Skip navigation

Testing additive versus interactive effects of person-organization fit and organizational trust on engagement and performance

Testing additive versus interactive effects of person-organization fit and organizational trust on engagement and performance

Alfes, Kerstin, Shantz, Amanda and Alahakone, Ratnes (2016) Testing additive versus interactive effects of person-organization fit and organizational trust on engagement and performance. Personnel Review, 45 (6). pp. 1323-1339. ISSN 0048-3486 (doi:10.1108/PR-02-2015-0029)

[img]
Preview
PDF (Author Accepted Manuscript)
14289_Shantz_Testing additive vs interactive effects (AAM) 2016.pdf - Accepted Version

Download (225kB) | Preview
[img] PDF (Email of Acceptance)
14289_SHANTZ_Acceptance_Email_2015.pdf - Additional Metadata
Restricted to Repository staff only

Download (46kB)

Abstract

Purpose: To date, most research has assumed an additive relationship between work-related predictors and engagement. The present study contributes to the refinement of engagement theory by exploring the extent to which two predictors – person-organization fit and organizational trust – interact to influence employees’ engagement, which in turn, positively influences their task performance.

Design: A test of moderated mediation was conducted using survey data collected from 335 employees and matched performance records from the Human Resource department in a support services organization in the United Kingdom.

Findings: Engagement was best predicted by the interactive model, rather than the additive model, as employees who felt a close fit with their organization and who trusted their organization were most engaged with their work. Further, engagement mediated the relationship between the interaction and task performance.

Originality: This paper contributes to a refinement of engagement theory by presenting and testing a model that explains the synergistic effect of work-related factors on engagement.

Item Type: Article
Uncontrolled Keywords: Person-organization fit; organizational trust; engagement; individual task performance
Subjects: H Social Sciences > H Social Sciences (General)
Faculty / Department / Research Group: Faculty of Business
Faculty of Business > Department of Human Resources & Organisational Behaviour
Last Modified: 28 Sep 2017 09:38
Selected for GREAT 2016: None
Selected for GREAT 2017: None
Selected for GREAT 2018: None
URI: http://gala.gre.ac.uk/id/eprint/14289

Actions (login required)

View Item View Item

Downloads

Downloads per month over past year

View more statistics