Relationship between person-job fit and organizational commitment

Tyrimo tikslas – nustatyti asmens ir darbo suderinamumo bei įsipareigojimo organizacijai sąsajas. Tiriamieji – 149 Lietuvoje dirbantys asmenys: 67 vyrai ir 82 moterys. Tiriamųjų amžius – 19-66 m. Tiriamųjų asmenybės tipui nustatyti buvo naudojamas Johno L. Hollando profesinio kryptingumo klausimynas (angl. Vocational Preference Inventory). Darbo aplinka įvertinta paprašius tiriamųjų iš šešių darbo aplinkos tipų sąrašo (sudaryto remiantis J.L. Hollando R-I-A-S-E-C tipologija) pasirinkti vieną tipą, labiausiai atitinkantį dabartinę darbo aplinką. Asmens ir darbo suderinamumo laipsnis buvo įvertintas palyginus tiriamojo asmenybės tipą su darbo aplinkos tipu. Darbuotojų įsipareigojimui organizacijai nustatyti buvo naudojamas N.J. Alleno ir J.P. Meyerio įsipareigojimo organizacijai klausimynas (angl. Organizational Commitment Scales). Taip pat į klausimyną buvo įtraukti demografiniai klausimai (lytis, amžius, bendras darbo stažas, einamų pareigų stažas). Nustatyta, jog asmens ir darbo suderinamumas ir įsipareigojimas organizacijai tarpusavyje nėra susiję. Asmens ir darbo suderinamumas skiriasi pareigų stažo atžvilgiu: ilgesnį laiką išdirbusių darbuotojų suderinamumas su darbu yra didesnis. Įsipareigojimas organizacijai skiriasi amžiaus, pareigų stažo bei bendro darbo stažo atžvilgiu: vyresni ir didesnį bendrą darbo stažą turintys darbuotojai pasižymi aukštesniu emociniu, testiniu, normatyviniu įsipareigojimu organizacijai, ilgesnį laiką išdirbę darbuotojai pasižymi didesniu emociniu ir testiniu įsipareigojimu; normatyvinis įsipareigojimas ir pareigų stažas tarpusavyje nesusijęEmpirical evidence that person-job fit and organizational commitment are related was found in several theoretical studies. However, most studies examining organizational commitment were searching for its relations with other individual's fit at work: person-organization, person-supervisor and person-group. Furthermore, the results of studies analyzing person-job and organizational commitment differences according to socio-demographic factors are ambiguous. The purpose of this study was to investigate the relations between person-job fit and employees' organizational commitment. The sample in this study consisted of 149 employees: 67 men and 82 women aging from 19 and 66 year old (mean 30.66 years, standard deviation 10.99). The questionnaire included a) socio-demographic questions; b) Holland's vocational preference inventory to assess person-job fit (Cronbach alpha 0.905), and c) Allen and Meyer's scale of organizational commitment measuring affective (Cronbach alpha 0.812), continuance (Cronbach alpha 0.794), normative (Cronbach alpha 0.625) and general organizational commitment (Cronbach alpha 0.831). Respondents were asked to fill in the form of 209 questions. Contrary to the expectations the results of the study showed that there was no significant relationship between person-job fit and organizational commitment. But socio-demographic factors were found to be important predictors of person-job fit and organizational commitment. The results showed that person-job fit varied according to the current job position experience: the greater person-job fit is expressed by employees being longer in current position. It was also revealed that organizational commitment level differs according to age, tenure and current job position experience. Elder employees with longer tenure express higher levels of affective, continuance and normative organizational commitment. Employees working longer in the current job position might be characterized by higher levels of affective and continuance commitment, but normative commitment does not differ according to the tenure in current job position. In accordance with the results of this study the consequential presumption could be done - age and tenure might be the mediators in the linkage between person-job fit and organizational commitment. That means, the greater person-job fit is experienced by employee - the greater likelihood for staying longer in current organization and the greater tenure; consequently, as a result of growing tenure, the positive attitude towards job is developed and organizational commitment is increased. Future research should analyze more sophisticated ways including more individual variables how person-job fit and organizational commitment are related. The results would be important to occupational counsellors and human resources managers who work in the domain of employee selection as well as in job enrichment seeking higher levels of organizational commitmen