Person - job fi t and the work commitment of IT Personnel
DOI:
https://doi.org/10.7322/jhgd.119277Palabras clave:
person- job compatibility, work commitment, exploratory factor analysis (EFA), linear regression, perceived compatibility, self-fulfi llment, autonomy, job environment factors.Resumen
Introduction: There have been given a much higher importance to employee commitment and retention since India is experiencing the highest attrition rate globally Economic Times, 2015. Hence, considering the factors of Person-job fi t to interpret the impact towards work commitment is very well essential, especially in the current scenario. Work Commitment is a vital element in any organization which has outstanding impact on productivity and functioning and hence it is very much vital to have a committed workforce which is necessary in this competitive environment and tight labour market. In the same way, there is considerable amount of evidence that if P-J fi t is high then it will have a direct impact on organization commitment also. Person-job fi t is the compatibility between person’s competency and abilities and the requirements of the job Zheng et al.2. If there exists a mismatch between person-job fi t then the consequences might result in poor work commitment, low job satisfaction and extremely lower involvement in the job. Objective: This study analyzed the key factors that contribute to Person- job compatibility among IT workers and also analyzed the relationship and impact of Person- job compatibility towards work commitment. Methods: Exploratory Factor Analysis (EFA) was used to fi lter the key factors initially, followed by a linear regression technique to determine the impact of Person- job compatibility factors in work commitment on a sample of 300 employees. EFA used Principal Component analysis for extraction and Promax for rotation. Finally regression analysis was carried out to predict the work commitment through statistically significant person-job compatibility variables. Results: The impact of person-job compatibility on work commitment was studied through regression analysis and it imply that for every unit increase in HR Policy, a 0.52 (unstandardised coeffi cients) increase in work commitment is predicted and it has been turned out as a most impacting variable to predict work commitment. The coeffi cients for Relationship (B =.330, sig =.000), HR Policies (B =.519, sig =.000), Pay and Benefi ts (B =.386, sig =.000) and Employee Growth (B =.290, sig =.001) were statistically significant, since its p-value is .000 which is smaller than .05. The coeffi cients for Work Autonomy (B =.154, sig = .081) was not statistically signifi cant, since its p-value is 0.081 which is greater than.05. Conclusion: The major factors responsible for creating work commitment among IT employees are Relationship, HR Policies and strategies, Pay and benefi ts, Work autonomy and Employee growth. The most contributing regressors which accounts for creating work commitment are HR policies, Pay and benefi ts, Employee growth and work autonomy.
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