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Person-Organization Fit on Prosocial Identity: Implications on Employee Outcomes

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Abstract

This study examined the relationship between person-organization (PO) fit on prosocial identity (prosocial PO fit) and various employee outcomes. The results of polynomial regression analysis based on a sample of 589 hospital employees, which included medical doctors, nurses, and staff, indicate joint effects of personal and organizational prosocial identity on the development of a sense of organizational identification and on the engagement in prosocial behaviors toward colleagues, organizations, and patients. Specifically, prosocial PO fit had a curvilinear relationship with organizational identification, such that organizational identification increased as organizational prosocial characteristics increased toward personal prosocial identity and then decreased when the organizational prosocial characteristics exceeded the personal prosocial identity. In addition, organizational identification and prosocial behaviors increased as both personal and organizational prosocial identity increased from low to high.[PUBLICATION ABSTRACT]; This study examined the relationship between person–organization (PO) fit on prosocial identity (prosocial PO fit) and various employee outcomes. The results of polynomial regression analysis based on a sample of 589 hospital employees, which included medical doctors, nurses, and staff, indicate joint effects of personal and organizational prosocial identity on the development of a sense of organizational identification and on the engagement in prosocial behaviors toward colleagues, organizations, and patients. Specifically, prosocial PO fit had a curvilinear relationship with organizational identification, such that organizational identification increased as organizational prosocial characteristics increased toward personal prosocial identity and then decreased when the organizational prosocial characteristics exceeded the personal prosocial identity. In addition, organizational identification and prosocial behaviors increased as both personal and organizational prosocial identity increased from low to high.

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[Cha, Jongseok] Hansung Univ, Seoul 136792, South Korea

[Chang, Young Kyun] Univ Wisconsin, Whitewater, WI 53190 USA

[Kim, Tae-Yeol] China Europe Int Business Sch, Shanghai 201206, Peoples R China


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Source

Journal of Business Ethics

ISSN:0167-4544

Year:2014

Issue:1

Volume:123

Page:1-13

Powered by JCR@2014

ESI Discipline:ECONOMICS & BUSINESS;

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