• Journal of Venture Innovation
• /
• v.3 no.2
• /
• pp.77-93
• /
• 2020

The purpose of this study is to investigate the effect of person-job fit on job performance. In the process, the moderating effect of the meaning of work and the mediating effect of work engagement was investigated. For this purpose, survey data were collected from 304 employees working at the company organization and analyzed using correlation and regression analysis. The summary of the study is as follows. First, there is a significant correlation between realistic person-job fit and perceived person-job fit. Second, perceived person-job fit is a significant predictor of job performance. Third, there is a mediating effect of work engagement in the relationship between person-job fit and job performance. Fourth, there is a moderating effect of the meaning of work in the relationship between person-job fit and work engagement. This study demonstrates the correlation of realistic and perceived person-job fit, which has not been studied in Korea before. It was found that person-job fit influences job performance through mediating emotional variables such as work engagement. From the point of view of organization managers, there is a need to provide a work environment that is appropriate for the characteristics of the employees and to manage how employees perceive person-job fit. In particular, it is necessary to support employees to recognize that their work promotes their growth and contributes to the public good. Finally, the limitations of the study and future research tasks were proposed.

• The Journal of the Convergence on Culture Technology
• /
• v.9 no.2
• /
• pp.275-284
• /
• 2023

This study is of academic significance to investigate the relationship between person-job fit and job-based psychological ownership, which previous studies lacked, and further confirmed for the first time in Korea that job-based psychological ownership mediates the relationship between person-job fit and job performance. In addition, the study supports the expectation theory that competency suitability affects job performance and the social exchange theory that requirement suitability affects job performance.

• Industry Promotion Research
• /
• v.1 no.2
• /
• pp.103-108
• /
• 2016

This study analyzed the effect of female insurance planners' personal traits on job performance in Dangjin, Chungnam. The study results showed that job importance recognition(p<.05, ${\beta}=.321$) significantly affected job satisfaction, so highly recognizing the importance and social reputation improved job satisfaction. Personal traits didn't significantly affected contract performace and workplace satisfaction, but job performance varied by continuos service year. This study provided implications by finding out the degree of importance of personal traits on job performance improvement and verifying the effect of personal factors on performace enhancement of female insurance planners.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.15 no.1
• /
• pp.113-121
• /
• 2014

To improve management performance, medical institutions have great attentions to selecting the good employee. Through job placement, recruited employee performing a given task, previous studies have lack of research, how job environment affects the individual perception of job ability and individual performance. Therefore, targeting at the health care professional employees who work in the hospital, 134 questionnaire data collected, this study performed an empirical study on the relationship between person-job fit, self-efficacy and individual performance. Specifically, mediating effect of self-efficacy between person-job fit and individual performance was verified. The results indicate that first, person-job fit appeared to affect significantly to the sub-factor of self-efficacy (self-adjustment, confidence, goal-difficulty). Second, among the self-efficacy sub-factor, self-adjustment, confidence appeared to influence to the individual performance. Third, self-adjustment was fully mediated between person-job fit and individual performance and confidence was partially mediated between person-job fit and individual performance. These findings have the theoretical implications that self-efficacy studies are expanded to environmental factors and practical implications and study's limitations are discussed in terms of hospital organization's human resource management.

• The Journal of the Korea Contents Association
• /
• v.20 no.8
• /
• pp.274-284
• /
• 2020

In the era of the Fourth Industrial Revolution, the level of data-efficient utilization greatly affects the performance of the enterprise. This study was to verify the effect on organizational performance and the absorption capacity as a mediate, depending on person-job fit and person-organization fit in organizational memory affordance. According to a survey of 317 employees of large, medium and small businesses, organizations that have sufficient organizational memory have had a positive impact on both person-job fit(PJF) and person-organization fit(POF), and also on absorption capacity. In addition, the organizational memory affordance had a positive effect on absorption capacity by mediating the POF. PJF and POF had a positive effect on management performance, but only POF when mediating absorption capacity showed a positive influence relationship. This study is meaningful by comprehensively empirical analysis of the organizational IT construction environment and the members' perception of organization and job as a leading factor in absorption capacity, and simultaneously demonstrating the impact on organizational performance.

• The Journal of the Korea Contents Association
• /
• v.16 no.10
• /
• pp.350-363
• /
• 2016

The purpose of this study was to examine the relationships between emotional intelligence and job performance. Also, the study explore the effects of self-efficacy as a mediating variable and person-supervisor fit as a moderating variable on the mentioned relationships. In order to verify the assumptions related to this research, a survey of 173 sales representatives working in various organizations was conducted. Survey results supported the assumption that higher emotional intelligence resulted in higher job performance. And another assumption that job performance could be predicted more precisely through mediating effect of self-efficacy. Finally, results revealed that the relationships between emotional intelligence and self-efficacy became stronger when the scores of person-supervisor fit were higher. Theoretical and practical implication were reviewed and limitations of the study and suggestions for future research were discussed.

• The Journal of the Korea Contents Association
• /
• v.20 no.6
• /
• pp.211-219
• /
• 2020

The purpose of this study is to examine the moderating effects of perceived organizational justice on the associations between personal job-organizational fit and job loss perceived by social workers. The survey was conducted on social workers in Gwangju. This study conducted descriptive statistics, correlation analysis, hierarchical multiple regression analysis using SPSS 24.0 as an analysis method to verify the main assumptions of this study. The analysis showed that First, The degree of personal job-organizational fit was shown to be slightly higher than normal. perceived organizational justice was investigated as two sub-factors, and distributive justice was shown to be slightly lower than normal and procedural justice to be higher than normal. The degree of job loss was also investigated at a lower level than normal. Second, personal job-organizational fit had negative(-) effects on job loss and the effects were moderated by perceived organizational justice.

• Journal of Digital Convergence
• /
• v.19 no.12
• /
• pp.79-89
• /
• 2021

The purpose of this study is to examine the effects of organizational/job suitability and self-efficacy on the job enthusiasm of public officials to enhance the government's organizational performance and goal achievement, and to examine what mediating effects of self-efficacy have. As the subject and method of the study, a survey was conducted with 248 civil servants from three cities (P, U, Y) in Gyeonggi-do, and structural equation analysis was used for the collected surveys. As a result of the study, organizational suitability of public officials had a positive effect on job enthusiasm, and self-efficacy was found to have a partial mediating effect on organizational suitability and job enthusiasm. In the case of job suitability, job enthusiasm was not significant, and self-efficacy had a fully mediated effect. Based on the results of this study, administrative and policy implications for enhancing the enthusiasm for the job of front-line civil servants of administrative organizations were presented.

• Journal of Digital Convergence
• /
• v.17 no.3
• /
• pp.169-180
• /
• 2019

The purpose of this study is to verify the effect of perceived agile culture(empowerment, continuous learning, personal communication Intensification) on job performance(task, contextual, adaptive) and to explore the moderating effect of individual capability(knowledge, skill). For the empirical analysis, data were collected from convenient sample of 219 employees working at enterprise in China. The analysis of validity and reliability of variables and regression analysis were performed using SPSS 21. The results of this research as followed: firstly, the positive perceived agile culture and job performance were statistically supported. Secondly, the individual capability played as a partial moderator on the relationship between the perceived agile culture and the job performance. The factors that constitute the perceived agile culture can present the research directions for the transformation into the agile organization.

• Journal of the Korean Society for Railway
• /
• v.15 no.6
• /
• pp.645-653
• /
• 2012

This study analyzes the effects of the KTX driver's person-environment(job, organization, Coworker) fit on job satisfaction, organizational commitment and turnover intention. It, additionally, examines the mediating effect of job satisfaction and organizational commitment between person-environment fit and turnover intention. Consequence of the analysis indicates that person-environment fit has mostly meaningful influences on job satisfaction, organizational commitment and turnover intention. But person-job fit makes a meaningless impact on job satisfaction, and person-coworker fit also makes a meaningless impact on job satisfaction and turnover intention. The mediating effect of job satisfaction and organizational commitment is mostly effective, but the mediating effect of job satisfaction does not affect the relation between person-organization fit and turnover intention. In conclusion, this study implies that, in order to grasp KTX driver's turnover intention and to protect actual turnover, it is important to enhance job satisfaction and organizational commitment as well as to improve overall person-environment fit.