Name: WORK INVOLVEMENT AS A MODERATING EFFECT IN RELATIONSHIP BETWEEN PERSON-SUPERVISOR FIT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR IN PUBLIC SECTOR
Uploaded: 2021-05-21
Duration: 22 min 2 s
Description: WORK INVOLVEMENT AS A MODERATING EFFECT IN RELATIONSHIP BETWEEN PERSON-SUPERVISOR FIT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR IN PUBLIC SECTOR.

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WORK INVOLVEMENT AS A MODERATING EFFECT IN RELATIONSHIP BETWEEN PERSON-SUPERVISOR FIT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR IN PUBLIC SECTOR

By :  Dr   Ayu   Kamareenna   binti  Abdullah  Thani

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The  Person-Supervisor fit is highlighted as the situational  factor.  contribute  to the job performance of the public servants.  there  is an urge to investigate the relationship between P-S fit and also the job performance of the employees within  the   Malaysian context. the Malaysian public servants are evaluated based on several aspects i.e. task performance and OCB.  The moderating role of work involvement helps to conceptualize P-S fit and OCB relationships.

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According to Public Complaint Bureau Department (2020), there were 625 complaints received by Ministry of Home Affairs in 2020. There were 831, 676, 547 and 536 complaints received by Ministry of Home Affairs in 2019, 2018, 2017 and 2016 respectively. It shows the increasing trend of complaints from 2016 to 2019. It can be relating with dissatisfaction of stakeholders to the organization.

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Employees and their work environment must be well-matched so that they can work happily to achieve the performance goal. It is called person-environment fit (P-E fit), if the characteristics of employees match their work  environment

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The  four (4) related types of fits have emerged as the most studied criteria ( Kok  & Meyer, 2018;  Thani  & Othman, 2020) namely; ( i ) person-job fit (P-J fit), (ii) person-organization fit (P-O fit), (iii) person-group fit (P-G fit), and; (iv) person-supervisor fit (P-S fit). However, according to  Kok  and Meyer (2018), there are lack of research with P-S fit.

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Person-environment (P-E) fit research in Malaysian public service is still limited ( Thani  & Othman, 2020) compared to private sector (e.g.  Suan  &  Nasurdin , 2016;  Vasudevan  & Iqbal, 2018) because according to Johari and  Yahya  (2019) and June and Mahmood (2020), the best practice in private sector may not be suitable in the public sector. As the person-environment fit research  in   public  service is not in a broad scope as stated by  Thani  & Othman (2020), this study would like to contribute some information on the consequences of person environment (P-E) fit especially in the Ministry of Home Affairs.

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To  investigate the moderating role of work involvement in influencing the link between P-S fit and OCB among public servants. To what extent does work involvement moderate the link between P-S fit and OCB among public servants?

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Organizational Citizenship Behavior (OCB)

OCB can be defined as contextual performance or extra role performance, which is also the outstanding factor that leads to organizational effectiveness (Johari et al., 2019).

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Fit or also known as compatibility between the supervisors and the workers may be useful for many parties such as the organization, supervisors and the workers as well ( Marstand  et al., 2017). If there is a good fit demonstrated, therefore, it will affect the employees’ attitudes and also their behavior.

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Mirzaee  and  Beygzadeh  (2017) describes employees’ involvement in work have a significant implication in human resource management practices such as encourage positive behavior that leads to the increasing in work performance level and  productivity.

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Research Design a quantitative  research The self-administered survey questionnaire was used for the data collection among public servant under the Ministry of Home Affairs in Malaysia. For this study the researchers proposed to select 376 sample sizes .   The quota sampling was applied in this study

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Variable Number   of items Cronbach’s   alphas Person-Supervisor   Fit 5 0.84 Moderating   Variable     Work   Involvement 5 0.99 Job   Performance  Variable     OCB 5 0.86

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THE RESULTS OF THE MODERATING EFFECTS OF WORK INVOLVEMENT ON THE RELATIONSHIPS BETWEEN PERSON-SUPERVISOR FIT AND OCB

MODEL   1 MODEL   2 MODEL   3 Variables Dependent Variable Variables Dependent Variable Variables Dependent Variable OCB OCB OCB Independent   Variable   Independent   Variable   Independent   Variable   Person-supervisor   fit .860** Person-supervisor   fit .504** Person-supervisor   fit 3.224**             Moderator           Work   involvement     .379**   4.391** Interaction   terms           PSF   x   WI         -6.369** R² .726 R² .746 R² .766 Adjusted   R² .729 Adjusted   R² .742 Adjusted   R² .761 R² Change .729 R² Change .017 R² Change .021 F   Change 246.435 F   Change 23.815 F   Change 7.977 Significance   F   Change .000 Significance   F   Change .000 Significance   F   Change .000

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The finding shows that high level of person-supervisor fit and high level of work involvement are essential for employees to engage in OCB. If the supervisor encourages involvement and support employees’ commitment, employees would feel highly motivated. In return, employees’ OCB level will increase and they will contribute full commitment towards organization

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T his  study can be conducted using a bigger sample size involving respondents in different ministries or public organization across  Malaysia The  survey instrument used to measure employees’ performance or OCB level can consists of questions from multiple sources so that any bias or error can be  minimized.

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All in all, this study has successfully provided the satisfied empirical evidence in terms of the moderating role of work involvement on the relationship between  person-supervisor  fit and OCB.

WORK INVOLVEMENT AS A MODERATING EFFECT IN RELATIONSHIP BETWEEN PERSON-SUPERVISOR FIT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR IN PUBLIC SECTOR

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