Person–organization fit and helping behavior: How and when this relationship occurs

Helping behaviors are vital for organizational effectiveness in highly changing and interdependent contexts, such as young, knowledge-intensive SMEs (small and medium enterprises). Therefore, the research on the conditions under which such behavior is promoted is of great importance. In this sense,...

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Detalles Bibliográficos
Autores: Vila Vázquez, Guadalupe, Castro Casal, Carmen, Álvarez Pérez, María Dolores
Tipo de recurso: artículo
Fecha de publicación:2021
País:España
Institución:Universidad de Santiago de Compostela (USC)
Repositorio:Minerva. Repositorio Institucional de la Universidad de Santiago de Compostela
Idioma:inglés
OAI Identifier:oai:minerva.usc.gal:10347/38055
Acceso en línea:https://hdl.handle.net/10347/38055
Access Level:acceso abierto
Palabra clave:Person-organization fit
Job engagement
Perceived organizational support
Helping behavior
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spelling Person–organization fit and helping behavior: How and when this relationship occursVila Vázquez, GuadalupeCastro Casal, CarmenÁlvarez Pérez, María DoloresPerson-organization fitJob engagementPerceived organizational supportHelping behaviorHelping behaviors are vital for organizational effectiveness in highly changing and interdependent contexts, such as young, knowledge-intensive SMEs (small and medium enterprises). Therefore, the research on the conditions under which such behavior is promoted is of great importance. In this sense, this paper examined how and when the person–organization fit (PO fit) (i.e., perceived value congruence) influenced the employees’ helping behavior in a sample of 320 employees and their supervisors from 21 knowledge-intensive SMEs in Spain. Results indicated that job engagement was a key mechanism that transmitted the effect of PO fit on employees’ helping behavior. In addition, the level of perceived organizational support (POS) moderated the relationship between person–organization fit and job engagement. Thus, when employees did not feel supported by their organization, their agreement with the values of the organization did not lead them to greater job engagement. Finally, results showed that the indirect relationship between PO fit and helping behavior, through job engagement, was not significant when employees discerned a low level of POS. Important implications are derived from these findings from both a theoretical and practical point of view.Springer NatureUniversidade de Santiago de Compostela. Departamento de Organización de Empresas e Comercialización20212021-04-1520212021-04-15journal articlehttp://purl.org/coar/resource_type/c_6501AMhttp://purl.org/coar/version/c_ab4af688f83e57aainfo:eu-repo/semantics/articleapplication/pdfhttps://hdl.handle.net/10347/38055reponame:Minerva. Repositorio Institucional de la Universidad de Santiago de Compostelainstname:Universidad de Santiago de Compostela (USC)Inglésengopen accesshttp://purl.org/coar/access_right/c_abf2Attribution-NonCommercial-NoDerivatives 4.0 Internationalhttp://creativecommons.org/licenses/by-nc-nd/4.0/info:eu-repo/semantics/openAccessoai:minerva.usc.gal:10347/380552026-06-15T12:47:27Z
dc.title.none.fl_str_mv Person–organization fit and helping behavior: How and when this relationship occurs
title Person–organization fit and helping behavior: How and when this relationship occurs
spellingShingle Person–organization fit and helping behavior: How and when this relationship occurs
Vila Vázquez, Guadalupe
Person-organization fit
Job engagement
Perceived organizational support
Helping behavior
title_short Person–organization fit and helping behavior: How and when this relationship occurs
title_full Person–organization fit and helping behavior: How and when this relationship occurs
title_fullStr Person–organization fit and helping behavior: How and when this relationship occurs
title_full_unstemmed Person–organization fit and helping behavior: How and when this relationship occurs
title_sort Person–organization fit and helping behavior: How and when this relationship occurs
dc.creator.none.fl_str_mv Vila Vázquez, Guadalupe
Castro Casal, Carmen
Álvarez Pérez, María Dolores
author Vila Vázquez, Guadalupe
author_facet Vila Vázquez, Guadalupe
Castro Casal, Carmen
Álvarez Pérez, María Dolores
author_role author
author2 Castro Casal, Carmen
Álvarez Pérez, María Dolores
author2_role author
author
dc.contributor.none.fl_str_mv Universidade de Santiago de Compostela. Departamento de Organización de Empresas e Comercialización
dc.subject.none.fl_str_mv Person-organization fit
Job engagement
Perceived organizational support
Helping behavior
topic Person-organization fit
Job engagement
Perceived organizational support
Helping behavior
description Helping behaviors are vital for organizational effectiveness in highly changing and interdependent contexts, such as young, knowledge-intensive SMEs (small and medium enterprises). Therefore, the research on the conditions under which such behavior is promoted is of great importance. In this sense, this paper examined how and when the person–organization fit (PO fit) (i.e., perceived value congruence) influenced the employees’ helping behavior in a sample of 320 employees and their supervisors from 21 knowledge-intensive SMEs in Spain. Results indicated that job engagement was a key mechanism that transmitted the effect of PO fit on employees’ helping behavior. In addition, the level of perceived organizational support (POS) moderated the relationship between person–organization fit and job engagement. Thus, when employees did not feel supported by their organization, their agreement with the values of the organization did not lead them to greater job engagement. Finally, results showed that the indirect relationship between PO fit and helping behavior, through job engagement, was not significant when employees discerned a low level of POS. Important implications are derived from these findings from both a theoretical and practical point of view.
publishDate 2021
dc.date.none.fl_str_mv 2021
2021-04-15
2021
2021-04-15
dc.type.none.fl_str_mv journal article
http://purl.org/coar/resource_type/c_6501
AM
http://purl.org/coar/version/c_ab4af688f83e57aa
dc.type.openaire.fl_str_mv info:eu-repo/semantics/article
format article
dc.identifier.none.fl_str_mv https://hdl.handle.net/10347/38055
url https://hdl.handle.net/10347/38055
dc.language.none.fl_str_mv Inglés
eng
language_invalid_str_mv Inglés
language eng
dc.rights.none.fl_str_mv open access
http://purl.org/coar/access_right/c_abf2
Attribution-NonCommercial-NoDerivatives 4.0 International
http://creativecommons.org/licenses/by-nc-nd/4.0/
dc.rights.openaire.fl_str_mv info:eu-repo/semantics/openAccess
rights_invalid_str_mv open access
http://purl.org/coar/access_right/c_abf2
Attribution-NonCommercial-NoDerivatives 4.0 International
http://creativecommons.org/licenses/by-nc-nd/4.0/
eu_rights_str_mv openAccess
dc.format.none.fl_str_mv application/pdf
dc.publisher.none.fl_str_mv Springer Nature
publisher.none.fl_str_mv Springer Nature
dc.source.none.fl_str_mv reponame:Minerva. Repositorio Institucional de la Universidad de Santiago de Compostela
instname:Universidad de Santiago de Compostela (USC)
instname_str Universidad de Santiago de Compostela (USC)
reponame_str Minerva. Repositorio Institucional de la Universidad de Santiago de Compostela
collection Minerva. Repositorio Institucional de la Universidad de Santiago de Compostela
repository.name.fl_str_mv
repository.mail.fl_str_mv
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