Person-environment fit and employee work outcomes：The role of equity sensitivity and psychological contract violation

• Main Authors: LIN,TSU-TZU, 林子慈
• Other Authors: LIAO,PEN-YUAN
• Format: Others
• Language: zh-TW
• Published: 2019
• Online Access: http://ndltd.ncl.edu.tw/handle/n7s8hx

碩士 === 國立聯合大學 === 經營管理學系碩士班 === 107 === This study integrates person-environment fit theory and psychological contract theory. This research uses psychological contract violation as mediator and equity sensitivity as moderator to examine how person-environment fit affects job attitudes (job satisfaction, intentions to quit, and affective organizational commitment) and deviant workplace behaviors (supervisor-directed deviance and organizational deviance). This study uses two-wave survey with one month time lag between each wave to reduce common method bias. Person-environment fit and equity sensitivity were collected at time 1 and psychological contract violation, work attitudes, and deviant workplace behaviors were collected at time 2. The sample of this study was 229 employees nested in 15 organizations. HLM analysis results showed that person-environment fit is negatively related to psychological contract violation. Psychological contract violation partially mediated the relationships between person-environment fit and job satisfaction, intentions to quit, and affective organizational commitment. Besides, person-environment fit was directly and negatively related to supervisor-directed deviance and organizational deviance. Equity sensitivity moderated the relationship between person-environment fit and psychological contract violation. This relationship was stronger for individuals higher rather than lower in equity sensitivity. Theoretical and managerial implications were discussed.