Different fits satisfy different needs: linking person-environment fit to employee commitment and performance using self-determination theory.
Integrating and expanding upon the person-environment fit (PE fit) and the self-determination theory literatures, the authors hypothesized and tested a model in which the satisfaction of the psychological needs for autonomy, relatedness, and competence partially mediated the relations between different types of perceived PE fit (i.e., person-organization fit, person-group fit, and job demands-abilities fit) with employee affective organizational commitment and overall job performance. Data from 163 full-time working employees and their supervisors were collected across 3 time periods. Results indicate that different types of PE fit predicted different types of psychological need satisfaction and that psychological need satisfaction predicted affective commitment and performance. Further, person-organization fit and demands-abilities fit also evidenced direct effects on employee affective commitment. These results begin to explicate the processes through which different types of PE fit relate to employee attitudes and behaviors.
Greguras
Gary J
GJ
Lee Kong Chian School of Business, Singapore Management University, Singapore. garygreguras@smu.edu.sg
Diefendorff
James M
JM
D000328:Adult; D000339:Affect; D004650:Employee Performance Appraisal; D005260:Female; D006301:Health Services Needs and Demand; D006801:Humans; D007206:Individuality; D007588:Job Satisfaction; D008297:Male; D008875:Middle Aged; D008960:Models, Psychological; D009042:Motivation; D026684:Personal Autonomy; D010558:Personnel Loyalty; D010560:Personnel Selection; D012931:Social Environment