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:https://doi.org/10.1108/PR-02-2015-0029)

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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 / School / Research Centre / Research Group:	Faculty of Business Faculty of Business > Department of Human Resources & Organisational Behaviour
Last Modified:	07 May 2020 13:28
URI:	http://gala.gre.ac.uk/id/eprint/14289

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