Person-organization fit (P-O fit) and engagement

Detalhes bibliográficos
Autor(a) principal: Rodriguez, Carina Vasconcellos de Oliveira
Data de Publicação: 2020
Outros Autores: Tomei, Patricia Amelia, Serra, Bernardo Paraiso de Campos
Tipo de documento: Artigo
Idioma: por
Título da fonte: Revista Ibero Americana de Estratégia - RIAE
Texto Completo: https://periodicos.uninove.br/riae/article/view/15899
Resumo: Objective of the study: The objective of this work is to analyze the person-organization fit (Person-Organization fit or P-O fit) and its influence on employee engagement.Methodology / approach: A descriptive, analytical and hypothetical-deductive research was carried out through a case study in a multinational company in the industrial segment. The research was based on the concepts of P-O fit by Chatman (1989), Personal Values by Schwartz (1994) and Organizational by Oliveira and Tamayo (2004), as well as Kahn's Work Engagement (1990). The research strategy adopted was that of multiple methods, contributing more effectively to corroborate hypotheses and constructs. For the quantitative analysis, 132 employees answered a questionnaire that combined questions: (a) Schwartz's Portrait Values Questionnaire PVQ-21 (2001) validated in Brazil by Almeida and Sobral (2009), (b) Organizational Value Profiles Inventory (IPVO) by Oliveira and Tamayo (2009) and (c) Work Engagement Scale (EEGT) by Siqueira (2014). For the qualitative research, internal documents of the organization were analyzed, 15 semi-structured interviews were carried out with employees and data on participatory observation were collected in training programs.Main results: Respondents declared that they give greater importance to the personal values of Benevolence, Hedonism and Compliance, and observe the organizational values of Prestige, Domain and Achievement. The quantitative and qualitative results indicated that there is no person-organization alignment and that the level of employee engagement is average. This result may have been influenced by the moment in the organization's life cycle characterized by structural, strategic and cultural changes.Relevance: Literature is scarce when looking for studies that relate engagement with person-organization alignment. This study brings together these concepts when analyzing the person-organization alignment and its influence on employee engagement.
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spelling Person-organization fit (P-O fit) and engagementAlineación persona-organización (P-O fit) y compromisoAlinhamento pessoa-organização (P-O fit) e engajamentoPerson-organization alignment; Person-organization fit (P-O fit); Personal and organizational values; Engagement.Alineación persona-organización; Ajuste persona-organización (P-O fit); Valores personales y organizacionales; Compromiso.cultura organizacionalAlinhamento pessoa-organização; Person-organization fit (P-O fit); Valores pessoais e organizacionais; Engajamento.Objective of the study: The objective of this work is to analyze the person-organization fit (Person-Organization fit or P-O fit) and its influence on employee engagement.Methodology / approach: A descriptive, analytical and hypothetical-deductive research was carried out through a case study in a multinational company in the industrial segment. The research was based on the concepts of P-O fit by Chatman (1989), Personal Values by Schwartz (1994) and Organizational by Oliveira and Tamayo (2004), as well as Kahn's Work Engagement (1990). The research strategy adopted was that of multiple methods, contributing more effectively to corroborate hypotheses and constructs. For the quantitative analysis, 132 employees answered a questionnaire that combined questions: (a) Schwartz's Portrait Values Questionnaire PVQ-21 (2001) validated in Brazil by Almeida and Sobral (2009), (b) Organizational Value Profiles Inventory (IPVO) by Oliveira and Tamayo (2009) and (c) Work Engagement Scale (EEGT) by Siqueira (2014). For the qualitative research, internal documents of the organization were analyzed, 15 semi-structured interviews were carried out with employees and data on participatory observation were collected in training programs.Main results: Respondents declared that they give greater importance to the personal values of Benevolence, Hedonism and Compliance, and observe the organizational values of Prestige, Domain and Achievement. The quantitative and qualitative results indicated that there is no person-organization alignment and that the level of employee engagement is average. This result may have been influenced by the moment in the organization's life cycle characterized by structural, strategic and cultural changes.Relevance: Literature is scarce when looking for studies that relate engagement with person-organization alignment. This study brings together these concepts when analyzing the person-organization alignment and its influence on employee engagement.Objetivo del estudio: El objetivo de este trabajo es analizar el ajuste persona-organización (ajuste Persona-Organización o ajuste P-O) y su influencia en el compromiso de los empleados.Metodología / enfoque: Se realizó una investigación descriptiva, analítica e hipotética-deductiva a través de un estudio de caso en una empresa multinacional en el segmento industrial. La investigación se basó en los conceptos de ajuste P-O de Chatman (1989), Valores personales de Schwartz (1994) y Organizacional de Oliveira y Tamayo (2004), así como el compromiso laboral de Kahn (1990). La estrategia de investigación adoptada fue la de múltiples métodos, contribuyendo más efectivamente a corroborar hipótesis y construcciones. Para el análisis cuantitativo, 132 empleados respondieron un cuestionario que combinaba preguntas: (a) Cuestionario de valores de retrato de Schwartz PVQ-21 (2001) validado en Brasil por Almeida y Sobral (2009), (b) el Inventario de Perfiles de Valor Organizacional (IPVO) de Oliveira y Tamayo (2009) y (c) la Escala de Compromiso Laboral de Siqueira (EEGT) (2014). Para la investigación cualitativa, se analizaron documentos internos de la organización, se llevaron a cabo 15 entrevistas semiestructuradas con empleados y se recopilaron datos sobre observación participativa en programas de capacitación.Resultados principales: Los encuestados declararon que le dan mayor importancia a los valores personales de Benevolencia, Hedonismo y Cumplimiento, y observan los valores organizacionales de Prestigio, Dominio y Logro. Los resultados cuantitativos y cualitativos indicaron que no existe una alineación persona-organización y que el nivel de compromiso de los empleados es promedio. Este resultado puede haber sido influenciado por el momento en el ciclo de vida de la organización caracterizado por cambios estructurales, estratégicos y culturales.Relevancia: La literatura es escasa cuando se buscan estudios que relacionen el compromiso con la alineación persona-organización. Este estudio reúne estos conceptos al analizar la alineación persona-organización y su influencia en el compromiso de los empleados.Objetivo do estudo: O objetivo deste trabalho é analisar o alinhamento pessoa-organização (Person-Organization fit ou P-O fit) e sua influência no engajamento de colaboradores.Metodologia/abordagem: Foi realizada uma pesquisa descritiva, analítica e hipotética-dedutiva através de um estudo de caso em uma empresa multinacional do segmento industrial. A pesquisa teve como base os conceitos de P-O fit de Chatman (1989), Valores Pessoais de Schwartz (1994) e Organizacionais de Oliveira e Tamayo (2004), assim como Engajamento no Trabalho de Kahn (1990). A estratégia de investigação adotada foi a de múltiplos métodos, contribuindo de forma mais efetiva para corroborar hipóteses e constructos. Para a análise quantitativa, 132 colaboradores responderam um questionário que combinava questões:(a) do Portrait Values Questionnaire PVQ-21 de Schwartz (2001) validada no Brasil por Almeida e Sobral (2009), (b) do Inventário de Perfis de Valores Organizacionais (IPVO) de Oliveira e Tamayo (2009) e (c) da Escala de Engajamento de Trabalho (EEGT) de Siqueira (2014). Para a pesquisa qualitativa foram analisados documentos internos da organização, realizadas 15 entrevistas semi-estruturadas com colaboradores e levantados dados de observação participativa em programas de treinamento.Principais resultados: Os respondentes declararam que dão maior importância aos valores pessoais de Benevolência, Hedonismo e Conformidade, e observam os valores organizacionais de Prestígio, Domínio e Realização. Os resultados quantitativos e qualitativos indicaram que não existe um alinhamento pessoa-organização e que o nível de engajamento dos colaboradores é médio. Este resultado pode ter sido influenciado pelo momento do ciclo de vida da organização caracterizado por mudanças estruturais, estratégicas e culturais.Relevância: A literatura é escassa quando buscamos estudos que relacionam o engajamento com o alinhamento pessoa-organização. Este estudo traz a junção destes conceitos ao analisar o alinhamento pessoa-organização e sua influência no engajamento de colaboradores.Universidade Nove de Julho - UNINOVERodriguez, Carina Vasconcellos de OliveiraTomei, Patricia AmeliaSerra, Bernardo Paraiso de Campos2020-05-22info:eu-repo/semantics/articleinfo:eu-repo/semantics/publishedVersionapplication/pdfhttps://periodicos.uninove.br/riae/article/view/1589910.5585/riae.v19i1.15899Revista Ibero-Americana de Estratégia; Vol 19, No 1 (2020): Jan./Mar.; 128-148Revista Ibero-Americana de Estratégia; Vol 19, No 1 (2020): Jan./Mar.; 128-1482176-0756reponame:Revista Ibero Americana de Estratégia - RIAEinstname:Revista Ibero-Americana de Estratégia (RIAE)instacron:RIEOEIporhttps://periodicos.uninove.br/riae/article/view/15899/8198https://periodicos.uninove.br/riae/article/downloadSuppFile/15899/13196Copyright (c) 2020 Iberoamerican Journal of Strategic Managementhttps://creativecommons.org/licenses/by-nc-sa/4.0info:eu-repo/semantics/openAccess2020-09-25T23:20:29Zoai:https://periodicos.uninove.br:article/15899Revistahttps://periodicos.uninove.br/riaePRIhttps://periodicos.uninove.br/riae/oai||bennycosta@yahoo.com.br2176-07562176-0756opendoar:2020-09-25T23:20:29Revista Ibero Americana de Estratégia - RIAE - Revista Ibero-Americana de Estratégia (RIAE)false
dc.title.none.fl_str_mv Person-organization fit (P-O fit) and engagement
Alineación persona-organización (P-O fit) y compromiso
Alinhamento pessoa-organização (P-O fit) e engajamento
title Person-organization fit (P-O fit) and engagement
spellingShingle Person-organization fit (P-O fit) and engagement
Rodriguez, Carina Vasconcellos de Oliveira
Person-organization alignment; Person-organization fit (P-O fit); Personal and organizational values; Engagement.
Alineación persona-organización; Ajuste persona-organización (P-O fit); Valores personales y organizacionales; Compromiso.
cultura organizacional
Alinhamento pessoa-organização; Person-organization fit (P-O fit); Valores pessoais e organizacionais; Engajamento.
title_short Person-organization fit (P-O fit) and engagement
title_full Person-organization fit (P-O fit) and engagement
title_fullStr Person-organization fit (P-O fit) and engagement
title_full_unstemmed Person-organization fit (P-O fit) and engagement
title_sort Person-organization fit (P-O fit) and engagement
author Rodriguez, Carina Vasconcellos de Oliveira
author_facet Rodriguez, Carina Vasconcellos de Oliveira
Tomei, Patricia Amelia
Serra, Bernardo Paraiso de Campos
author_role author
author2 Tomei, Patricia Amelia
Serra, Bernardo Paraiso de Campos
author2_role author
author
dc.contributor.none.fl_str_mv


dc.contributor.author.fl_str_mv Rodriguez, Carina Vasconcellos de Oliveira
Tomei, Patricia Amelia
Serra, Bernardo Paraiso de Campos
dc.subject.none.fl_str_mv

dc.subject.por.fl_str_mv Person-organization alignment; Person-organization fit (P-O fit); Personal and organizational values; Engagement.
Alineación persona-organización; Ajuste persona-organización (P-O fit); Valores personales y organizacionales; Compromiso.
cultura organizacional
Alinhamento pessoa-organização; Person-organization fit (P-O fit); Valores pessoais e organizacionais; Engajamento.
topic Person-organization alignment; Person-organization fit (P-O fit); Personal and organizational values; Engagement.
Alineación persona-organización; Ajuste persona-organización (P-O fit); Valores personales y organizacionales; Compromiso.
cultura organizacional
Alinhamento pessoa-organização; Person-organization fit (P-O fit); Valores pessoais e organizacionais; Engajamento.
description Objective of the study: The objective of this work is to analyze the person-organization fit (Person-Organization fit or P-O fit) and its influence on employee engagement.Methodology / approach: A descriptive, analytical and hypothetical-deductive research was carried out through a case study in a multinational company in the industrial segment. The research was based on the concepts of P-O fit by Chatman (1989), Personal Values by Schwartz (1994) and Organizational by Oliveira and Tamayo (2004), as well as Kahn's Work Engagement (1990). The research strategy adopted was that of multiple methods, contributing more effectively to corroborate hypotheses and constructs. For the quantitative analysis, 132 employees answered a questionnaire that combined questions: (a) Schwartz's Portrait Values Questionnaire PVQ-21 (2001) validated in Brazil by Almeida and Sobral (2009), (b) Organizational Value Profiles Inventory (IPVO) by Oliveira and Tamayo (2009) and (c) Work Engagement Scale (EEGT) by Siqueira (2014). For the qualitative research, internal documents of the organization were analyzed, 15 semi-structured interviews were carried out with employees and data on participatory observation were collected in training programs.Main results: Respondents declared that they give greater importance to the personal values of Benevolence, Hedonism and Compliance, and observe the organizational values of Prestige, Domain and Achievement. The quantitative and qualitative results indicated that there is no person-organization alignment and that the level of employee engagement is average. This result may have been influenced by the moment in the organization's life cycle characterized by structural, strategic and cultural changes.Relevance: Literature is scarce when looking for studies that relate engagement with person-organization alignment. This study brings together these concepts when analyzing the person-organization alignment and its influence on employee engagement.
publishDate 2020
dc.date.none.fl_str_mv 2020-05-22
dc.type.none.fl_str_mv

dc.type.driver.fl_str_mv info:eu-repo/semantics/article
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dc.identifier.uri.fl_str_mv https://periodicos.uninove.br/riae/article/view/15899
10.5585/riae.v19i1.15899
url https://periodicos.uninove.br/riae/article/view/15899
identifier_str_mv 10.5585/riae.v19i1.15899
dc.language.iso.fl_str_mv por
language por
dc.relation.none.fl_str_mv https://periodicos.uninove.br/riae/article/view/15899/8198
https://periodicos.uninove.br/riae/article/downloadSuppFile/15899/13196
dc.rights.driver.fl_str_mv Copyright (c) 2020 Iberoamerican Journal of Strategic Management
https://creativecommons.org/licenses/by-nc-sa/4.0
info:eu-repo/semantics/openAccess
rights_invalid_str_mv Copyright (c) 2020 Iberoamerican Journal of Strategic Management
https://creativecommons.org/licenses/by-nc-sa/4.0
eu_rights_str_mv openAccess
dc.format.none.fl_str_mv application/pdf
dc.publisher.none.fl_str_mv Universidade Nove de Julho - UNINOVE
publisher.none.fl_str_mv Universidade Nove de Julho - UNINOVE
dc.source.none.fl_str_mv Revista Ibero-Americana de Estratégia; Vol 19, No 1 (2020): Jan./Mar.; 128-148
Revista Ibero-Americana de Estratégia; Vol 19, No 1 (2020): Jan./Mar.; 128-148
2176-0756
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