Person-organization fit and organizational identification as predictors of positive and negative work-home interactions

Objectives: The aim of the presented research was to explore the links between complementary and supplementary dimensions of Person-Organization fit (P-O fit), organizational identification (OI) and negative (WHI-) versus positive (WHI+) work-home interactions. It was assumed that both complementary...

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Main Authors: Dorota Merecz, Aleksandra Andysz
Format: Article
Language:English
Published: Nofer Institute of Occupational Medicine 2014-02-01
Series:International Journal of Occupational Medicine and Environmental Health
Subjects:
Online Access:http://ijomeh.eu/Person-organization-fit-and-organizational-identification-as-predictors-of-positive-and-negative-work-home-interactions,2083,0,2.html
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author Dorota Merecz
Aleksandra Andysz
author_facet Dorota Merecz
Aleksandra Andysz
author_sort Dorota Merecz
collection DOAJ
description Objectives: The aim of the presented research was to explore the links between complementary and supplementary dimensions of Person-Organization fit (P-O fit), organizational identification (OI) and negative (WHI-) versus positive (WHI+) work-home interactions. It was assumed that both complementary and supplementary P-O fit and OI were positively related to WHI+ and negatively to WHI-. Materials and Methods: The study was conducted on a large sample of Polish blue and white collar workers. The subjects were interviewed by means of questionnaires measuring: supplementary and complementary dimensions of P-O fit, OI and WHI. General work ability and demographic variables were also controlled in the study, and statistical analysis of ANOVA, pairwise comparison as well as regression were performed. Results: P-O fit and OI differentiated the subjects in terms of WHI. For women supplementary fit was a significant predictor of WHI- and explained 12% of its variance, for men it was complementary fit with the number of working days per week and the level of education, which explained 22% of variance. Supplementary fit and OI explained 16% of WHI+ variance in women; OI, tenure at the main place of employment and the level of education explained 8% of WHI+ variance in men. Conclusions: It has been proven that not only are the effects of P-O fit and OI limited to the work environment but they also permeate boundaries between work and home and influence private life - good level of P-O fit and good OI play facilitating role in the positive spillover between work and home. Gender differences in the significance and predictive values of P-O fit and OI for WHI were also found. The innovative aspect of the work is the inclusion of P-O fit and OI in the range of significant predictors of work-home interaction. The results can serve as rationale for employers that improvement of P-O fit and employees' organizational identification should be included in work-life balance programs.
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spelling doaj.art-7c6ae037a9104c50a01569c82f7467292022-12-21T22:33:56ZengNofer Institute of Occupational MedicineInternational Journal of Occupational Medicine and Environmental Health1232-10871896-494X2014-02-01271162710.2478/s13382-014-0221-8Person-organization fit and organizational identification as predictors of positive and negative work-home interactionsDorota MereczAleksandra AndyszObjectives: The aim of the presented research was to explore the links between complementary and supplementary dimensions of Person-Organization fit (P-O fit), organizational identification (OI) and negative (WHI-) versus positive (WHI+) work-home interactions. It was assumed that both complementary and supplementary P-O fit and OI were positively related to WHI+ and negatively to WHI-. Materials and Methods: The study was conducted on a large sample of Polish blue and white collar workers. The subjects were interviewed by means of questionnaires measuring: supplementary and complementary dimensions of P-O fit, OI and WHI. General work ability and demographic variables were also controlled in the study, and statistical analysis of ANOVA, pairwise comparison as well as regression were performed. Results: P-O fit and OI differentiated the subjects in terms of WHI. For women supplementary fit was a significant predictor of WHI- and explained 12% of its variance, for men it was complementary fit with the number of working days per week and the level of education, which explained 22% of variance. Supplementary fit and OI explained 16% of WHI+ variance in women; OI, tenure at the main place of employment and the level of education explained 8% of WHI+ variance in men. Conclusions: It has been proven that not only are the effects of P-O fit and OI limited to the work environment but they also permeate boundaries between work and home and influence private life - good level of P-O fit and good OI play facilitating role in the positive spillover between work and home. Gender differences in the significance and predictive values of P-O fit and OI for WHI were also found. The innovative aspect of the work is the inclusion of P-O fit and OI in the range of significant predictors of work-home interaction. The results can serve as rationale for employers that improvement of P-O fit and employees' organizational identification should be included in work-life balance programs.http://ijomeh.eu/Person-organization-fit-and-organizational-identification-as-predictors-of-positive-and-negative-work-home-interactions,2083,0,2.htmlcomplementary and supplementary fitorganizational identificationwork to family spillover
spellingShingle Dorota Merecz
Aleksandra Andysz
Person-organization fit and organizational identification as predictors of positive and negative work-home interactions
International Journal of Occupational Medicine and Environmental Health
complementary and supplementary fit
organizational identification
work to family spillover
title Person-organization fit and organizational identification as predictors of positive and negative work-home interactions
title_full Person-organization fit and organizational identification as predictors of positive and negative work-home interactions
title_fullStr Person-organization fit and organizational identification as predictors of positive and negative work-home interactions
title_full_unstemmed Person-organization fit and organizational identification as predictors of positive and negative work-home interactions
title_short Person-organization fit and organizational identification as predictors of positive and negative work-home interactions
title_sort person organization fit and organizational identification as predictors of positive and negative work home interactions
topic complementary and supplementary fit
organizational identification
work to family spillover
url http://ijomeh.eu/Person-organization-fit-and-organizational-identification-as-predictors-of-positive-and-negative-work-home-interactions,2083,0,2.html
work_keys_str_mv AT dorotamerecz personorganizationfitandorganizationalidentificationaspredictorsofpositiveandnegativeworkhomeinteractions
AT aleksandraandysz personorganizationfitandorganizationalidentificationaspredictorsofpositiveandnegativeworkhomeinteractions