Integrating and expanding upon the person-environment fit (PE fit) and the self-determination theory literatures, the authors hypothesized and tested a model in which the satisfaction of the psychological needs for autonomy, relatedness, and competence partially mediated the relations between different types of perceived PE fit (i.e., person-organization fit, person-group fit, and job demands-abilities fit) with employee affective organizational commitment and overall job performance. Data from 163 full-time working employees and their supervisors were collected across 3 time periods. Results indicate that different types of PE fit predicted different types of psychological need satisfaction trod that psychological need satisfaction predicted affective commitment and performance. Further, person-organization fit and demands-abilities fit also evidenced direct effects on employee affective commitment. These results begin to explicate the processes through which different types of PE fit relate to employee attitudes and behaviors.
Human Resources Management | Organizational Behavior and Theory
Organisational Behaviour and Human Resources
Journal of Applied Psychology
American Psychological Association
GREGURAS, Gary J. and DIEFENDORFF, James M..
Different Fits Satisfy Different Needs: Linking Person-Environment Fit to Employee Commitment and Performance Using Self-Determination Theory. (2009). Journal of Applied Psychology. 94, (2), 465-477. Research Collection Lee Kong Chian School Of Business.
Available at: http://ink.library.smu.edu.sg/lkcsb_research/2559