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Journal of Business Ethics

Erschienen in:

01.08.2014

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

verfasst von: Jongseok Cha, Young Kyun Chang, Tae-Yeol Kim

Erschienen in: Journal of Business Ethics | Ausgabe 1/2014

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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.

Vorheriger Artikel The Dilemma of Accountability for Professionals: A Challenge for Mainstream Management Theories

Nächster Artikel Feel Good, Do-Good!? On Consistency and Compensation in Moral Self-Regulation

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Titel: Person–Organization Fit on Prosocial Identity: Implications on Employee Outcomes
verfasst von: Jongseok Cha
Young Kyun Chang
Tae-Yeol Kim
Publikationsdatum: 01.08.2014
Verlag: Springer Netherlands
Erschienen in: Journal of Business Ethics / Ausgabe 1/2014
Print ISSN: 0167-4544
Elektronische ISSN: 1573-0697
DOI: https://doi.org/10.1007/s10551-013-1799-7

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