Person-career fit and employee outcomes among research and development professionals

Jongseok Cha · Youngbae Kim · Tae‐Yeol Kim

42 citations0/0 files storedHuman Relations

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Job Satisfaction and Organizational Behavior Higher Education and Employability Career Development and Diversity

Abstract

This study aims to examine the effects of person-career (PC) fit on employee outcomes. It is based on a sample of 1128 research and development (R&D) professionals and 222 project managers in 15 South Korean organizations. The results revealed that a managerial PC fit has a curvilinear relationship with job satisfaction and organizational commitment, and a technical PC fit has a curvilinear relationship with job satisfaction. For example, job satisfaction increased as career orientation increased toward career development opportunities, then decreased when career development opportunities exceeded career orientation. In addition, as expected, job satisfaction and organizational commitment are higher when career orientation and career development opportunities are both high rather than low. For work performance, contributions to organizations increased as managerial career orientations increased toward managerial career opportunities, then decreased when managerial career opportunities exceeded managerial career orientation.

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2002Culture's Consequences: Comparing Values, Behaviors, Institutions, and Organizations across Nations 1974Organizational commitment, job satisfaction, and turnover among psychiatric technicians.2005CONSEQUENCES OF INDIVIDUALS' FIT AT WORK: A META‐ANALYSIS OF PERSON–JOB, PERSON–ORGANIZATION, PERSON–GROUP, AND PERSON–SUPERVISOR FIT 1996PERSON‐ORGANIZATION FIT: AN INTEGRATIVE REVIEW OF ITS CONCEPTUALIZATIONS, MEASUREMENT, AND IMPLICATIONS 1997Overall job satisfaction: How good are single-item measures?1996Searching for Common Threads: Understanding the Multiple Effects of Diversity in Organizational Groups 1981Measuring and Assessing Organizations.2001Value Hierarchies Across Cultures

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