Mediators of the relationship between person-organisation fit and individual outcomes

摘要: To date, research on P-O fit has focused heavily the effect of individual and organisational outcomes. Few studies have attempted to explain how or why leads these Meglino, Ravlin, Adkins (1989) Schein (1985) identified several intervening mechanisms for explaining fit-outcome relationships but only few explanations been tested empirically (Cable & Edwards, 2004; Edwards Cable, 2009; Kalliath, Bluedorn, Strube, 1999). This thesis investigates role conflict, cognitive style justice as three potential mediating in relationship between (defined personal values – value congruence fit) outcomes including job satisfaction, performance, service affective commitment continuance commitment. The study operationalised using measures: subjective fit, perceived objective fit. mediation model was a Mplus analytical technique, while models both were by modeling difference two scores (that is, values) polynomial regression response surface analysis (Edwards, 1993). A survey 558 mid-level managers from seven Brunei public sector organisations provided data. Our results showed that partially mediated - all measures conflict had no effects. findings this therefore theoretical practical implications. contributes literature combining effects into one integrated model, providing evidence partial style. Future needs address investigate other which affects In addition, is considered be first test roles fit-outcomes different non-Western context.