| dc.description.abstract | The person-job fit has pivotal effects on employees’ work attitudes and behaviors. The purpose of the present study is thus two-fold: to describe psychological preferences of job characteristics (i.e., work values) among Taiwanese employees; to examine the effects of lack of fit between personal preferences and actual job characteristics on employees’ work morale and life satisfaction.
Our analyses were based on data from the 2005 Taiwan Social Change Survey (TSCS), which had a nationwide representative sample of 1,122 individuals with full-time employment. Both personal preferences and actual job characteristics were measured basing on Super’s (1970) Work Values Scale, along seven dimensions: job security, income, promotion, interesting work, independence, helping people, and benefiting the society. Main findings are as below:
1. Job preferences were related to gender, age, education, socioeconomic status, marital status, work experiences, current job tenure, and employment types.
2. Overall lack of fit between personal preferences and actual job characteristics had negative effects on employees’ job satisfaction, organizational commitment, life satisfaction, and positive effects on employees’ turnover intention.
3. Lack of fit between personal preferences and actual job characteristics along dimensions of job security, income, promotion, and interesting work had negative effects on employees’ job satisfaction; those along dimensions of job security, income, interesting work and helping people had negative effects on employees’ organizational commitment; that on job security had negative effects on employees’ turnover intention; those along dimensions of job security, promotion, and interesting work had negative effects on employees’ life satisfaction.
4. Overall, the fit between personal preferences and actual job characteristics produced the best results on employees’ work morale and life satisfaction, while the over-supplied fared better than the under-supplied.
5. Confirmatory factor analyses supported the construct validity of psychological preferences, actual job characteristics, and work morale. The presumed causal relations linking the person-job fit to work morale was also supported by structural equation modeling analyses. | en_US |