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Person-organization fit: effects of pay justice on employee organizational commitment, job satisfaction and intention to remain in the organization
Stockholm University, Faculty of Social Sciences, Department of Psychology.
Stockholm University, Faculty of Social Sciences, Department of Psychology.
Stockholm University, Faculty of Social Sciences, Department of Psychology.
2013 (English)In: Imagine the future world: How do we want to work tomorrow? Abstract proceedings of the 16th EAWOP Congress 2013 / [ed] Guido Hertel, Carmen Binnewies, Stefan Krumm, Heinz Holling, Martin Kleinmann, 2013, 726-726 p.Conference paper, Poster (with or without abstract) (Other academic)
Abstract [en]

Purpose: The notion of person-organization fit (P-O fit) is concerned with identifying the antecedents and consequences of compatibility between employees and the organizations in which they work. Research on correlates of P-O fit has demonstrated significant relationships with various individual outcomes such as organizational commitment, job satisfaction and intention to remain with the organization. Using the P-O fit framework and organizational justice theory, this study tests the assumption that value congruence between the employee and the organization regarding pay justice benefits employees organizational commitment, job satisfaction and intention to remain in the organization.

Design/Methodology: A sample of 2534 teachers and 120 school managers in Stockholm was selected for a web-based survey. Questionnaires were sent to the teachers’ and managers’ e-mail addresses at their workplaces, accompanied by a cover letter explaining the general objectives of the research. The data collection is still on-going.

Results: The preliminary results indicate that P-O fit scores for pay justice have a direct effect on employees’ organizational commitment, job satisfaction and intention to remain with the organization.

Limitations: The present findings should be replicated among other occupational groups. The use of only self-reported measures may have led to some relationships being overestimated. We also acknowledge that the cross-sectional design prohibits us from making causal inferences.

Research/Practical Implications: If employees are accepting and find the reasoning underlying pay decisions to be adequate, it could contribute to more positive perceptions of pay justice – and just perhaps a better working climate.

Originality/Value: Traditional justice research has only examined pay justice from the employees' perspective, this study incorporates the P-O fit framework.

Place, publisher, year, edition, pages
2013. 726-726 p.
Keyword [en]
individualized pay, P-O fit, work motivation
National Category
Psychology
Research subject
Psychology
Identifiers
URN: urn:nbn:se:su:diva-99311OAI: oai:DiVA.org:su-99311DiVA: diva2:686605
Conference
16th Congress of the European Association of Work and Organizational Psychology, 22-25 May, Münster, Germany
Available from: 2014-01-12 Created: 2014-01-12 Last updated: 2016-01-28Bibliographically approved

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