in halalconcept hotel establishments operating in different provinces in Turkey. A survey was conducted using the scales developed by some researchers at international level. It was concluded in the study that ethic affected organizational loyalty. According to the findings of the regression analyses; any increase in the level of organisational commitment also increased the level of individual-organisation harmony and the level of ethical perception. It can be suggested under the light of the findings obtained from the regression analysis that the ethical perception in halalconcept hotels did not affect the employee motivation to work. Moreover, it was also found that the individual-organisation harmony in halal-concept hotels was not significantly meaningful with regards to the desire to work. Keywords: Halal tourism, person-organization fit, ethics, organizational commitment

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Based on the 2030 Agenda of the United Nations (UN), where 17 Sustainable Development Goals (SDGs) are identified, the present study aims to (1) propose a measure for the perception of green human resources management practices; (2) investigate its relationship with the employees' personorganization fit, and (3) analyze the moderating role of personal environmental commitment in the relationship between the perception of green human resources management practices and employees' person-organization fit. A quantitative and hypothetical-deductive approach was used, and a sample of 204 Portuguese employees responded to an online questionnaire. The results showed (1) that the proposed measure for the perception of green HR practices was adapted to the Portuguese population and showed excellent internal consistency; (2) a significant and positive relationship between perceived green HR practices and person-organization fit; and (3) that this relationship can be moderated by high personal environmental commitment. The study presents novelty and contributes to the existing literature concerning green HR practices by proposing an adapted measure, relating it to person-organization fit, and verifying the moderated role of personal environmental commitment. Thus, the effective implementation of green HRM practices is highlighted to promote positive consequences in the organization and the employees.

My Awakening: How I came to see the Text Jeffrey Ross, who teaches English at a College in Arizona, explains how he learned to see the Text I have developed a frightening, yet powerful awareness. I now stand, mannequin-like, in the store window of life, grimly watching the Textdriven crowds shuffle down the sidewalk, drifting into the distance, subsiding into the horizon.

Purpose – Like all other human behaviors, creativity must be examined by considering both personal and situational influences. " Person-organization fit " (POF) provides a suitable theoretical perspective to investigate the congruence between persons and organizations in the domain of creativity. However, few studies have examined the effects of POF on creative behavior. Although the majority of these studies have identified a positive relationship between POF and creativity, it is suggested that congruent individuals are less likely to be inventive. The current study will examine the positive relationship between POF and employees' self-rated creativity in the Turkish context. The paper aims to discuss these issues. Design/methodology/approach – Subjective POF measures and a creativity measure were adapted for this research, and multiple regression was used to calculate whether and how POF relates to creativity. Findings – Two important conclusions were found from the analyses. One of these significant interaction effects was found on employee creativity. And the second is congruence between personal values and current organizational values would effect employee creativity positively. Detailed findings and contributions have been discussed. Research limitations/implications – Although providing an important contribution to POF and creativity literature, this study had some limitations. In this study, self-rating method has been used to measure employee creativity. However, supervisor rating is the most common way in field studies and gives more objective results than self-rating method. Practical implications – The findings provide valuable information for human resource practitioner about the importance of situational factors as far as personal characteristics for enhancing creative behavior in organizations. Originality/value – As far as it is known, there are few studies to examine the relationship between POF and creativity empirically. The majority of these researches examined the complementary fit (demand-abilities, need-supply, value-supply fit). On the other hand, this study specially has focused on supplementary fit (POF), rather than complementary fit and examined its relationship with employee creativity by considering a wide set of values in the Turkish context.

This phenomenological study explores the lived experience of meaningfulness, belonging, and person-organization fit, or workplace spirituality in the Lasallian context. Interview data was gathered from 17 Buttimer Institute of Lasallian Studies participants who work in k-12 schools. The semi-structured interviews were recorded, transcribed, and analyzed to suggest that Lasallian educators experience (a) meaningfulness as an other-centered calling that educates the whole child and fosters personal growth; (b) a sense of belonging as an inclusive and relational work environment rooted in family-like support; and (c) workplace satisfaction as a result of a natural fit between the individual and the Lasallian organization. Shadows of belonging, or the presence of non-belonging, especially during the first year of teaching emerged, along with the need for a clarified articulation of the relationship between Lasallian and Catholic.

Purpose -This research aims to explore the notion of fit between subordinates' need for cognitive closure and supervisors' power tactics on organizational conflict management. Design/methodology/approach -Two-hundred and ninety employees drawn from six different Italian organizations were recruited for the purpose of this study. Findings -Results indicated that high-need-for-closure subordinates utilized more constructive (solution-oriented) conflict management strategies when their supervisors relied on harsh power tactics, whereas low-need-for-closure subordinates were more inclined to use solution-oriented conflict management strategies when their supervisors relied on soft power tactics. Additionally, results indicated that, overall, supervisors' use of harsh power tactics increased subordinates reliance on maladapted (control-oriented) conflict management strategies, but even more so for subordinates with low need for cognitive closure. Originality/value -This study highlights the importance of supervisor-subordinate fit to understand conflict management in organizational setting.

Wstęp: Zagadnienie dopasowania do środowiska pracy od wielu  lat przyciąga uwagę badaczy zajmujących się pracą człowieka. Wiadomo, że poziom dopasowania znajduje odzwierciedlenie w wielu zjawiskach związanych ze zdrowiem pracownika oraz postawą wobec pracy. Celem pracy było zbadanie związku między poziomem dopasowania do organizacji a oceną zdolności do pracy z uwzględnieniem wskaźników zdrowia somatycznego i psychicznego. Materiał i metody: Badanie przeprowadzono na reprezentatywnej pod względem płci, wieku i wykształcenia próbie 600 pracujących Polaków, mieszkańców miast. Badanymi zmiennymi były:  trzy aspekty dopasowania do organizacji mierzone kwestionariuszem do pomiaru subiektywnego dopasowania człowiek–organizacja, zdrowie psychiczne mierzone Kwestionariuszem GHQ-28, zdrowie somatyczne mierzone liczbą zdiagnozowanych chorób oraz poziom ogólnej zdolności do pracy, zdolności do wysiłku fizycznego i umysłowego mierzone za pomocą pytań pochodzących z Indeksu Zdolności do Pracy. Wyniki: Wykazano związki między poziomem dopasowania a oceną zdolności do pracy. W przypadku mężczyzn predyktorami zdolności do pracy były: wiek, dopasowanie suplementarne i stan zdrowia psychicznego, które wyjaśniały 25% wariancji zmiennej oceny ogólnej zdolności do pracy. W przypadku kobiet predyktorami zdolności do pracy były: liczba zdiagnozowanych chorób somatycznych, dopasowanie suplementarne, wiek i dopasowanie komplementarne, które wyjaśniały 27% wariancji oceny ogólnej zdolności do pracy. Wykazano także wiele ciekawych prawidłowości, które różnicują kobiety i mężczyzn. Wnioski: Wyniki przeprowadzonych badań wskazują na wagę dobrego dopasowania do organizacji w kształtowaniu poczucia zdolności do pracy, który to stan jest uznanym prognostykiem aktywności zawodowej i korzystania ze zwolnień lekarskich w kolejnych latach. Wynik ten może być więc argumentem przydatnym do motywowania pracodawców do dbania o zatrudnianie osób adekwatne do ich możliwości i preferencji.
Background: Person–environment issue has long been in focus of researchers who explore the area of human labor. It is known that the level of fit is a predictor of many phenomena related to health and attitude to work. The aim of this study was to explore  the  association  between  the  level  of  person–organization  fit  (P–O  fit)  and  work  ability,  including  indicators  of  somatic  and
mental  health.  Materials  and  methods:  Research  was conducted  on  a  representative  sample  of  600  Polish  men  and  women at working age. The Person–Organization Fit Questionnaire was used to assess three dimensions of P–O fit (supplementary fit, complementary  fit  and  identification  with  organization);  mental  health  status  was  measured  by  GHQ-28;  the  number  of  diagnosed diseases was taken as an index of somatic health; work ability, ability to physical and mental efforts were measured by three items from the Work Ability Index. Results: A significant relationship between P–O fit level and work ability was found. In men, work ability predictors were: age, supplementary fit and mental health status, which explained 25% of the variance in work ability. In women, work ability predictors were: the number of diagnosed somatic diseases, supplementary fit, age and complementary fit, which explained 27% of the variance in work ability. Some gender-related differences in the predictive value of variables under the study were also found. Conclusions: The results of this study indicate the importance of P–O fit in shaping the sense of work ability, a recognized predictor of workers’ occupational activity and the frequency of taking sick leave in subsequent years.  Therefore, this result may be a useful argument to motivate employers to employ workers adequately to their abilities and preferences.

Abstract:
Deviant workplace behavior is not something unusual and is prevalent in organizational dynamics. It is found in all types of organizations and in all levels of positions. This deviance is costly not only in financial, but also in social and psychological terms. This research aims to reveal whether there is any association between organizational justice perception and engagement in deviant workplace behavior since so many scholars argue that organizational injustice can serve as one of the causes to workplace deviance. Three forms of organizational justice are used in this research; they are: Distributive, Procedural, and Interactional justice. Additionally, two dimensions are used to classify deviant workplace behavior, which are severity and target. Putting these two dimensions into low-high continuum, it helps to develop a typology of deviant workplace behavior into four classifications: production, political, property, and personal aggression. Result findings show us that organizational justice perception play important role in the occurrence of deviant workplace behavior. However, it is not the sole predictor since only one deviant workplace behavior (out of twelve) which correlates significantly with one form of organizational justice.

Keyword: Deviant workplace behavior, organizational justice, distributive justice,
Procedural justice, Interactional justice, production deviance, political deviance, property deviance, personal aggression

Workplace microaggressions are related to person–organization fit (P-O fit) and job satisfaction. Additionally, P-O fit and calling predict job satisfaction. Given the religious connotations of calling, research has excluded study of these relationships in nonreligious samples, a growing segment of the U.S. population. To address this, it was predicted that P-O fit would mediate the relationship between microaggressions and job satisfaction, and calling would moderate the relationship between microaggressions and P-O fit. In a sample of 296 nonreligious employed adults, microaggressions predicted job satisfaction, while calling predicted P-O fit and job satisfaction; however, P-O fit did not mediate these relationships, and calling did not moderate microaggressions and P-O fit. Post hoc analyses revealed that calling moderated microaggressions and job satisfaction. Implications for research and vocational guidance with nonreligious individuals are discussed.

Retail supermarket chains face high turnover that creates costs and compromises customer satisfaction. Turnover intention is influenced by the fit or misfit of employees to the job and the organization , as well as their satisfaction with the job and the commitment to the organization. This paper investigates the relationship of person-job (P-J) and person-organization (P-O) fit with job satisfaction and organizational commitment. A total of 211 questionnaires from employees in the retail supermarket chains in Kosovo were collected. Regression analysis is used to test the relationships between fit constructs and work attitudes as outcomes and their effects on turnover intention. Bootstrap mediation is used to test the direct and indirect effect of fits on turnover intention. Results show that person-job fit and person-organization fit have a significant positive effect on job satisfaction and organizational commitment. All these constructs have a negative effect on turnover intention. P-J and P-O fit have a direct negative effect on turnover intention, which is also partially mediated by job satisfaction and organizational commitment. This paper supports previous evidence that P-J and P-O fit have a positive effect on work attitudes and eventually reduce turnover intention. The direct effect of fits on turnover intention is stronger than the indirect effect, mediated by job satisfaction and organizational commitment.

Although there have been many studies conducted to analyze the effects of person-organization fit (POF) and person-job fit (PJF) on individual outcomes, little is known about which of these fit associates stronger with individual variables (i.e., intention to quit job, IQJ, and perceived individual performance, PIP). Therefore the purpose of the study is to compare the relationships of PJF and POF with IQJ and PIP. The sample of the study consists of security guards working at a private company's civil aviation safety department. Totally 98 security guards participated to the research. Results indicated that, the relationships of PJF and POF with IQJ and PIP were not significantly different. Consequently the results indicate that POF and PJF associate similarly with critical individual outcomes.

Araştırmanın amacı iş yeri arkadaşlığının birey örgüt uyumuna etkisinin olup olmadığını ortaya çıkarmaktır. Araştırma örneklemi çeşitli okullarda görev yapan 273 öğretmenden oluşmaktadır. Örneklemden anket yöntemiyle elde edilen veriler doğrulayıcı faktör, korelasyon ve regresyon analizlerine tabi tutulmuştur. Araştırma bulgularına göre, iş yeri arkadaşlığı bağımsız değişkeninin boyutları olan, alınan destek, duyulan tatmin ve kollama değişkenleri, birey örgüt uyumu bağımlı değişkeni üzerinde olumlu yönde ve anlamlı etkiye sahiptir. Ancak görülmektedir ki birey örgüt uyumu üzerinde en çok etkiye, iş arkadaşlarından duyulan tatmin değişkeni sahiptir. İnsan kaynağından en iyi şekilde yararlanabilmek ve öğretmenlerin okullarına uyumlarını daha iyi sağlayabilmek için diğer öğretmenler ile olumlu arkadaşlık ilişkileri önem verilmesi gereken bir öncül durumundadır.

The present research reviews the management literature on leadership, with regard to the theoretical approaches and methodologies present, and suggests that leadership appears to be a contested terrain ). There are varying definitions as there are varying theoretical perspectives or approaches, which means that one needs to attend to the manner in which the terrain is delimited or leadership is framed. This manner of attending or orientation and reading of the _________________________________________________________________ Ajay Jivan's Masters of Management research report (University of Witwatersrand, 2008) ii examined in a sample comprising three organisations in the non-government sector.

For organizations and their employees, change is often argued to be a way of life.  Text books such as Balogun and Hailey’s (2008) Exploring Strategic Change emphasise the ubiquitous nature and ever increasing pace of change for organisations and those working within them.  Within organisations change may  relate to the strategic development of the organisation or be or more restricted in scope and operational in nature (Thornhill and Saunders, 2003).  It may occur incrementally, continuously or in the form of punctuated equilibrium, periods of stability being interspersed by significant changes (Burnes, 2009).  The management of strategic change has been argued invariably to create uncertainty and, where such change involves people, often to be problematic (McCalman and Paton, 1992).  Where change is perceived as threatening, it is likely to meet with resistance and require careful implementation to overcome fears (Mabey and Salaman, 1995). This is helped where trusting relationships exist throughout the organisation (Hope-Hailey et al., 2010).  Human resource practices can therefore play an important role in the management of such change whether it is incremental, continuous or punctuated equilibrium through the creation and maintenance of trust. 

The primary focus of this chapter is to explore the nature of trust in relation to employees’ treatment during strategic change.  In particular the impact employees’ treatment during change can have on their trust and the relative importance of the institutional and personal (calculative and relational) aspects of that trust and the are considered.  Recent research has argued that organisational justice theory offers a means through which to explain and understand employees’ trust reactions to change more fully (Mishra and Spreitzer, 1998; Saunders and Thornhill, 2004). Through integrating perceptions about the outcomes of organisational decisions, the processes through which they were made, and the treatment of those affected (Colquitt et al., 2005), it provides a means of exploring employees’ trust reactions and their reasons for these. 

In this chapter the strength of employees’ self categorized feelings of trust and the relationship between these and their perceptions of treatment during organisational change is considered.  Following a discussion of the nature of trust in which institutional and personal aspects are explored briefly, organisational justice is conceptualised in relation to the management of strategic change. Using a case study drawn from a United Kingdom (UK) public sector organisation undergoing incremental change following a strategic reorganisation, these trust reactions are explored using organisational justice as an explanatory theory.  The chapter concludes with a discussion regarding the nature of trust and the implications of this for the management of human resources during strategic change.  As part of this the limitations of this study and directions for future research are reflected upon.

Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model El ajuste persona-organización y las oportunidades laborales son importantes en la relación entre las prácticas de GRH y la intención de cambio: un modelo de mediación moderado O encaixe da organização de pessoas e as oportunidades de emprego são importantes na relação de intenção de rotatividade de práticas de GRH: um modelo de mediação moderado Abstract This study aims to develop and test a moderated-mediation model with the person-organisation fit as a mediator in the relations between human resource management (HRM) practices and intention to leave, and job opportunities as a moderator of the indirect link between HRM practices and the intention to leave via person-organisation fit. Data were collected from 250 faculty members of Higher Education Institutions (HEIs) in Pakistan. Hypotheses are tested through partial least squares structural equation modelling and PROCESS macro. The results showed that the relations between HRM practices and intention to leave was partially mediated by person-organization fit. The results also revealed that job opportunities not only moderated the direct relations between person-organisation fit and intention to quit but also moderated the mediated indirect relationship between HRM practices and intention to leave via person organisation fit thus providing evidence of moderated-mediation. This paper is the first of its kind to examine moderated-mediation among HRM practices, person-organisation fit and intention to leave the job. Keywords: Intention to leave; Turnover intention; Person-organization fit; Perceived human resource management practices; and Job opportunities. Resumen Este estudio tiene como objetivo desarrollar y probar un modelo de mediación moderada con la persona-organización adecuada como mediador en las relaciones entre las prácticas de gestión de recursos humanos (HRM) y la intención de abandonar, y las oportunidades de trabajo como moderador del vínculo indirecto entre Las prácticas de gestión de recursos humanos y la intención de salir a través de persona-organización en forma. Se recopilaron datos de 250 miembros de la facultad de instituciones de educación superior (HEI) en Pakistán. Las hipótesis se prueban mediante el modelo de ecuación estructural de mínimos cuadrados parciales y la macro PROCESS. Los resultados mostraron que las relaciones entre las prácticas de GRH y la intención de salir estaban parcialmente mediadas por la persona-organización adecuada. Los resultados también revelaron que las oportunidades de trabajo no solo moderaban las relaciones directas entre el ajuste de la organización y la intención de renunciar, sino que también moderaban la relación indirecta mediada entre las prácticas de GRH y la intención de abandonar a través del ajuste de la organización de la persona, proporcionando así evidencia de una mediación moderada. Este documento es el primero de su tipo que examina la mediación moderada entre las prácticas de GRH, el ajuste de la organización y la intención de dejar el trabajo.

Person-organization fit which develops with the overlapping between the values of the organizations and values of worker in the organizations has been demonstrated to produce many positive results. One of these results is also the positive impact of person-organization fit on job satisfaction. Besides, the support given to the employees by their supervisor is the important fact to increase job satisfaction. In the light of these relations, this study examined the effect of person-organization fit and the supervisor support on job satisfaction and investigated whether the supervisor support has played a mediating role in the effect of person-organization fit on job satisfaction. The results of the research presented that person-organization fit and supervisor support have a favorable impact on job satisfaction. However, it was seen that the supervisor support does not play a mediating role in the effect of person-organization fit on job satisfaction.

Abstract
Nowadays, many public policies focus on economic values, such as efficiency and client choice. Public professionals often show resistance to implementing such policies. We analyse this problem using an interdisciplinary approach. From public administration, we draw on the policy alienation concept, which consists of five dimensions: strategic powerlessness, tactical powerlessness, operational powerlessness, societal meaninglessness and client meaninglessness. These are considered as factors that influence the willingness of professionals to implement policies (change willingness — a concept drawn from the change management literature). We test this model in a survey among 478 Dutch healthcare professionals implementing a new reimbursement policy. The first finding was that perceived autonomy (operational powerlessness) significantly influenced change willingness, whereas strategic and tactical powerlessness were not found to be significant. Second, both the meaninglessness dimensions proved highly significant. We conclude that clarifying the value of a policy is important in getting professionals to willingly implement a policy, whereas their participation on the strategic or tactical levels seems less of a motivational factor. These insights help in understanding why public professionals embrace or resist the implementation of particular policies.

Points for practitioners
Policymakers develop public policies which, nowadays, tend to focus strongly on economic values, such as increasing efficiency or offering citizens the opportunity to choose among suppliers of public services. Public professionals, who have to implement these policies, are often reluctant to do so. This study shows that the causes of this resistance are unlikely to be found in the lack of influence these professionals have in the shaping of the policy at the national or organizational level. Rather, professionals might resist implementing policies because they do not see them as meaningful for society, or for their own clients. Therefore, policymakers should focus on this perceived meaninglessness and adopt ways to counter this, for example by intensively communicating the value associated with a policy.

The aim of this study is to examine the effects of locus of control on organizational citizenship behaviors and the mediating effect of the perceived organizational support. For this aim, firstly, the locus of control, then organizational citizenship behaviors and, finally, the mediating effect of the perceived organizational support are explained. In the application part, a questionnaire including the measures of the locus of control, organizational
support and organizational citizenship behaviors is distributed to employees of one of the leading private universities in Turkey and the data were assessed by statistical analysis methods. Finally, it is found that there is a positive relationship among locus of control, organizational citizenship behaviors and the mediating
effect of the perceived organizational support.

Th e signifi cance of compliance to organizational rule eff ectiveness raises a broader question for public management theory and practice: How can organizational rules be designed and implemented to elicit cooperation in rule implementation? Green tape, a grounded theory of eff ective rules, provides one potential answer to this question. Ever since Max Weber identifi ed formal rules as one attribute of bureaucratic organizations, scholars have uncovered a range of cooperative and uncooperative behavioral responses to organizational rules. Th e question for public management theory and practice is how to design and execute organizational rules in ways that elicit cooperation rather than resistance. Green tape, a theory of eff ective rules, provides one answer to this question. Green tape theory argues that the cooperation of stakeholders-individuals who comply with, explain, or enforce rules-depends on the presence of fi ve rule attributes. Th is article tests the relationship between these attributes and stakeholder rule abidance using mail survey data obtained from the employees of four cities in a Midwestern state. Th e results indicate that employee perceptions of four of the fi ve theoretical green tape attributes are correlated with higher rule abidance. Th us, stakeholder perceptions of organizational rules appear to matter because they alter the extent of cooperation in rule implementation.

Despite the literature suggesting that person-organization work values fit lead positive work related outcomes, there is no empirical evidence for its effect on subjective career success. The purpose of this paper is to investigate the relationships of four dimensions of person-organization work values fit (comfort and security, competence and growth, status and independence as well as, social aspects) and subjective career success including whether work engagement moderates these relationships. The sample comprises 364 white-collar workers in Istanbul, with hierarchical multiple regression analyses being used to test the hypotheses. The results show that all four dimensions of work values fit are positively related to subjective career success. In regard to the moderating effect, work engagement is found to have a significant effect on the relationships between status and independence work values fit-subjective career success as well as competence and growth work values fit-subjective career success.

With this study it was aimed, on the one hand, to investigate the relationship between person-organization value fit and employee engagement, and on the other hand to develop a new scale to measure organizational engagement which is a sub dimension of employee engagement. Person-organization fit was addressed as the degree of similarity between personal values and organizational values. Employee engagement was divided into two dimensions which are “work engagement” and “organizational engagement”. A 15-item Organizational Engagement Scale has been constructed through examining its definitions and existing scales. Data from 285 employees working in the organizations functioning in the service sector revealed that Organizational Engagement Scale has a high reliability and has two sub dimensions which were named as organizational vigor and organizational dedication. Regarding the relations between variables, results confirmed the research hypotheses: positive contribution of person-organization fit was found on both work engagement and organizational engagement. However, the contribution of person-organization fit on organizational engagement is more powerful compared to that on work engagement.

"Purpose – Research regarding pay inequities between the sexes is well established; however, internal compensation strategies and perceived labor pools (percentage of gender/minority applicants) have not been explored in depth. This paper aims to address this issue.

Design/Methodology/Approach – A total of 381 business students and 101 compensation specialists/managers participated in two experimental studies to establish the impact of perceived labor pools’ ethnicity and gender on compensable factor weighting.

Findings – Results supported hypotheses that significant discriminatory weighting of compensable factors would be established by the perceived ethnicity of the labor pool, the perceived gender of the labor pool, and participant gender.

Research Limitations/Implications – A limitation of study one could be the population (business students) who may reflect a lack of knowledge of and/or a potential lack of interest in strategic compensation. Many of the students are likely to have had work experience but their exposure to compensation concepts was potentially limited. Accordingly, study two was conducted with experienced compensation specialists/managers in a real-world setting. While study two was methodologically stronger, evaluators were from an area with high proportions of technology occupations where compensation specialists may be more familiar with external compensation surveys due to rapid changes in jobs.

Practical Implications – The ramifications of potential discrimination at the compensable factors weighting stage of defining compensation internal alignment are tremendous. The implications for pay structure, perceived fairness, and motivation can have an immense impact on overall organizational productivity and success. Internal equity discrimination can also have ramifications for vast litigation (the author was consulted by the EEOC in the use of the research for the purposes of class action lawsuits).

Social Implications – As business students generally aspire to become members of the managerial cadre, the dangers of potential explicit or implicit bias in the weighting of compensable factors (and their interactions) can reduce the efficiency of the compensation plan, hamper motivation of those hired to work within its structure, and potentially set the stage for class action litigation. Accordingly, those tasked with teaching job evaluation (be they business professors, consultants, or human resources managers) need to address issues of social bias and encourage the committee to challenge the biases of which they may or may not be aware.

Originality/Value – After a groundswell of interest in comparable worth and sex-related errors in job evaluation in the mid-1980s, research failed to establish perceived incumbent, applicant, and labor pool ethnicity and ethnocentrism on internal compensation structuring. This study builds on past research by establishing the impact of ethnocentrism on internal compensation structuring in point factor job evaluation, extending workplace ethnocentrism theory by applying it to Title VII in implementation, data collection and interpretation of job evaluation and, most importantly, establishing the impact of perceived labor pools’ demographics (and subsequent proportions of racial/ethnic group members associated) on differential compensatory factors weighting."

A significant body of evidence suggests that bureaucratized organizations provide greater career rewards to women than do less bureaucratized organizations. Beyond career rewards, are there ways in which bureaucracy can benefit organizational women? This study explores potential answers to this question by examining perceptions of bureaucracy held by public employees. Analyzing qualitative and quantitative data collected from the employees of four cities in a Midwestern state, the study detects pronounced gender differences in perceptions of bureaucracy, particularly with regard to legitimacy, efficiency, equity, and control. These results suggest ways in which bureaucracy can empower the participation of women in organizations.