چکیده:
This study aimed to investigate the relationship between person-organization value fit and employee engagement, as well as to develop a new scale for measuring organizational engagement. We considered person-organization fit with a degree of similarity between personal values and organizational values. These values were measured by the Organizational Culture Profile (OCP). We divided employee engagement into two dimensions. These were “work engagement” and “organizational engagement.” Work engagement was measured by the Utrecht Work Engagement Scale (UWES). To measure organizational engagement, we constructed a 15-item Organizational Engagement Scale. We achieved this by examining its definition and existing scales. In order to collect data, available employees provided us with the relevant information. A total of 285 employees answered the questionnaires of this study. These employees worked in organizations that function in the service sector in Istanbul. Our reliability and factor analyses revealed that the Organizational Engagement Scale has a high reliability and two sub dimensions. These were named “organizational vigour" and “organizational dedication”. Regression analyses confirmed our research hypotheses: we found person-organization positively contributed to both work engagement and organizational engagement. However, we found that the contribution of person-organization fit to organizational engagement was more powerful than to work engagement.
خلاصه ماشینی:
Zeynep Merve Ünal, Tülay Turgut Department of Business Administration, Marmara University, Istanbul, Turkey (Received: 11 July, 2014; Revised: 22 December, 2014; Accepted: 1 January, 2015) Abstract This study aimed to investigate the relationship between person-organization value fit and employee engagement, as well as to develop a new scale for measuring organizational engagement.
It was intended to further contribute to our understanding of the implications of person-organization value fit for work and organizational engagement.
Few meta-analyses have been published which identify the strongest and most reliable drivers of work engagement (Christian & Slaughter, 2007; Halbesleben, 2010; Simpson, 2008).
Person-organization fit positively contributes to a large number of organizational attitudes and behaviours (Hoffman & Woehr, 2006, p.
, 2003) argue that person-organization fit has a positive relationship with the following variables: work engagement, organizational commitment, organizational citizenship behaviour and job satisfaction.
In a similar vein, internalization of organizational values and goals are argued to contribute to employee engagement towards their organizations (Bindl & Parker, 2011).
Hence, employees who perceive fit between individual and organizational values, will be expected to behave in an engaged way towards both their work and organization.
Person-Organization Fit Scale We used a shortened 40-item version (Cable & Judge, 1997) of Organizational Culture Profile (OCP), which was developed by O’Reilly et al.
The results of our regression analyses support our hypotheses - that person-organization value fit has a positive contribution to organizational engagement, as well as work engagement.