The Mediating Role of Psychological Empowerment on the Relationships between P-O Fit, Job Satisfaction, and In-role Performance

Purpose: The direct relationships between person-organization fit (P-O fit) and multiple individual-level outcomes such as job satisfaction and in-role performance have been heavily studied in the extant literature; potential mediators of these relationships have been studied much less frequently. Consequently, a complete picture of the psychology surrounding P-O fit is missing. This research aims to begin to fill this gap in the literature. Design/methodology/approach: A sample of university faculty and staff with supervisor-rated performance feedback is used to examine the potential mediating role of psychological empowerment on these established relationships. Findings: Results from this sample indicate that psychological empowerment mediates the relationship between P-O fit and in-role performance, as well as between P-O fit and job satisfaction. Implications: These results imply that an individual's perceived fit in their organization impacts their perceptions of management practices which, in turn, influences important behaviors and attitudes toward work. Originality/value: Study findings begin to explain how P-O fit impacts employee attitudes and behaviors. Specifically, we find that individual cognitions regarding impact and self-determination appear to be two factors that explain the relationship between P-O fit and job satisfaction as well as the relationship between P-O fit and in-role performance.