Abstract
Prior research has shown inconsistent and mostly nonsignificant relationships between employee person-organization (P-O) fit and in-role performance. In this study, we examine whether the strength of the relationship between employee perceived P-O fit and supervisor-rated performance depends on the perceived P-O fit of the supervisor. We propose that (a) in-role task-related processes are facilitated when both supervisor and employee share a common frame of understanding about what is important for the organization and (b) that high P-O fit supervisors attach value to the work behaviours of high P-O fit employees, both of which should translate into more positive performance evaluations. The results of a field study among 155 employees and their supervisors provided support for this proposition: employees'' perceived P-O fit was positively associated with their performance evaluation when supervisor perceived P-O fit was high, whereas this association was absent when supervisor perceived P-O fit was low. Our study contributes to the P-O fit literature by unpacking whether and when employee perceived P-O fit is important for functioning and performance evaluations.
Original language | English |
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Pages (from-to) | 594-601 |
Number of pages | 8 |
Journal | European Journal of Work and Organizational Psychology |
Volume | 28 |
Issue number | 5 |
DOIs | |
Publication status | Published - 3 Sept 2019 |
Keywords
- Employee perceived person-organization fit
- supervisor perceived person-organization fit
- value congruence
- person-supervisor fit
- in-role performance
- JOB-SATISFACTION
- PSYCHOLOGICAL EMPOWERMENT
- MEDIATING ROLE
- WORK
- CITIZENSHIP
- METAANALYSIS
- APPRAISAL
- VALIDITY
- OUTCOMES
- RATINGS