IT professionals' person–organization fit with IT training and development priorities

This chapter focuses on the development of person-organization (PO) fit during newcomers’ socialization, and their PO fit after this period. We present a review of socialization research that has examined newcomers’ PO fit before, during, and after socialization took place. We also discuss the nature of possible changes in PO fit during socialization and the causes of these changes—changes in the organization, the person, or both. We conclude this chapter with an agenda for future research, in which we propose four themes that need further examination: (a) the causes and consequences of poor PO fit, (b) changes over time in newcomers’ PO fit perceptions, (c) the sources of these perceptions, and (d) possible interaction effects of different forms of fit.

Especially in view of the increasing skill shortage, the retention of information technology (IT) workers in organizations remains one of the three most important IT management issues for practitioners [11]. Organizations are confronted with two relevant behavioral outcomes on behalf of IT workers in this context: turnover and turnaway. While turnover means that IT workers leave their employer and start working for another employer while staying in the IT profession, turnaway reflects the abandonment of the IT profession [9]. Previous research emerging from the CPR community examines a variety of factors that lead to IT workers' turnover and turnaway, e.g. perceived job alternatives [10, 12], job satisfaction, organizational commitment [13], or personality attributes [5]. These can be classified into three categories on a superior level: individual, job-related, and organization-related factors [10]. Do these factors no longer fit with the IT workers' expectations, the intention to turn over or turn away is developed. The influence of the existing or absent fit on workers' individual outcomes, such as turnover or turnaway, is grounded in person-environment fit theory [6, 8]. In the work-related context, this environment fit consists of five dimensions: --person-vocation fit (the worker's fit with the profession s/he chose),--person-job fit (the worker's fit with the job s/he is currently working in),--person-organization fit (the worker's fit with the organization, where s/he is currently employed),--person-group fit (the worker's fit with the work group or team s/he is working with), and--person-person fit (the worker's fit with her/his supervisor).The person-environment fit theory has already taken up in information systems research examining the development of single fit dimensions out of work-related factors [14, 15].In our research, we focus on the entirety of fit dimensions as included in the person-environment fit theory as well as on their influence of IT workers' turnover and turnaway intention. The analysis will be performed along different demographic characteristics, which have been evidently shown to play a role in previous studies on turnover and turnaway: age [7], gender [9], work experience, and job type [5] (see Figure 1).

PurposeThe purpose of this study is to investigate the impact of person-organization (PO) fit on work engagement (WE). The paper also explores the relationships among WE, organization citizenship behavior-individual (OCBI) and organization citizenship behavior-organization (OCBO). Lastly, the study analyzes the mediating effect of WE between PO fit and OCBI/OCBO.Design/methodology/approachFor this purpose, a questionnaire has been designed and survey data has been collected from 280 frontline employees of private banks in Pakistan. The partial least squares–structural equation modeling (PLS-SEM) technique has been employed to analyze the data and for testing the study hypotheses.FindingsFindings show the positive relationship of PO fit with WE, and the positive relationship of WE with OCBI/OCBO. It is also seen that WE mediate the relationship between PO fit and OCBI/OCBO.Originality/valueNo prior study tests the mediation of WE between PO fit and OCBI/OCBO. Further, organization citizenship behavior (OCB) has mostly been studied as a single construct; however, the current study discussed the individual and organizational aspects of OCB with PO fit and WE.

The study of the development of the IT industry is key for the formation of strategic decisions of government bodies and businesses aimed at creating a competitive and innovative economy, as well as for forecasting the opportunities and challenges that await this industry in the future. The purpose of the work is to analyze trends in the IT industry in Ukraine and forecast the dynamics of development of key indicators of its development, as well as to offer a scientific approach to the formation of development strategies for IT companies based on strategic analysis.The article provides a detailed analysis and review of modern trends in the development of the IT industry in Ukraine. The authors investigated the key factors and challenges affecting the dynamics of this sector in the country and determined competitive advantages and potential limitations for its development, respectively. The forecast of the volume of IT exports from Ukraine as a key indicator of the development of the IT industry for the coming years is also presented, which is based on the analysis of current data and trends in the development of the industry, taking into account the year of full-scale war, which allows us to give an objective perspective on the possibilities of growth and development of IT -sector in Ukraine. The analyzed actual and forecast data give reasons to consider the IT industry promising for the further development of the economy of our country.The article focuses on the importance of using strategic analysis for the development of IT companies, in particular, in terms of developing strategies for the development of IT companies, it is recommended to use two main tools - SWOT analysis and PEST analysis. The authors have developed a matrix of alternative strategies for the development of an IT company depending on its position in the context of the presence of internal strengths and weaknesses and existing opportunities and threats from the outside. This approach allows companies to more objectively assess their opportunities, understand threats and make effective strategic decisions aimed at success and stable development in a rapidly changing environment.

Background: Person- organization -fit has great impact on patient care quality, without person-organization-fit patient care quality cannot be achieved. Today attention of health care organizations is diverted toward their benefit and they are not providing proper resources to staff nurses so, quality of patient care is compromised. Purpose of study: This research was done to determine impact of person-organization-fit on patient care quality. Methodology: A Quantitative, Descriptive, Cross sectional study done. Population was staff nurses of Services hospital Lahore, sample size was 150 with 5% of confidence error and 95% confidence interval. Research tool was adopted questionnaire on 5 points Likert scale (LS) with close ended questions. Descriptive statistics was used to measure demographic data. Linear regression was used to determine impact of person-organization-fit on patient care quality. Results: Study findings showed that there is strong positive relation between person- organization –fit and patient care quality. Moreover results showed reliability and validity of questions. 70% respondent’s values did not match their organizational values, 57.7% respondents not explaining procedure before perform,74% not encouraging patients for decision making, 62% respondents not involving patients in hospital care. Practical Implication: This study is beneficial for the organization as it will acknowledge health care organization about person-organization fit and patient care quality at their setting. It will help to improve patient care quality by making policies and rules to make their employees fit in an organization. This study will be beneficial for the employee as well as it will build them more professionally. They will be satisfied with their job performance and professional development. This study will be beneficial for organization as it will increase the productivity of organization. Conclusion: Study findings indicated that person -organization -fit has strong positive relation with patient care quality care quality; if person will be fit in organization patient care quality will be improved. Majority of respondents are not fit in their organization.70% nurses responded that their individual values did not match with their organizational values. Some respondents are providing some aspects of patient care quality but majority of respondents are missing important aspects of patient care quality. It is concluded that nurses are performing some aspects of patient care quality effectively but many other aspects are compromised due to person organization unfit. Person organization fit must be improved to improve patient care quality Keywords: POF Person- organization fit, Quality of patient care, Employees Satisfaction, LS Likert Scale, Productivity of organization.

ABSTRACTThis research examines the moderating effects of job embeddedness on organizational citizenship behavior through both person–organization fit and perceived organizational support as well as the mediating effect of perceived organizational support on the relationship between person–organization fit and organizational citizenship behavior. Using a sample of 673 hotel employees and 131 managers, it was found that perceived organizational support mediated the relationship between person–organization fit and organizational citizenship behavior. The results also showed that the relationship between person–organization fit and organizational citizenship behavior, and the relationship between perceived organizational support and organizational citizenship behavior were stronger among employees who were more embedded into their jobs. The results revealed that hotels in China that strive for organizational citizenship behavior should focus primarily on perceived organizational support and person–organization fit. In light of the findings, the article offers insight into the practical implications for organizational citizenship behavior. Limitations and future research directions are discussed at the end.

Purpose: the purpose of this article is to examine how different factors, such as: person organization fit, supervisor support, rewards, organizational commitment and work engagement simultaneously affect the employee job satisfaction in project-based organization. Design/methodology/approach: This research applies fuzzy set Qualitative Comparative Analysis (fs/QCA). The sample of the study includes 17 cases of Polish consulting firms, and the fieldwork contains information from series of surveys. The survey includes five scales (person organization fit, supervisor support, rewards, organizational commitment and work engagement) in the form of statements to which respondents indicate their level of agreement/disagreement on a five-point Likert scale. Findings: empirical research indicated the configurations of factors which lead to job satisfaction in PBO, pecially, (C1): person organization fit, supervisor support and 16 organizational commitment and (C2): rewards, organizational commitment and work engagement with absence of supervisor support and (C3): person organization fit, rewards and work engagement influence job satisfaction in project-based organization. Research limitations/implications: the first limitation relates to the data source – the data in this study come from a limited research sample-consulting firms. Second, this study considered and examined few factors of job satisfaction selected based on critical analysis of the literature and future studies could include other variables. Practical implications: the results of research have practical implications for managers of project-based organization, because they provide them with configuration of factors which lead to job satisfaction. Originality/value: using of fs/QCA, which enabled simultaneous studying the effect of selected factors and it is an original contribution to the research on job satisfaction in PBO.

Employees' innovative work behavior (IWB) contributes to organizational innovativeness in the form of new processes, products, and services, and therefore it is worthwhile to examine motivational antecedents of employees' IWB. This study analyzes the relationship between motivation forms from self-determination theory and the concept of person-organization (PO) fit to provide insight into some of the factors that can influence high-tech R&D employees' IWB. Survey data from R&D employees in three high-tech organizations show that employees with higher levels of PO fit have higher levels of autonomous (identified and intrinsic) work motivation and that autonomously motivated employees engage in more frequent IWB. Autonomous motivation forms mediate PO fit's relationship with IWB. Furthermore, pay justice (i.e., distributive justice) and organization support of creativity are significantly associated with PO fit, indicating that these may be useful for managers to consider in relation to employee fit, motivation, and innovative work behavior. Ultimately, managers interested in fostering innovative behavior of R&D employees would be prudent to seek congruence between employee and organization values and support employees' autonomous motivation.

This study explores the role of perceived fit (PE fit) in the newcomer socialization process, focusing on its impact on newcomer adjustment and distal outcomes such as job satisfaction. By distinguishing between person-organization (PO) fit, demand-ability (DA) fit, and needs-supply (NS) fit, the study examines their unique contributions. Longitudinal data from 455 employees at a Japanese electronics manufacturer were analyzed using mediation analysis to assess the relationships between newcomer adjustment, perceived fit, and job satisfaction. The findings show that PE fit mediates the relationship between newcomer adjustment and job satisfaction. While role clarity, task mastery, and social integration positively affect job satisfaction, the influence of role clarity and task mastery becomes insignificant when fit is included, suggesting a more complex relationship between newcomer adjustment and distal outcomes. Further analysis reveals that DA fit and NS fit are positively influenced by all three newcomer adjustment factors, whereas PO fit is not significantly affected by task mastery. Notably, NS fit has an almost threefold stronger impact on job satisfaction than PO fit and DA fit, highlighting its greater importance. These findings underscore the differential roles of PE fit components in the socialization process, suggesting practical implications for organizations seeking to enhance newcomer adjustment and job satisfaction.

This study aims to analyze the effect of person job fit, person organization fit on organizational commitment with job satisfaction as an intervening variable on teachers of Ma'arif As Sa'adiyah Islamic boarding school. This study uses a quantitative method. The population in this study were all teachers of Ma'arif As Sa'adiyah Islamic boarding school totaling 30 people. The sampling technique used a non-probability sampling method using a saturated sampling technique. Data analysis method using the Structural Equation Model (SEM) with partial Least Square (SEM PLS). The results of this study indicate that person job fit has a significant effect on job satisfaction. Person organization fit has no significant effect on job satisfaction. Person job fit has a significant effect on organizational commitment. Person organization fit has a significant effect on organizational commitment. Job satisfaction has a significant effect on organizational commitment. Person job fit has a significant effect on organizational commitment with job satisfaction as an intervening variable. Person organization fit has no significant effect on organizational commitment with job satisfaction as an intervening variable.

Adaptability to the work environment affects employee's work attitude in the organization. This ability can be seen from the influence of person job fit, person organization fit, and organizational culture accumulating into employee work motivation. This study aims to examine the effect of person job fit, person organization fit and organizational culture on employee performance with work motivation as a mediating variable. The object of this research was BPRS Madina Yogyakarta and BPRS Bangun Drajat Warga Yogyakarta. In this quantitative research, the data were collected through a questionnaire distributed to employees of the two BPRS. The questionnaire involved 65 respondents and was analyzed using the SPSS 23. The results showed a positive influence between person job fit on work motivation, person organization fit had no effect on work motivation, organizational culture had a positive effect on work motivation, work motivation had an effect on positive effect on employee performance, person job fit brought a positive effect on employee performance, person organization fit had no effect on employee performance, and organizational culture had no positive effect on employee performance.

Gender and IT in the Concept of Sustainability

İçsel pazarlama işletmelerde sürdürülebilir ve yüksek kalitede hizmet verebilmek için çalışanların tatminin sağlanması anlamına gelirken, birey örgüt uyumu; çalışan ile örgüt arasındaki uyuma, işten ayrılma niyeti ise çalışanların işten ayrılma eğilimlerine işaret etmektedir. Çalışmanın amacı otel çalışanlarının işten ayrılma eğilimlerinin üzerinde birey örgüt uyumu algıları ve içsel pazarlama uygulamalarının etkilerini incelemektir. Araştırma Kuşadası ve çevresinde yer alan ve uluslararası müşteri portföyüne sahip otellerde görev yapan 201 otel çalışanı ile gerçekleştirilmiştir. İçsel pazarlama, birey örgüt uyumu ve işten ayrılma niyeti değişkenleri için açıklayıcı faktör analizleri ve güvenirlik analizleri uygulanmış, değişkenler arası ilişkiler korelasyon analizi ile incelenmiş ve hipotez testleri için regresyon analizleri yapılmıştır. Araştırmadan elde edilen sonuçlara göre içsel pazarlamanın birey-örgüt uyumunu pozitif ve anlamlı olarak etkilediği; içsel pazarlama ve birey örgüt uyumunun işten ayrılma niyetini negatif ve anlamlı olarak etkilediği bulunmuştur. Diğer taraftan içsel pazarlamanın işten ayrılma niyeti üzerindeki etkisinde birey örgüt uyumunun aracılık rolünün olmadığı tespit edilmiştir. İçsel pazarlama, işten ayrılma niyeti ve birey örgüt uyumu değişkenleri arasındaki ilişki ve etkileşimin otel çalışanları üzerinde saha araştırması ile ilk kez araştırılması yönüyle çalışma literatüre katkıda bulunmaktadır.

The article deals with the formation of information and communication competence of junior high school students in computer science lessons in elementary school by means of project activities. The author emphasizes that the vocation of educational institutions in our time (including elementary school) consists in the formation of competences in the students of education, which today act as a guarantee of a successful professional and personal life of a person. Also, in the conditions of the rapid development of computer equipment and information technologies, the priority of education development is determined by the introduction of modern information and communication technologies in education, which ensure the improvement of the educational process, the accessibility and effectiveness of education, and the preparation of the young generation for life in the information society. And the most effective means of solving the tasks in our time are projects as an activity for solving various problems. Projects have certain features and significantly increase motivation to study, as they form a reasonable balance between academic knowledge and pragmatic skills. The use of project activities in the educational process makes it possible to comprehensively solve the tasks of education, upbringing and development of the school. The implementation of projects by younger schoolchildren makes it possible to form a personality that better adapts to changing conditions and circumstances, orients itself in various situations, successfully integrates into society, defines and implements its life strategy, is capable of self-organization, self-realization, and creative potential. An important role in solving project problems is played by information technologies, familiarization and assimilation of which takes place in computer science classes in elementary school. The use of information and communication technologies in project activities makes it possible to master new ways of working with alternative sources of knowledge, establish new contacts to expand the sphere of communication. The positive emotions that students receive in project activities using information and communication technologies strengthen their self-confidence, contribute to the development of their cognitive activity, and increase motivation to study school subjects. In this case, the implementation of projects using information and communication technologies should be an integral structural element of the educational process of primary school.

The right for right place can make a big difference for the growth of organization human resource playing a significant role. To further strengthen the organization, the tasks are being assigned on merit basis to those employees who possess relevant knowledge and competence. The competitive strength and effectiveness of organization is the skilled human force. The object of this study is to examine relationship person job fit, person organization fit and employee job performance. To determine efficiency and effectiveness of employees; the job performance is an important source in organization. Logically better a person ‘fit’ may take less time to adjust the way; he shall have to do (Roberts and Robins, 2004). The sample of 381 government employees, working in health sector of Sindh was selected for this study. The random sampling technique was used from known population.The data was analyzed by using AMOS v.22 software. It has been found that there is a positive relationship between PJF (Person Job Fit) POF (Person Organization Fit) and EJP (Employee Job Performance). Keywords: Person Job Fit (PJF) Person Organization Fit (POF) and Employee Job Performance (EJP)