The Mediating Role of Psychological Empowerment on the Relationship Between Person-Organization Fit and Innovative Work Behaviour

Yang, Christine (2019) The Mediating Role of Psychological Empowerment on the Relationship Between Person-Organization Fit and Innovative Work Behaviour. Undergraduate thesis, Universitas Internasional Batam.

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Abstract

Beberapa organisasi membutuhkan dampak kecocokan orang-organisasi (P-O) karyawan pada perilaku kerja inovatifnya (IWB). Sejumlah penelitian telah meneliti dampak kecocokan P-O terhadap perilaku dan hasil positif banyak karyawan; efek mediasi potensial dari pemberdayaan psikologis lebih jarang dieksplorasi. Penelitian saat ini bertujuan untuk mengisi kesenjangan ini dalam literatur. Untuk memahami psikologi P-O fit, penelitian ini secara longitudinal menganalisis hubungan antara P-O fit dan IWB baik penilaian berbasis diri dan pengawas dan dampak pemberdayaan psikologis pada hubungan ini. Data dikumpulkan dari 111 bawahan dan 67 penyelia dari perusahaan teknologi yang berlokasi di Shenzhen, Cina. Hasil penelitian menunjukkan bahwa kecocokan P-O karyawan berhubungan positif dengan penilaian diri dan pengawas dari perilaku inovatif, dan tindakan pemberdayaan psikologis sebagai mediator parsial antara kecocokan P-O dan IWB. Hasil ini menyiratkan bahwa persepsi karyawan tentang nilai kongruensi berdampak pada persepsi tentang perasaan pemberdayaan, yang pada gilirannya membantu dalam melibatkannya dalam tindakan IWB lebih sering ********************************************************************** There is a need of several organizations for the impact of an employee’s person-organization (P-O) fit on his/her innovative work behaviour (IWB). A number of studies have examined the impact of P-O fit on multiple employee positive behaviours and outcomes; potential mediating effect of psychological empowerment is less frequently explored. The current study aims to fill this gap in the literature. To understand the psychology of P-O fit, this study has longitudinally analyzed the relationship between P-O fit and IWB both self and supervisor-based assessments and impact of psychological empowerment on this relationship. Data were collected from 111 subordinates and 67 supervisors from technologies firm and the technology firms are located in Shenzhen, China. Results of the study indicate that employee’s P-O fit is positively related to both self and supervisor ratings of innovative behaviours, and psychological empowerment acts as a partial mediator between P-O fit and IWB. These results imply that an employee’s perception of value congruence impacts his/her perception about feeling of empowerment, which in turn helps in engaging him/her in to acts of IWB more often.

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