This chapter presents an application-oriented operationalization of moving the focus from the classic micro and macro conception of cognition in organizations, to the social organization that constitutes at the meso domain. In so doing, it builds on cognitive literature and Person-Environment fit (P-E fit) literature and in the process argues that the Organization-Cognition fit (O-C fit) approach can be adapted to pursue improvement of organizational team performance. At the same time, this chapter attempts to advance our knowledge of O-C fit while also attempting to further transcend traditional P-E fit measures by highlighting the dynamic nature of a continuously evolving team environment. To test the bounds of this proposition, the O-C fit agent-based simulation model by Herath and Secchi (2021) is further developed to include the fit tradition referred to as complementary fit. The results show that aspects such as competence and docility among others play a significant role in facilitating optimal problem-solving performance.

Person-organisation (P-O) fit has attracted much attention as an important workplace variable, but there is little consensus regarding conceptualisation, operationalisation, and the criteria used to measure it. Values congruence, personality congruence, knowledge-skills-abilities, and goal congruence are recognized as separate aspects of P-O fit, and have been identified as predictors of work attitudes and behaviours. The present study reports on the development and initial validation of a perceived goal congruence scale that can be used to measure perceptions of similarity between employee and organisational goals, which has not been studied previously. Initial items were administered to 895 employees of a manufacturing company in Indonesia. Exploratory factor analyses identified a single factor, which was confirmed on a holdout sample using confirmatory factor analysis. Construct validity was demonstrated by testing correlations between the new scale and attitudinal variables of j...

The Impact of Person organization Fit on Job Satisfaction and Performance of the Employees

Article Type: Full Length Research Article This research examined and explained the causal relationship between variable status of lecturers, competence, motivation, person organization fit and performance of private university lecturers in Kopertis VII East Java region of Indonesia. Several hypotheses were stated before the commencement of the study. A total of 388 lecturers were sampled in the study. Based on the analysis of data using PLS; the results obtained reveal that the status of lecturers do not affect their performance. Secondly, the hypothesis which states that the status of lecturers affect their person organization fit (POF) was accepted. Thirdly, the hypothesis which states that the competence of lecturers affect performance was also accepted. The hypothesis which states that the competence of lecturers affect their POF was also accepted. The hypothesis which states that motivation had influence on the performance of lecturers was rejected. Again, the hypothesis which...

The right for right place can make a big difference for the growth of organization human resource playing a significant role. To further strengthen the organization, the tasks are being assigned on merit basis to those employees who possess relevant knowledge and competence. The competitive strength and effectiveness of organization is the skilled human force. The object of this study is to examine relationship person job fit, person organization fit and employee job performance. To determine efficiency and effectiveness of employees; the job performance is an important source in organization. Logically better a person 'fit' may take less time to adjust the way; he shall have to do (Roberts and Robins, 2004). The sample of 381 government employees, working in health sector of Sindh was selected for this study. The random sampling technique was used from known population.The data was analyzed by using AMOS v.22 software. It has been found that there is a positive relationship between PJF (Person Job Fit) POF (Person Organization Fit) and EJP (Employee Job Performance). To drive out the best use of human resource, there is prerequisite to allocate tasks that are best suited to their abilities, knowledge and skills. Human resource management helps in obtaining the person growth and better working condition between employees and organization. The present study will add body of knowledge into existing literature by screening; how PJF and POF related with employee job performance. Person having high fits (PJF and POF) found to have positive impact on employee job performance and are considered as good predictors (Edwards, 1991). Person job fit is described compatibility between person and his job performed at workplace. To meet demands of job, there is need to have compatibility between employee needs and job supplies to utilize their competency (Kristof-Brown, 2007).The person has required certain cognitive abilities and personality fit to perform the necessary tasks(Chuck Russell, 1993).The person if good fit with environment creates maximum satisfaction that reveals cognitive and physical contentment. The staff itself effectively corresponds towards career related personality types and more satisfied if they are better settled with job (Tinsley, 2000). The job fit is used to attract the talent. It removes costly hiring faults, improve the performance and reducing the turnover intention. More over the compatibility amid individual values and organizational culture reflects the suitability among individuals with job tasks (Tak, 2011). It is generally accepted for any successful business, the effective communication among the staff is necessary.Job fit staff more passionate about their tasks can have a positive impact on job performance; having a good communication within staff and increases productivity as well.More motivated people at work do better job and their role is successful in organization.It shows good person job fit.In addition to this, organization shall be able to maximize its revenue and reduce the employee turnover cost. According to Holland's theory, most people fit into one of sic personality and work environment type: (Realistic, Artistic, Investigative, Social, Enterprising and Conventional). Person organization fit remained an interested area for research endeavors since last two decades.The suitability of antecedents and consequences among employee and organization iswhere they perform tasks. The studies revealed that the consequences of POFpositively related with job satisfaction, job performance and organizational commitment. The POF is an important antecedent and is used in process of recruitment in organization. It is concerned by examining phenomenon of recruiting the employees "KSAs"(Chatman, 1989).Therefore, it suggestsfurther flexible and comprehensive plan for recruitment of Staff. Schneider's (1987) Attraction-Selection-Attrition (ASA) framework may be viewedaslandmark in start of person organization fit research.

Good performance can have a tremendous impact on the organization concerned. The favored performance increase does not quickly materialize however calls for a protracted method. Good employee performance will be useful for companies or institutions in achieving their goals. This research is to look at the factors that influence employee performance at KONI Sungaipenuh City. On this have a look at, soft skills have a significant impact on creativity. Likewise, creativity has a significant effect on employee performance and soft skills have a substantial effect on employee performance through creativity. in the meantime, other hypotheses on this take a look at implying that the speculation is rejected or has no widespread impact. The data analysis approach to be able to be used in this examination is to apply a structural equation modeling. SEM offers capabilities for path analysis, the path analysis that will be used in this research is partial least squares (PLS), using Smart PLS 4....