Relationship between Person-Organization Fit and Performance Indices of Public Hospitals Affiliated with Qazvin University of Medical Sciences in Iran

• Main Authors: Zahra Taghvaei-Keshtkar, Leila Riahi
• Format: Article
• Language: English
• Published: Baqiyatallah University of Medical Sciences 2016-05-01
• Series: Hospital Practices and Research
• Subjects: Person-Organization Fit; Performance Indicators; Hospitals
• Online Access: http://www.jhpr.ir/article_31959_c100e7dd121d18507b4ac52f5e42f062.pdf

<strong>Background:</strong> Person-organization fit is an effective factor for recruiting, selection, and retention of human resources in organizations. <br/><strong>Objective:</strong> This study examined the correlation between person-organization fit and performance indicators used in healthcare in the hospitals affiliated with Qazvin University of Medical Sciences (QUMS). <br/><strong>Methods:</strong> This descriptive cross-sectional study was conducted in 2014. A total of 324 employees were randomly selected from among the study population comprising the staff of teaching hospitals affiliated with QUMS. The sample size was distributed between the hospitals using the class-ratio method. Data were collected using person-organization fit (Scroggins) questionnaires, and their validity and reliability were evaluated. Data analysis was done using Spearman-Pearson correlation, chi-square, and Kruskal-Wallis tests. <br/><strong>Results:</strong> In terms of values fit, personality fit, and skills, knowledge, and ability fit, hospital C ranked first among the hospitals tested with average ratings of 175.99, 195.53, 199.49, respectively. Significant relationships were found between person-organization fit and patients admitted per bed, median duration of patient stay, and crude mortality rate. No significant relationships were found between person-organization fit and the performance indicators of bed circulation and bed occupancy rate (p ≤ 0.05). <br/><strong>Conclusion:</strong> In order to show an association between person-organization fit and the performance indicators, more efficient use of resources and improved efficiency is suggested. Policymakers must pay more attention to person-organization fit during recruitment, selection, and assignment of staff.