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|Title:||Person/organization job-fitting and affective commitment to the organization: Perspectives from the UAE||Authors:||Behery, M.H.||Issue Date:||2009||Journal:||Cross Cultural Management||Abstract:||Purpose – The aim of this paper is to examine the mediation effect of the psychological contract (PC) on the relationship between person–organization (P-O) fit, person–job (P-J) fit and affective commitment to the organization (organizational affective commitment or OAC). Design/methodology/approach – The empirical data for the study were collected using self-administered questionnaires with 960 participants from 16 large companies in the UAE. Respondents were asked to provide their perceptions of the main concepts used in the study. Findings – The results indicate that P-O fit and P-J fit were positively related to the OAC. In addition, the PC was found to be a partial mediator between P-O fit, P-J fit and OAC. Research limitations/implications – The findings imply that managers should take into consideration the P-O fit when selecting new employees. Originality/value – Since little is known about the process by which UAE organizations promote the P-J fit, P-O fit or OAC, this article contribute to the literature by examining HRM practices in a non-western, cross-cultural context. © 2009, Emerald Group Publishing Limited||URI:||http://hdl.handle.net/20.500.12216/140||DOI:||10.1108/13527600910953928|
|Appears in Collections:||Articles|
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