The relationship between perceptions of HR practices and employee outcomes: examining the role of person–organisation and person–job fit

Human resource management (HRM) practices can play an important role in matching people with the organisations and the jobs they work in. However, little is known about how employees perceive and interpret HR practices and whether or how these perceptions relate to perceptions of person–organisation (P–O) and person–job (P–J) fit. This study aims to bridge strategic HRM and person–environment fit literature by examining possible mediating and moderating roles of P–O and P–J fit in the relationship between employee perceptions of a broad set of HR practices and employee attitudes and behaviours. Results from a sample of 412 employees support direct relationships as well as a mediating and moderating role of P–O and P–J fit in the relationship between perceived HR practices and employee outcomes.

[1]  Richard A. Guzzo,et al.  Human resource practices as communications and the psychological contract , 1994 .

[2]  John P. Campbell,et al.  JOB SATISFACTION: ARE ALL THE PARTS THERE? , 1983 .

[3]  Denise M. Rousseau,et al.  Human resource practices: Administrative contract makers , 1994 .

[4]  Daniel M. Cable,et al.  Person–Organization Fit, Job Choice Decisions, and Organizational Entry☆ , 1996 .

[5]  David J. Woehr,et al.  A QUANTITATIVE REVIEW OF THE RELATIONSHIP BETWEEN PERSON–ORGANIZATION FIT AND BEHAVIORAL OUTCOMES , 2006 .

[6]  D. S. Derue,et al.  The convergent and discriminant validity of subjective fit perceptions. , 2002, The Journal of applied psychology.

[7]  Neil Conway,et al.  Communicating the psychological contract: an employer perspective , 2002 .

[8]  P. Hanges,et al.  A network model of organizational climate: Friendship clusters, subgroup agreement, and climate schemas , 2008 .

[9]  D. Rousseau.  Psychological contracts in organizations : understanding written and unwritten agreements , 1995 .

[10]  B. Tabachnick,et al.  Using Multivariate Statistics , 1983 .

[11]  Patrick M. Wright,et al.  Strategic HRM and Organizational Behavior: Integrating Multiple Levels of Analysis , 2006 .

[12]  Scott B. MacKenzie,et al.  Organizational citizenship behavior and objective productivity as determinants of managerial evaluations of salespersons' performance , 1991 .

[13]  Lawrence A. Pervin,et al.  Performance and satisfaction as a function of individual-environment fit. , 1968 .

[14]  J. Sinacore.  Multiple regression: Testing and interpreting interactions , 1993 .

[15]  Scott B. MacKenzie,et al.  Do citizenship behaviors matter more for managers than for salespeople? , 1999 .

[16]  Mark A. Huselid.  The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance , 1995 .

[17]  D. Bowen,et al.  Understanding HRM–Firm Performance Linkages: The Role of the “Strength” of the HRM System , 2004 .

[18]  D. D. Hartog,et al.  Performance management: A model and research agenda , 2004 .

[19]  G. Dietz,et al.  Commonalities and contradictions in HRM and performance research , 2005 .

[20]  Berrin Erdogan,et al.  Enhancing career benefits of employee proactive personality: The role of fit with jobs and organizations. , 2005 .

[21]  Amy L. Kristof.  PERSON-ORGANIZATION FIT: AN INTEGRATIVE REVIEW OF ITS CONCEPTUALIZATIONS, MEASUREMENT, AND IMPLICATIONS , 1996 .

[22]  Dora Scholarios,et al.  Employees and High-PerformanceWork Systems:Testinginside the Black Box , 2000 .

[23]  T. Judge,et al.  Interviewers' perceptions of persons-organization fit and organizational selection decisions. , 1997, The Journal of applied psychology.

[24]  T. Judge,et al.  PAY PREFERENCES AND JOB SEARCH DECISIONS: A PERSON-ORGANIZATION FIT PERSPECTIVE , 1994 .

[25]  Cheri Ostroff,et al.  Multiple perspectives of fit in organizations across levels of analysis. , 2007 .

[26]  A. Kristof-brown,et al.  PERCEIVED APPLICANT FIT: DISTINGUISHING BETWEEN RECRUITERS' PERCEPTIONS OF PERSON-JOB AND PERSON-ORGANIZATION FIT , 2000 .

[27]  Stephen M. Colarelli.  Methods of communication and mediating processes in realistic job previews. , 1984 .

[28]  Paul E. Spector.  Method Variance in Organizational Research , 2006 .

[29]  Rémi Jardat,et al.  Psychological Contracts in Organizations Understanding Written and Unwritten Agreements , 2011 .

[30]  Casey Ichniowski,et al.  The Effects of Human Resource Management Practices on Productivity , 1995 .

[31]  Gil Preuss,et al.  Manufacturing Advantage: Why High-Performance Work Systems Pay Off , 2001 .

[32]  Terry A. Beehr,et al.  A meta-analysis of relations between person–organization fit and work attitudes , 2003 .

[33]  D. Guest.  Human resource management and performance: a review and research agenda , 1997 .

[34]  Catherine Truss,et al.  Complexities and Controversies in Linking HRM with Organizational Outcomes , 2001 .

[35]  M. Schmit,et al.  AN ASSESSMENT OF ORGANIZATIONAL CLIMATE AND P—E FIT: A TOOL FOR ORGANIZATIONAL CHANGE , 1996 .

[36]  Michael R. Butler.  The diffusion of television advertising , 1991 .

[37]  Elizabeth C. Ravlin,et al.  Individual Values in Organizations: Concepts, Controversies, and Research , 1998 .

[38]  J. Edwards,et al.  Complementary and supplementary fit: a theoretical and empirical integration. , 2004, The Journal of applied psychology.

[39]  S. Carless.  Person-job fit versus person-organization fit as predictors of organizational attraction and job acceptance intentions : A longitudinal study , 2005 .

[40]  Corine Boon,et al.  Measuring strategic and internal fit in HRM: An alternative approach , 2007 .

[41]  Jeffrey R. Edwards,et al.  Person-job fit:: A conceptual integration, literature review, and methodological critique. , 1991 .

[42]  A. V. Vianen.  PERSON‐ORGANIZATION FIT: THE MATCH BETWEEN NEWCOMERS' AND RECRUITERS' PREFERENCES FOR ORGANIZATIONAL CULTURES , 2000 .

[43]  A. Kristof-brown,et al.  CONSEQUENCES OF INDIVIDUALS' FIT AT WORK: A META-ANALYSIS OF PERSON-JOB, PERSON-ORGANIZATION, PERSON-GROUP, AND PERSON-SUPERVISOR FIT , 2005 .

[44]  J. P. Wanous,et al.  Overall job satisfaction: how good are single-item measures? , 1997, The Journal of applied psychology.

[45]  Jeffrey B. Arthur,et al.  Effects of human resource systems on manufacturing performance and turnover , 1994 .

[46]  Stephen Wood,et al.  Human resource management and performance , 1999 .

[47]  Daniel M. Cable,et al.  SOCIALIZATION TACTICS AND PERSON‐ORGANIZATION FIT , 2001 .

[48]  J. Wagner,et al.  Percept-Percept Inflation in Microorganizational Research: An Investigation of Prevalence and Effect , 1994 .

[49]  P. Muchinsky,et al.  What is person-environment congruence? Supplementary versus complementary models of fit , 1987 .

[50]  Timothy A. Judge,et al.  The Role of Human Resource Systems in Job Applicant Decision Processes , 1994 .

[51]  Gloria Harrell-Cook,et al.  Manufacturing Advantage: Why High-Performance Work Systems Pay Off , 2001 .

[52]  J. Guthrie.  High-Involvement Work Practices, Turnover, and Productivity: Evidence from New Zealand , 2001 .

[53]  J. Guarino.  Book Review Psychological Contracts in Organizations: Understanding Written and Unwritten Agreements. By Denise M. Rousseau. Sage, Thousand Oaks, California , 1998 .

[54]  Timothy M. Gardner,et al.  THE RELATIONSHIP BETWEEN HR PRACTICES AND FIRM PERFORMANCE: EXAMINING CAUSAL ORDER , 2005 .

[55]  Neil Anderson,et al.  Changes in person – organization fit: The impact of socialization tactics on perceived and actual P – O fit , 2004 .

[56]  James N. Baron,et al.  Strategic Human Resources: Frameworks for General Managers , 1999 .

[57]  Benjamin Schneider,et al.  The ASA framework: An update. , 1995 .

[58]  Naomi Ellemers,et al.  Career-oriented versus team-oriented commitment and behavior at work , 1998 .

[59]  Mark A. Huselid,et al.  HR as a Source of Shareholder Value: Research and Recommendations , 1997 .

[60]  Mark A. Huselid,et al.  The Impact of Human Resource Management Practices on Perceptions of Organizational Performance , 1996 .

[61]  Kristy J. Lauver,et al.  Distinguishing between Employees' Perceptions of Person-Job and Person-Organization Fit. , 2001 .

[62]  D. A. Kenny,et al.  The moderator-mediator variable distinction in social psychological research: conceptual, strategic, and statistical considerations. , 1986, Journal of personality and social psychology.

[63]  David Guest,et al.  Human resource management - the workers' verdict , 1999 .