Does The Person-Organization Fit Influence Employee Engagement at Work? Case Study: Administrative Personnel of Selcuk University
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Abstract
The objective of this study is to probe whether person-organization fit makes any contribution to job engagement. The person-organization fit is defined as the extent of similarity between employee and organization characteristics, while the job engagement is the employee’s willingness and discretionary efforts to help the success of the organization. This is a case study of the administrative personnel of Selcuk University. The questionnaire is used as a means of collecting the required data. The data is analyzed using the Pearson Correlation/ Linear Regression Tests using SPSS 24. The Pearson correlation outcome shows that there is a strong, positive correlation between P-O fit and job engagement. In the same way, the result of linear regression confirms that administrative personnel’s job engagement increases by an average of 0.484 for each increase in the person-organization fit.
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Abstract
The objective of this study is to probe whether person-organization fit makes any contribution to job engagement. The person-organization fit is defined as the extent of similarity between employee and organization characteristics, while the job engagement is the employee’s willingness and discretionary efforts to help the success of the organization. This is a case study of the administrative personnel of Selcuk University. The questionnaire is used as a means of collecting the required data. The data is analyzed using the Pearson Correlation/ Linear Regression Tests using SPSS 24. The Pearson correlation outcome shows that there is a strong, positive correlation between P-O fit and job engagement. In the same way, the result of linear regression confirms that administrative personnel’s job engagement increases by an average of 0.484 for each increase in the person-organization fit.