Person-organization fit and organizational identification as predictors of positive and negative work-home interactions
International Journal of Occupational Medicine and Environmental Health
Objectives: The aim of the presented research was to explore the links between complementary and supplementary dimensions of Person-Organization fit (P-O fit), organizational identification (OI) and negative (WHI -) versus positive (WHI + ) work-home interactions. It was assumed that both complementary and supplementary P-O fit and OI were positively related to WHI + and negatively to WHI -. Materials and Methods: The study was conducted on a large sample of Polish blue and white collar
... hite collar workers. The subjects were interviewed by means of questionnaires measuring: supplementary and complementary dimensions of P-O fit, OI and WHI. General work ability and demographic variables were also controlled in the study, and statistical analysis of ANOVA, pairwise comparison as well as regression were performed. Results: P-O fit and OI differentiated the subjects in terms of WHI. For women supplementary fit was a significant predictor of WHIand explained 12% of its variance, for men it was complementary fit with the number of working days per week and the level of education, which explained 22% of variance. Supplementary fit and OI explained 16% of WHI + variance in women; OI, tenure at the main place of employment and the level of education explained 8% of WHI + variance in men. Conclusions: It has been proven that not only are the effects of P-O fit and OI limited to the work environment but they also permeate boundaries between work and home and influence private life -good level of P-O fit and good OI play facilitating role in the positive spillover between work and home. Gender differences in the significance and predictive values of P-O fit and OI for WHI were also found. The innovative aspect of the work is the inclusion of P-O fit and OI in the range of significant predictors of work-home interaction. The results can serve as rationale for employers that improvement of P-O fit and employees' organizational identification should be included in work-life balance programs.