THE IMPACT OF PERSON-ORGANIZATIONAL FIT ON INNOVATIVE WORK BEHAVIORS: AN EMPIRICAL STUDY

Year 2024, , 19 - 38, 05.05.2024

Semih Derelioğlu

https://doi.org/10.18092/ulikidince.1394102

Abstract

Innovation work behavior encompasses creativity, the implementation of ideas, and providing benefits. In this sense, any activity that is beneficial to the organization, such as adopting new methods or generating new ideas to improve processes, is considered innovative work behavior. With the advent of the New Public Management (NPM) approach in public institutions, innovative work behaviors have become exceptionally crucial. This study aims to explore the impact of person-organization (P-O) fit on innovative work behaviors and the moderating effect of affective commitment. Data was collected via surveys from 221 white-collar workers in a district municipality's central courthouse and court affiliates in the Aegean region of Turkey. Statistical analysis was carried out at a 95% confidence level using SPSS 21.0 and AMOS 23, including Pearson correlation, regression, and simple slope analysis. The results show that P-O fit positively influences innovative work behaviors, and affective commitment plays a moderating role in this relationship by enhancing individuals' commitment to their organizations.

Keywords

Person-Organizational Fit, Innovative Work Behavior, Affective Commitment, Organizational Behaviour

Ethical Statement

"Ethical approval for data collection was obtained from the Scientific Research and Publication Ethics Committee of Celal Bayar University, Turkey, with the approval number E--050.01.04-306419."

BİREY-ÖRGÜT UYUMUNUN YENİLİKÇİ ÇALIŞMA DAVRANIŞLARINA ETKİSİ: AMPİRİK BİR ARAŞTIRMA

Abstract

Yenilikçi çalışma davranışı, yaratıcılık, fikirlerin uygulanması ve fayda sağlamasını içermektedir. Bu anlamda, örgütün faydasına olan her tür faaliyet, yeni yöntemlerin benimsenmesi veya süreci geliştirecek yeni fikirlerin üretilmesi gibi herhangi bir eylem yenilikçi iş davranışı olarak kabul edilir. Kamu kurumlarında yeni kamu yönetimi (YKY) yaklaşımıyla birlikte yenilikçi iş davranışları son derece önemli hale gelmiştir. Bu çalışmanın amacı, birey-örgüt uyumunun yenilikçi çalışma davranışları üzerindeki etkisini incelemek ve bu ilişkide duygusal bağlılığın rolünü açığa çıkarmaktır. Araştırma kapsamında, Türkiye’nin Ege bölgesinde bir ilçe belediyesinin merkez adliyesi ve mülhakat adliyelerinde 221 beyaz yakalı örnekleminde anket yoluyla veriler toplanmıştır. Verilerin analizleri SPSS 21.0 ve AMOS 23 programlarında %95 güven düzeyinde gerçekleştirilmiştir. Çalışmanın hipotezlerini test etmek üzere Pearson korelasyon, regresyon ve basit eğim analizi uygulanmıştır. Elde edilen sonuçlar, birey-örgüt uyumunun, yenilikçi çalışma davranışlarını pozitif yönde etkilediğini göstermektedir. Ayrıca, duygusal bağlılığın bu ilişkide düzenleyici bir rol oynadığı tespit edilmiştir. Duygusal bağlılık, bireylerin örgütlerine olan bağlılığını artırarak yenilikçi çalışma davranışlarını teşvik etmektedir.

Keywords

Birey-Örgüt Uyumu, Yenilikçi Çalışma Davranışı, Duygusal Bağlılık, Örgütsel Davranış

Ethical Statement

T.C. Manisa Celal Bayar Üniversitesi Rektörlüğü Bilimsel Araştırma ve Yayın Etiği Kuruldan Sayı: E--050.01.04-306419 ile verilerin toplanması için gerekli etik kurul izni alınmıştır.

References

• Abstein, A., and Spieth, P. (2014). Exploring HRM Meta-Features That Foster Employees’ Innovative Work Behavior in Times Of Increasing Work-Life Conflict. Creativity and Innovation Management, 23(2), 211-225.
• Afsar, B., Badir, Y., and Khan, M. M. (2015). Person–Job Fit, Person–Organization Fit and Innovative Work Behavior: The Mediating Role of Innovation Trust. The Journal of High Technology Management Research, 26(2), 105-116.
• Akhtar, W., Syed, F., Husnain, M., and Naseer, S. (2019). Person-Organization Fit and Innovative Work Behavior: The Mediating Role of Perceived Organizational Support, Affective Commitment and Trust. Pakistan Journal of Commerce and Social Sciences, 13(2), 311-333.
• Allen, N. J., and Meyer, J. P. (1990). The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization. Journal of Occupational Psychology, 63(1), 1-18.
• Alniaçik, E., Alniaçik, Ü., Erat, S., and Akçin, K. (2013). Does Person-organization Fit Moderate the Effects of Affective Commitment and Job Satisfaction on Turnover Intentions? Procedia- Social and Behavioral Sciences, 99(6), 274-281.
• Ambrose, M. L., Arnaud, A., and Schminke, M. (2007). Individual Moral Development and Ethical Climate: The Influence of Person-Organization Fit on Job Attitudes. Journal of Business Ethics, 77(3), 323-333.
• Andrews, M. C., Baker, T., and Hunt, T. G. (2011). Values and Person‐Organization Fit: Does Moral Intensity Strengthen Outcomes? Leadership & Organization Development Journal, 32(1), 5-19.
• Aytaç, M., ve Öngen, B. (2012). Doğrulayıcı Faktör Analizi ile Yeni Çevresel Paradigma Ölçeğinin Yapı Geçerliliğinin İncelenmesi. İstatistikçiler Dergisi, 5, 14-22.
• Baumgartner, H., and Homburg, C. (1996). Applications of Structural Equation Modeling in Marketing and Consumer Research: A Review. International Journal of Research in Marketing, 13(2), 139-161.
• Bretz, R. D., and A., T. (1994). Person–Organization Fit and the Theory of Work Adjustment: Implications for Satisfaction, Tenure, and Career Success. Journal of Vocational Behavior, 44(1), 32–54.
• Büyüköztürk, Ş., Çakmak, E. K., Akgün, Ö. E., Karadeniz, Ş., ve Demirel, F. (2023). Eğitimde Bilimsel Araştırma Yöntemleri (34. b.). Ankara: Pegem Akademi.
• Cable, D. M., and Judge, T. A. (1997). Interviewers' Perceptions of Person-Organization Fit and Organizational Selection Decisions. Journal of Applied Psychology, 82(4), 546-561.
• Chang, L.-C., and Liu, C.-H. (2008). Employee Empowerment, Innovative Behavior And Job Productivity of Public Health Nurses: A Cross-Sectional Questionnaire Survey. International Journal of Nursing Studies, 45(10), 1442-1448.
• Chatman, J. A. (1989). Matching People and Organizations: Selection and Socialization in Public Accounting Firms. Academy of Management Proceedings (s. 199-203). içinde Briarcliff Manor, NY: Academy of Management.
• Çalışkan, A., Akkoç, İ., ve Turunç, Ö. (2011). Örgütsel Performansın Arttırılmasında Motivasyonel Davranışların Rolü: Yenilikçilik ve Girişimciliğin Aracı Rolü. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 16(3).
• Çankaya, S. Y., ve Sezen, B. (2015). Ekolojik Yenilik ile Sürdürülebilirlik Performansı Arasındaki İlişkide Çevresel Belirsizliğin Moderatör Etkisi. Uluslararası Yönetim İktisat ve İşletme Dergisi, 11(24), 111-134.
• Çekmecelioğlu, H. G. (2006). Örgüt İklimi, Duygusal Bağlılık ve Yaratıcılık Arasındaki İlişkilerin Değerlendirilmesi: Bir Araştırma. İktisadi ve İdari Bilimler Dergis, 20(2), 295-310.
• Çekmecelioğlu, H. G., ve Eren, E. (2007). Psikolojik Güçlendirme, Örgütsel Bağlılık ve Yaratıcı Davranış Arasındaki İlişkilerin Değerlendirilmesi. Yönetim Dergisi: İstanbul Üniversitesi İşletme Fakültesi İşletme İktisadı Enstitüsü, 18(57), 13-25.
• Dawis, R. V., and Lofquist, L. H. (1976). Personality Style and the Process of Work Adjustment. Journal of. Journal of Counseling Psychology, 23(1), 55-59.
• De Jong, J. P., and Den Hartog, D. N. (2008). Innovative Work Behavior: Measurement and Validation. EIM Business and Policy Research, 8(1), 1-27.
• De Jong, J., and Den Hartog, D. (2010). Measuring Innovative Work Behavior. Creativity and Innovation Management, 19(1), 23-36.
• Derin, N. (2018). Kuruma Duyulann Psikolojik Sahiplenme ile Yenilikçi İş Davranışı Arasındaki İlişkide Sanal Kaytarmanın Düzenleyici Rolü. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 36(1), 63-82.
• Eroğlu, A., Topçu, M. K., ve Basım, H. N. (2018). Bireysel Yenilikçi Davranışların Çalışma Arkadaşları ile Çatışma ve İşten Ayrılma Niyeti Üzerine Etkileri: Kamu Sektöründe Bir Araştırma. Business and Economics Research Journal, 9(1), 123-136.
• Farr, J. L., and Ford, C. M. (1990). Individual Innovation. M. A. West, & J. L. Farr içinde, Innovation and Creativity at Work: Psychological and Organisational Strategies. Chichester: Wiley.
• Groeneveld, R. A., and Meeden, G. (1984). Measuring Skewness and Kurtosis. Journal of the Royal Statistical Society: Series D (The Statistician), 33(4), 391-399.
• Güçlü, N. (2003). Örgüt kültürü. Gazi Üniversitesi Sosyal Bilimler Dergisi, 23(2), 147-159.
• Hakimian, F., Farid, H., Ismail, M. N., and Nair, P. K. (2016). Importance of Commitment in Encouraging Employees’ İnnovative Behaviour, Asia-Pacific. Journal Of Business Administration, 8(1), 70-83.
• Hopkins, K. D., and Weeks, D. L. (1990). Tests for Normality and Measures of Skewness and Kurtosis: Their Place in Research Reporting. Educational and Psychological Measurement, 50, 717-729.
• Hornsby, J. S., Kuratko, D. F., Shepherd, D. A., & Bott, J. P. (2009). Managers’ Corporate Entrepreneurial Actions: Examining Perception and Position. Journal of Business Venturing, 24(3), 236-247.
• Huselid, M. A., and Day, N. E. (1991). Organizational Commitment, Job Involvement and Turnover: A Substantive and Methodological Analysis. Journal of Applied Psychology, 76(3), 380–391.
• Jafri, M. H. (2010). Organizational Commitment and Employee’s Innovative Behavior: A Study in Retail Sector. Journal Of Management Research, 10(1), 62-68.
• Jansen, K. J., and Kristof-Brown, A. (2006). Toward a Multidimensional Theory of Person-Environment Fit. Journal of Managerial Issues, 18(2), 193-212.
• Janssen, O. (2000). Job Demands, Perceptions of Effort-Reward Fairness, and Innovative Work Behavior. Journal of Occupational and Organizational Psychology, 73, 287-302.
• Janssen, O. (2003). Innovative Behavior and Job Involvement at the Price of Conflict and Less Satisfactory Relations with Co-Workers. Journal of Occupational and Organizational Psychology, 76, 347–364.
• Kelloway, E. K. (1998). Using LISREL For Structural Equation Modeling: A Researcher's Guide. London: Sage Publications.
• Kheng, Y. K., June, S., and Mahmood, R. (2013). The Determinants of Innovative Work Behavior in the Knowledge Intensive Business Services Sector in Malaysia. Asian Social Science, 9(15), 1911-2025.
• Kim, S. (2012). Does Person-Organization Fit Matter in the Public Sector? Testing the Mediating Eff ect of Person-Organization Fit in the Relationship between Public Service Motivation and Work Attitudes. Public Administration Review, 72(6), 830-840.
• Kim, T. T., and Lee, G. (2013). Hospitality Employee Knowledge-Sharing Behaviors in the Relationship Between Goal Orientations and Service Innovative Behavior. International Journal of Hospitality Management, 34, 324-337.
• Kline, R. B. (2015). Principles and Practice of Structural Equation Modeling (Methodology in the Social Sciences) (4. b.). New York: Taylor & Francis.
• Kristof, A. L. (1996). Person-Organization Fit: An Integrative Review of Its Conceptualizations, Measurement, and Implications. Personnel Psychology, 49(1), 1-49.
• Kristof-Brown, A. L., Zimmerman, R. D., and Johnson, E. C. (2005). Consequences of Individual's Fit at Work: A Meta‐Analysis of Person–Job, Person–Organization, Person–Group, and Person–Supervisor Fit. Personnel Psychology, 58(2), 281-342.
• Kristof-Brown, A., Barrick, M. R., and Stevens, C. K. (2005). When Opposites Attract: A Multi-Sample Demonstration of Complementary Person-Team Fit on Extraversion. Journal of Personality, 73(4), 935-958.
• McConnell, C. J. (2003). A Study of the Relationships among Person-Organization Fit and Affective, Normative, and Continuance Components of Organizational Commitment. Journal of Applied Management and Entrepreneurship, 8(4), 137-156.
• Meyer, J. P., Allen, N. J., and Smith, C. A. (1993). Commitment to Organizations and Occupations: Extension and Test of a Three-Component Conceptualization. Journal of Applied Psychology, 78(4), 538-551.
• Meyer, J. P., Stanley, D. J., Herscovitch, L., and Topolnytsky, L. (2002). Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences. Journal of Vocational Behavior, 61, 20-52.
• Michael J. Mustafa, Badri, S. K., and Ramos, H. M. (2022). Linking Middle-Managers’ Ownership Feelings to their Innovative Work Behaviour: The Mediating Role of Affective Organisational Commitment. Journal of Management & Organization, 1-18.
• Moors, J. J. (1986). The Meaning of Kurtosis: Darlington Reexamined. The American Statistician, 40(4), 283-284.
• Morrow, P. C. (1993). The Theory and Measurement Work Commitment. Greenwich: JAI Press.
• Mowday, R., Porter, L., and Steers, R. (1982). Employee-Organization Linkages: The Psychology Of Commitment, Absenteeism, And Turnover. New York: Academic Press.
• Netemeyer, R. G., Boles, J. S., D. O., and McMurrian, R. (1997). An Investigation into the Antecedents of Organizational Citizenship Behaviors in a Personal Selling Context. Journal of Marketing, 61(3), 85-98.
• Nunnally, J. C. (1967). Psychometric theory. New Jork: McGraw-Hill.
• Özer, M. A. and Yıldırım, Serpil. (2023). Küreselleşmenin Kamu Hizmetine Yansıması ve Türk Kamu Yönetimine Etkisi. Sakarya Üniversitesi Türk Akademi Dergisi, 2(1), 61-87.
• Pallant, J. (2020). SPSS Survival Manual: A Step by Step Guide to Data Analysis Using IBM SPSS. London: McGraw-Hill Education.
• Reichers, A. E. (1985). A Review and Reconceptualization of Organizational Commitment. Academy of Management Review, 10(3), 465-476.
• Robbins, S. (1971). Organizational Behaviour. New Jersey: Prentice Hall International Inc.
• Schermelleh-Engel, K., Moosbrugger, H., and Müller, H. (2003). Evaluating the Fit of Structural Equation Models: Tests of Significance and Descriptive Goodness-of-Fit Measures. Methods of Psychological Research Online, 8(2), 23-74.
• Scott, S. G., and Bruce, R. A. (1994). Determinants of Innovationbehavior: A Path Model of Individual Innovation in the Work Place. Academy of management journal, 37(3), 580-607.
• Sheldon, M. E. (1971). Investments And İnvolvement As Mechanisms Producing Commitment To The Organization. Administrative Science Querterly, 16(2), 143-150.
• Silverthorne, C. (2004). The Impact of Organizational Culture and Person-Organization Fit on Organizational Commitment and Job Satisfaction in Taiwan. Leadership & Organization Development Journal, 25, 592-599.
• Subramanian, S., Billsberry, J., and Barrett, M. (2023). A Bibliometric Analysis of Person-Organization Fit Research: Significant Features and Contemporary Trends. Management Review Quarterly, 73(4), 1971-1999.
• Suwanti, S., Udin, U., and Widodo, W. (2018). Person-Organization Fit, Person-Job Fit, and Innovative Work Behavior: The Role of Organizational Citizenship Behavior. European Research Studies, 21, 389-402.
• Tekin, İ. Ç., ve Akgemci, T. (2019). Örgütsel Bağlılığın Yenilikçi İş Davranışlarına Etkisi. BMIJ, 7(4), 1709-1739.
• Tom, V. R. (1971). The Role of Personality and Organizational Images in the Recruiting Process. Organizational Behavior and Human Performance, 6(5), 573-592.
• Turunç, Ö., ve Çelik, M. (2012). İş Tatmini-Kişi-Örgüt Uyumu ve Amire Güven-Kişi Örgüt Uyumu İlişkisinde Dağıtım Adaletinin Düzenleyici Rolü. “İşGüç” Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 14(2), 57-78.
• Tutar, H. (2007). Erzurum'da Devlet ve Özel Hastanelerde Çalışan Sağlık Personelinin İşlem Adaleti, İş Tatmini ve Duygusal Bağlılık Durumlarının İncelenmesi. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi, 12(3), 97-120.
• Utomo, H. J. N., Irwantoro, I., Wasesa, S., Purwati, T. Sembiring, R. and Purwanta A. (2023). Investigating The Role of Innovative Work Behavior, Organizational Trust, Perceived Organizational Support: An Empirical Study on SMEs Performance. Journal of Law and Sustainable Development, 11(2), 1-19.
• Van Vianen, A. E. (2018). Person-Organization Fit: The Match Between Newcomers' and Recruiters' Preferences for Organizational Cultures. Personnel Psychology, 53(1), 113-149.
• Vancouver, J. B., and Schmitt, N. W. (1991). An Exploratory Examination of Person-Organization Fit: Organizational Goal Congruence. Personnel Psychology, 44(2), 333–352.
• Wasti, S. A. (2003). Organizational Commitment, Turnover Intentions, and the Influence of Cultural Values. Journal of Occupational and Organizational Psychology, 76, 303-321.
• West, M. A., and Farr, J. L. (1989). Innovation at Work: Psychological Perspectives. Social Behaviour, 4(1), 15-30.
• Wiener, Y. (1982). Commitment in organizations: A normative view. Academy of Management Review, 7, 418-428.
• Xerri, M. J., and Brunetto, Y. (2013). Fostering Innovative Behaviour: The Importance Of Employee Commitment and Organisational Citizenship Behaviour. International Journal of Human Resource Management, 24(16), 3163–3177.
• Yeşil, S., Sözbilir, F., and Akben, İ. (2012). Affective Organisational Commitment, Individual Innovation Behaviour and Organisational Innovation Performance. Proceedings of the 10th International Conference on Knowledge. Economyand Management.
• Yousaf, Z., Javed, A. and Badshah, W. (2024). Unlocking the Power of Minds: Understanding the Interaction of Organizational Culture. Innovative Work Behavior, and Emotional Intelligence for Improved Employee Performance, 1-17.
• Zhu, Lin, Thawornlamlert, Subedi, and Kim (2023). The Antecedents Of Employees’ Innovative Behavior in Hospitality and Tourism Contexts: A Meta-Regression Aproach. International Journal of Hospitality Management, 1-13.