Impact of person-environment fit on innovative work behavior: Mediating role of work engagement
-
DOIhttp://dx.doi.org/10.21511/ppm.21(1).2023.34
-
Article InfoVolume 21 2023, Issue #1, pp. 396-407
- Cited by
- 531 Views
-
249 Downloads
This work is licensed under a
Creative Commons Attribution 4.0 International License
Organizations must cope with the current business demands and strive for a competitive advantage. Apart from many measures to enhance competitive advantage, employees’ innovative work behavior is instrumental. Hence, this study aims to measure the contribution of person-environment fit (person-job fit and person-organization fit) on innovative work behavior directly and indirectly through creating work engagement. Cross-sectional perceptual data were collected through surveys from the employees working in humanitarian non-profit organizations in Nepal. After ensuring the goodness of fit index, 499 responses were analyzed in the structural equation model showing path analysis with the help of AMOS. The conservation of resource theory was a foundation to test and analyze the hypotheses adopting positivist research philosophy and deductive reasoning approach. Regression analysis revealed a positive effect of person-job fit (B = .23, p < .001) and person-organization fit (B = .20, p < .001) on employees’ innovative work behavior. Work engagement mediated the influence of person-job fit and person-organization fit on innovative work behavior. Out of the total effect size of employees’ compatibility on innovative work behavior, 30% effect size of person-job fit and 23% effect size of person-organizational fit on innovative work behavior went through work engagement.
- Keywords
-
JEL Classification (Paper profile tab)L23, L25, L30
-
References49
-
Tables3
-
Figures1
-
- Figure 1. Path model reflecting the coefficient values from structural equation modeling
-
- Table 1. Model fit measure
- Table 2. Reliability and validity indicators
- Table 3. Direct and indirect effect size
-
- Affleck, M. A. (1999). Stress and job performance: Theory, research, and implications for managerial practice: By Steve M. Jex. Thousand Oaks, CA: Sage Publications, 1998. 129p. $24.95. ISBN 0-–7619-0924–9 (paperback). $54.00 ISBN 0–7619-0923–0 (hardcover). The Journal of Academic Librarianship, 25(6), 494-495.
- Awang, P. (2015). SEM made simple: A gentle approach to learning structural equation modeling. Bangi: MPWS Rich Publication.
- Bakker, A. B., & Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of Managerial Psychology, 22(3), 309-328.
- Bakker, A. B., Demerouti, E., de Boer, E., & Schaufeli, W. B. (2003). Job demands and job resources as predictors of absence duration and frequency. Journal of Vocational Behavior, 62(2), 341-356.
- Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research. Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
- Bhattarai, G. (2021a). Impact of organizational politics on employees’ behavioral outcomes: The role of social astuteness. Journal of Asian Finance, Economics and Business, 8(2), 571-582.
- Bhattarai, G. (2021b). Perception of organizational politics and employee performance: Antidotal role of impression management. Problems and Perspectives in Management, 19(1), 103-115.
- Bhattarai, G. (2022). Perception of organizational politics and career satisfaction: Mediating role of networking ability and self-promotion behavior. Business Perspectives and Research.
- Bui, H. T. M., Zeng, Y., & Higgs, M. (2017). The role of person-job fit in the relationship between transformational leadership and job engagement. Journal of Managerial Psychology, 32(5), 373-386.
- Cable, D. M., & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87(5), 875-884.
- Cho, Y. J., & Perry, J. L. (2012). Intrinsic motivation and employee attitudes: Role of managerial trustworthiness, goal directedness, and extrinsic reward expectancy. Review of Public Personnel Administration, 32(4), 382-406.
- Demerouti, E., Nachreiner, F., Bakker, A. B., & Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86(3), 499-512.
- Donavan, D. T., Brown, T. J., & Mowen, J. C. (2004). Internal benefits of service-worker customer orientation: Job satisfaction, commitment, and organizational citizenship behaviors. Journal of Marketing, 68(1), 128-146.
- Duan, W., Ho, S. M. Y., Siu, B. P. Y., Li, T., & Zhang, Y. (2015). Role of virtues and perceived life stress in affecting psychological symptoms among Chinese college students. Journal of American College Health, 63(1), 32-39.
- Edwards, J. R., & Cable, D. M. (2009). The value of value congruence. Journal of Applied Psychology, 94(3), 654-677.
- Elenkov, D. S., & Manev, I. M. (2005). Top management leadership and influence on innovation: The role of sociocultural context. Journal of Management, 31(3), 381-402.
- Gabriel, A. S., Diefendorff, J. M., Chandler, M. M., Moran, C. M., & Greguras, G. J. (2014). The dynamic relationships of work affect and job satisfaction with perceptions of fit. Personnel Psychology, 67(2), 389-420.
- Gaskin, J., & Lim, J. (2016). Model fit measures: AMOS plugin. Gaskination’s statwiki.
- Hair, J., Black, W., Babin, B., & Anderson, R. (2010). Multivariate data analysis (7th ed.). Prentice- Hall, Inc.
- Hakanen, J. J., Perhoniemi, R., & Toppinen-Tanner, S. (2008). Positive gain spirals at work: From job resources to work engagement, personal initiative and work-unit innovativeness. Journal of Vocational Behavior, 73(1), 78-91.
- Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513-524.
- Holland, J. L. (1997). Making vocational choices: A theory of vocational personalities and work environments. Psychological Assessment Resources.
- Hu, L. T., & Bentler, P. M. (1999). Cut-off criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1-55.
- Hu, Q., Schaufeli, W. B., & Taris, T. W. (2011). The job demands-resources model: An analysis of additive and joint effects of demands and resources. Journal of Vocational Behavior, 79(1), 181-190.
- Jansen, K. J., & Kristof-Brown, A. (2006). Toward a multidimensional theory of person-environment fit. Journal of Managerial Issues, 18(2), 193-212.
- Janssen, O. (2000). Job demands, perceptions of effort-reward fairness and innovative work behaviour. Journal of Occupational and Organizational Psychology, 73(3), 287-302.
- Karatepe, O. M., & Sokmen, A. (2006). The effects of work role and family role variables on psychological and behavioral outcomes of frontline employees. Tourism Management, 27(2), 255-268.
- Kiazad, K., Seibert, S. E., & Kraimer, M. L. (2014). Psychological contract breach and employee innovation: A conservation of resources perspective. Journal of Occupational and Organizational Psychology, 87(3), 535-556.
- Kotze, M. (2018). The influence of psychological capital, self-leadership, and mindfulness on work engagement. South African Journal of Psychology, 48(2), 279-292.
- Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals’ fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor FIT. Personnel Psychology, 58(2), 281-342.
- Llorens, S., Bakker, A. B., Schaufeli, W. B., & Salanova, M. (2006). Testing the robustness of the job demands–resources model. International Journal of Stress Management, 13(3), 378-391.
- Mackey, J. D., Perrewé, P. L., & McAllister, C. P. (2017). Do I fit in? Perceptions of organizational fit as a resource in the workplace stress process. Group and Organization Management, 42(4), 455-486.
- Malhotra, K. N., & Dash, S. (2011). Marketing research: An applied orientation (6th ed.). India: Dorling Kindersley Inda, Noida and Pearson Education.
- Peterson, R. A., & Kim, Y. (2013). On the relationship between coefficient alpha and composite reliability. Journal of Applied Psychology, 98(1), 194-198.
- Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879-903.
- Pons, F. J., Ramos, J., & Ramos, A. (2016). Antecedent variables of innovation behaviors in organizations: Differences between men and women. European Review of Applied Psychology, 66(3), 117-126.
- Salanova, M., Schaufeli, W. B., Xanthopoulou, D., & Bakker, A. B. (2010). The gain spiral of resources and work engagement: Sustaining a positive work life. In Work engagement: A handbook of essential theory and research (pp. 118-131).
- Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701-716.
- Smith, W. K., & Tushman, M. L. (2005). Managing strategic contradictions: A top management model for managing innovation streams. Organization Science, 16(5), 522-536.
- Sonnentag, S. (2003). Recovery, work engagement, and proactive behavior: A new look at the interface between nonwork and work. Journal of Applied Psychology, 88(3), 518-528.
- Tajeddini, K., & Trueman, M. (2008). Effect of customer orientation and innovativeness on business performance: A study of small-sized service retailers. International Journal of Entrepreneurship and Small Business, 6(2), 280-295.
- Timms, C., Brough, P., O’Driscoll, M., Kalliath, T., Siu, O. L., Sit, C., & Lo, D. (2015). Flexible work arrangements, work engagement, turnover intentions and psychological health. Asia Pacific Journal of Human Resources, 53(1), 83-103.
- Troyer, L., Mueller, C. W., & Osinsky, P. I. (2000). Who’s the boss?: A role-theoretic analysis of customer work. Work and Occupations, 27(3), 406-427.
- Verquer, M. L., Beehr, T. A., & Wagner, S. H. (2003). A meta-analysis of relations between person–organization fit and work attitudes. Journal of Vocational Behavior, 63(3), 473-489.
- Vigoda, E. (2000). Organizational politics, job attitudes, and work outcomes: Exploration and implications for the public sector. Journal of Vocational Behavior, 57(3), 326-347.
- Vleugels, W., De Cooman, R., Verbruggen, M., & Solinger, O. (2018). Understanding dynamic change in perceptions of person–environment fit: An exploration of competing theoretical perspectives. Journal of Organizational Behavior, 39(9), 1066-1080.
- West, M. A., & Farr, J. L. (1990). Innovation and creativity at work: Psychological and organizational strategies. Chichester: Wiley.
- Wheeler, A. R., Halbesleben, J. R. B., & Shanine, K. (2013). Exploring the middle range of person–environment fit theories through a conservation of resources perspective. In Organizational fit: Key issues and new directions (pp. 170-194). Wiley.
- Yu, K. Y. T. (2009). Affective influences in person-environment fit theory: Exploring the role of affect as both cause and outcome of P-E fit. Journal of Applied Psychology, 94(5), 1210-1226.