TY - JOUR
T1 - Person-career fit and employee outcomes among research and development professionals
AU - Cha, Jongseok
AU - Kim, Youngbae
AU - Kim, Tae-Yeol
PY - 2009/12
Y1 - 2009/12
N2 - This study aims to examine the effects of person-career (PC) fit on employee outcomes. It is based on a sample of 1128 research and development (R&D) professionals and 222 project managers in 15 South Korean organizations. The results revealed that a managerial PC fit has a curvilinear relationship with job satisfaction and organizational commitment, and a technical PC fit has a curvilinear relationship with job satisfaction. For example, job satisfaction increased as career orientation increased toward career development opportunities, then decreased when career development opportunities exceeded career orientation. In addition, as expected, job satisfaction and organizational commitment are higher when career orientation and career development opportunities are both high rather than low. For work performance, contributions to organizations increased as managerial career orientations increased toward managerial career opportunities, then decreased when managerial career opportunities exceeded managerial career orientation. © The Author(s), 2009.
AB - This study aims to examine the effects of person-career (PC) fit on employee outcomes. It is based on a sample of 1128 research and development (R&D) professionals and 222 project managers in 15 South Korean organizations. The results revealed that a managerial PC fit has a curvilinear relationship with job satisfaction and organizational commitment, and a technical PC fit has a curvilinear relationship with job satisfaction. For example, job satisfaction increased as career orientation increased toward career development opportunities, then decreased when career development opportunities exceeded career orientation. In addition, as expected, job satisfaction and organizational commitment are higher when career orientation and career development opportunities are both high rather than low. For work performance, contributions to organizations increased as managerial career orientations increased toward managerial career opportunities, then decreased when managerial career opportunities exceeded managerial career orientation. © The Author(s), 2009.
KW - Job satisfaction
KW - Organizational commitment
KW - Person-career fit
KW - Person-environment fit
KW - Research and development professionals
KW - Work performance
UR - http://www.scopus.com/inward/record.url?scp=70749096771&partnerID=8YFLogxK
UR - https://www.scopus.com/record/pubmetrics.uri?eid=2-s2.0-70749096771&origin=recordpage
U2 - 10.1177/0018726709338638
DO - 10.1177/0018726709338638
M3 - RGC 21 - Publication in refereed journal
SN - 0018-7267
VL - 62
SP - 1857
EP - 1886
JO - Human Relations
JF - Human Relations
IS - 12
ER -