ORGANIZATIONAL COMMITMENT AS A MEDIATOR OF JOB FIT AND PRODUCTIVITY

Abstract

This study explores the mediating influence of organizational commitment on the relationship of person–job fit and productivity of employees in organizational contexts. This study was based on person–environment fit theory and organizational commitment models. The study argued that the more aligned the job demands and the employee’s skills, the greater the organizational commitment, which subsequently improves productivity. A quantitative, cross sectional was applied, obtaining data from 326 employees from medium sized service and manufacturing companies. Standardized instruments were used to assess person–job fit, the three organizational commitment dimensions (affective, continuance, normative), and productivity. Direct and indirect effects were tested using SEM. Results showed that there was a significant positive relationship between job fit and productivity and organizational commitment partially mediating the relationship. Of the commitment dimensions, the affective component showed the strongest mediating effect. These findings show employees-role alignment as an area which is critical and needs to be addressed to improve organizational performance. This study added to the literature on the psychological aspects of work design as it also provided real-life implications of human resource policies aimed at fostering organizational commitment and productivity.