SavedAdd your journal

Journals / Erciyes Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi / 2025 / Sayı: 72

Relationship between organizational identification and job engagement: The mediating role of person-job and person-organization fit

Örgütsel özdeşleşme işe tutkunluk ilişkisi: Kişi-iş ve kişi-örgüt uyumunun aracılık rolü

Metin Işık(BİTLİS EREN ÜNİVERSİTESİ)0000-0003-4577-0095
Pages
23–29
Publication Date
2025-12-31
🏛️Bibliographic metadata and full text access for this article are provided via DergiPark.
DergiPark Record ↗
✨

AI Summary & Key Takeaways

AI Insight
⚡ TL;DR(Too Long; Didn't Read)

These results suggest that employees’ congruence with organizational values and job requirements positively affects their work engagement.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:This study aims to examine the relationships between organizational identification (OI), job engagement (JE), person-job fit (PJF) and person-organization fit (POF).
📊
Key Findings & Data:The study was conducted on 244 white-collar employees operating in the textile sector in Bitlis province.
💡
Conclusion & Impact:These results suggest that employees’ congruence with organizational values and job requirements positively affects their work engagement.
🔬Design:Survey & Empirical Study
📍Scope:Comprehensive Sample
⚙️Variables:Örgütsel özdeşleşme · işe tutkunluk · kişi-iş uyumu

Abstract

This study aims to examine the relationships between organizational identification (OI), job engagement (JE), person-job fit (PJF) and person-organization fit (POF). The main focus of the research is to examine the mediating effect of PJF and POF in the relationship between OI and JE. The study was conducted on 244 white-collar employees operating in the textile sector in Bitlis province. The data were collected through a questionnaire survey. The data obtained were analyzed using structural equation modeling (SEM) and Hayes’ Process Macro analysis. The findings show that OI has a direct and significant effect on JE. Moreover, PJF and POF were found to fully mediate the relationship between OI and JE. These results suggest that employees’ congruence with organizational values and job requirements positively affects their work engagement. The main contribution of the study to the literature is that it examined the relationships between organizational identification, job passion, person-job fit and person-organization fit in the textile industry with a quantitative method. The results emphasize that organizations should focus on promoting strong organizational identification and increasing the fit between employees and organizational culture.

Özet

Bu araştırmada, örgütsel özdeşleşme (OI), işe tutkunluk (JE), kişi-iş uyumu (PJF) ve kişi-örgüt uyumu (POF) arasındaki ilişkilerin incelenmesi amaçlanmıştır. Araştırmanın ana odağı ise OI ile JE arasındaki ilişkide PJF ve POF’un aracı etkisini incelemektir. Araştırma, Bitlis ilindeki tekstil sektöründe faaliyet gösteren 244 beyaz yakalı çalışan üzerinde yürütülmüştür. Veriler, anket tekniği ile toplanmıştır. Elde edilen veriler yapısal eşitlik modellemesi (SEM) ile Hayes’in Proses Makro analizi kullanılarak analiz edilmiştir. Bulgular, OI’nin JE üzerinde doğrudan ve anlamlı bir etkiye sahip olduğunu göstermektedir. Ayrıca, PJF ve POF’un OI ile JE arasındaki ilişkide tam aracılık rolü üstlendiği tespit edilmiştir. Bu sonuçlar, çalışanların örgütsel değerler ve iş gereklilikleriyle uyumlu olmalarının, iş katılımlarını olumlu yönde etkilediğini göstermektedir. Çalışmanın literatüre temel katkısı, örgütsel özdeşleşme, işe tutkunluk, kişi-iş uyumu ve kişi-örgüt uyumu arasındaki ilişkileri tekstil sektöründe nicel bir yöntemle incelemiş olmasıdır. Sonuçlar, örgütlerin güçlü örgütsel özdeşleşmeyi teşvik etmeye ve çalışanlar ile örgütsel kültür arasındaki uyumu artırmaya odaklanmaları gerektiğini vurgulamaktadır.

🔖

Cite This Article

Işık, M. (2025). Relationship between organizational identification and job engagement: The mediating role of person-job and person-organization fit. Erciyes Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, Sayı: 72, 23–29. https://doi.org/10.18070/erciyesiibd.1706630

📄 Full Text PDF Viewer

📄

PDF görüntüleyici hazırlanıyor...

References (73)

  1. Agustian, E. P., & Rachmawati, R. (2021). The effect of job rotation and person-job fit on employee engagement: The mediation role of the job satisfaction. Advances in Economics, Business and Management Research, 180, 265-270.
  2. Aidina, N. R., & Prihatsanti, U. (2022). The roles of person-job fit and job satisfaction on work engagement in employees of Company X Semarang. Management Analysis Journal, 11(3), 214-218. Retrieved from http://maj.unnes.ac.id
  3. Akbaş, T., & Çetin, A. (2015). İş tatmini ve kişi-örgüt uyumunun örgütsel özdeşleşmeye etkisi. Cumhuriyet Üniversitesi İktisadi ve İdari Bilimler Dergisi, 16(1), 81-101.
  4. Aksay, B., & Ay, Ü. (2016). Yapısal eşitlik modellemesi kapsaminda formatif ve reflektif ölçüm. Çağ Üniversitesi Sosyal Bilimler Dergisi, 13(2), 1-21.
  5. Aksay, K., & Yasım, Y. K. (2016). Kişi-örgüt uyumunun örgütsel sinizm üzerindeki etkisi: Kamu çalışanları örneği. Journal of International Social Research, 9(43), 1602-1611.
  6. Aktaş, K., & Akdemir, B. (2019). İşe adanmışlık ve örgütsel özdeşleşme ilişkisinin performans algısına etkisi üzerine bir araştırma. Journal of Social Policy Conferences, 77, 307-348. https://doi.org/10.26650/jspc.2019.77.0042
  7. Aktürk, K., & Çelik, B. Ç. (2024). Okul yöneticilerinde işe tutkunluk ile örgütsel özdeşleşme ve psikolojik dayanıklılık arasındaki ilişkinin incelenmesi. Eğitim Yönetimi ve Politikaları Dergisi, 5(2), 1-8. Anaza, N. A. (2015). Relations of fit and organizational identification to employee-customer identification. Journal of Managerial Psychology, 30(8), 925-939. https://doi.org/10.1108/JMP-12-2012-0389
  8. Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103(3), 411.
  9. Arshad, M., Dost, M., & Qasim, N. (2022). Enhancing employee work engagement through organizational identification, gender and leader social dominance orientation. Gender in Management: An International Journal, 38(8), 1014-1028. https://doi.org/10.1108/GM-05-2021-0138
  10. Ashforth, B. E., & Mael, F. (1989). Social identity theory and the organization. Academy of Management Review, 14(1), 20-39.
  11. Bakker, A. B., & Demerouti, E. (2018). Multiple levels in job demands-resources theory: Implications for employee well-being and performance. In E. Diener, S. Oishi, & L. Tay (Eds.), Handbook of well-being. Noba Scholar.
  12. Bakker, A. B., Albrecht, S. L., & Leiter, M. P. (2011). Work engagement: Further reflections on the state of play. European Journal of Work and Organizational Psychology, 20(1), 74-88. https://doi.org/10.1080/1359432X.2010.546711
  13. Baron, M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
  14. Bilgin, N., Bingöl, Ü., & Kutlu, A. (2021). Farklı kuşaklardaki hemşirelerin kişi-örgüt ve iş uyumlarının incelenmesi: Kesitsel çalışma. Turkiye Klinikleri Journal of Nursing Sciences, 13(4). https://doi.org/10.5336/nurses.2020-80086
  15. Bindl, U. K., & Parker, S. K. (2011). Meaning regulation at work: How emotions impact on the future of organisations. Paper presented at the 25th ANZAM Conference, Wellington, New Zealand.
  16. Biswas, S., & Bhatnagar, J. (2013). Mediator analysis of employee engagement: Role of perceived organizational support, P-O Fit, organizational commitment and job satisfaction. Research, 38(1), 27-40.
  17. Bono, J. D., & Judge, T. A. (2003). Self-concordance at work: Toward understanding the motivational effects of transformational leaders. Academy of Management Journal, 46, 554-571.
  18. Bretz, R. D., & Judge, T. A. (1994). Person-organization fit and the Theory of Work Adjustment: Implications for satisfaction, tenure, and career success. Journal of Vocational Behavior, 44(1), 32–54. https://doi.org/10.1006/jvbe.1994.1003
  19. Can, A., & Kerse, G. (2020). Kişi-örgüt ve kişi-iş uyumunun örgütsel vatandaşlık davranışı üzerine etkisi: Bankacılık sektöründe bir uygulama. MANAS Sosyal Araştırmalar Dergisi, 9(4), 2327-2336.
  20. Carless, S. A. (2005). Person–job fit versus person–organization fit as predictors of organizational attraction and job acceptance intentions: A longitudinal study. Journal of Occupational and Organizational Psychology, 78(3), 411-429. https://doi.org/10.1348/096317905X2599
  21. Chen, C.-Y., Yen, C.-H., & Tsai, F. C. (2014). Job crafting and job engagement: The mediating role of person-job fit. International Journal of Hospitality Management, 37, 21–28. https://doi.org/10.1016/j.ijhm.2013.10.006
  22. Çevik Tekin, İ. (2021). İş becerikliliğine kişi-örgüt uyumunun etkisi: Konya organize sanayi bölgesi örneği. Pearson Journal, 6(11), 403-414.
  23. Chatman, J. A. (1981). Matching people and organizations: Selection and socialization in public accounting firms. Doctoral Thesis, University of California.
  24. Coşkun, Ö. (2020). Örgütsel sosyalleşme sürecinde kişi-iş uyumundan kişi-örgüt uyumuna yönelik bir model önerisi. Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 17(46), 605-625.
  25. De Beer, L. T., Rothmann Jr, S., & Mostert, K. (2016). The bidirectional relationship between person-job fit and work engagement. Journal of Personnel Psychology, 15(1), 4–14. https://doi.org/10.1027/1866-5888/a000143
  26. Edwards, J. R. (1991). Person-job fit: A conceptual integration, literature review, and methodological critique. International Review of Industrial and Organizational Psychology, 6, 283–357.
  27. Edwards, M. R., & Peccei, R. (2010). Perceived organizational support, organizational identification, and employee outcomes. Journal of personnel psychology. https://doi.org/10.1027/1866-5888/a000007
  28. Gaskin, J., & Lim, J. (2016). Master validity tool. AMOS Plugin In: Gaskination’s StatWiki, 1-55.
  29. Guo, Y. and Hou, X. (2022). The effects of job crafting on tour leaders’ work engagement: the mediatingrole of person-job fit and meaningfulness of work. International Journal of ContemporaryHospitality Management, 34(5), 1649-1667, https://doi.org/10.1108/IJCHM-09-2021-1082.
  30. Güler, M., Çetin, F., & Basım, H. N. (2019). İşe tutulma ölçeği çok kısa versiyonu (UWES-3) geçerlilik ve güvenilirlik çalışması: Alternatif bir versiyon (UWES-6) önerisi. İş ve İnsan Dergisi, 6(2), 189-197.
  31. Greguras, G. J., & Diefendorff, J. M. (2009). Different fits satisfy different needs: linking person-environment fit to employee commitment and performance using self-determination theory. Journal of Applied Psychology, 94(2), 465.
  32. Gürbüz, S., & Şahin F. (2016). Sosyal bilimlerde araştirma yöntemleri felsefe yöntem-analiz. Ankara: Seçkin Yayınevi.
  33. Hamid, S. N. A., & Yahya, K. K. (2011). Relationship between person-job fit and person-organization fit on employees’ work engagement: A study among engineers in semiconductor companies in Malaysia. International Journal of Finance and Management, 6(9), 1–30. Retrieved from http://www.ijfm.co.uk/general‐resources/online‐journal
  34. Hayes, A. F. (2018). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach (2. baskı). New York: The Guilford Press.
  35. Hayes, A. F. & Scharkow, M. (2013). The relative trustworthiness of inferential tests of the indirect effect in statistical mediation analysis: does method really matter?. Psychological Science, 24(10), 1918-1927. https://doi.org/10.1177/0956797613480187
  36. He, H., Pham, H. Q., Baruch, Y., & Zhu, W. (2014). Perceived organizational support and organizational identification: joint moderating effects of employee exchange ideology and employee investment. The International Journal of Human Resource Management, 25(20), 2772-2795. https://doi.org/10.1080/09585192.2014.908315
  37. Hendryadi, H., & Thawil, S. M. (2019). Person-organizational fit dan work engagement: peran gender dan masa kerja sebagai moderator. Inovasi: Jurnal Ekonomi Keuangan dan Manajemen, 15(2), 142-150.
  38. Ilmia, L., Abadiyah, R., & Kusuma, K. A. (2024). Work engagement as a variable intervening person-job organization and person-job fit on turnover intention. Jambura Journal of Educational Management, 5(1), 85-114. https://ejournal-fip-ung.ac.id/ojs/index.php/jjem/index
  39. Indriyani, R., & Sutanto, M. B. (2021). Peranan person-organization fit dan person-job fit dalam meningkatkan job satisfaction dengan work engagement sebagai mediasi. Majalah Ekonomi, 26(1), 8–28.
  40. Işık, M. (2016). Kurumsal itibar algısının iş tatminine etkisinde örgütsel özdeşleşmenin, aracı rolü ve bir araştırma, Doktora Tezi, Dicle Üniversitesi, Diyarbakır.
  41. Islam, T., Ahmad, R., Ahmed, I. & Ahmer, Z. (2019). Police work-family nexus, work engagement and turnover intention: Moderating role of person-job-fit. Policing: An International Journal, 42(5), 739–750. https://doi.org/10.1108/PIJPSM-09-2018-0138
  42. Juhdi, N., Pa'wan, F., & Hansaram, R. M. K. (2013). Human resources practices and TI: The mediating roles of organisational commitment and organisational engagement in a selected region in Malaysia. The International Journal of Human Resource Management, 24(15), 3002–3019. https://doi.org/10.1080/09585192.2013.763841
  43. Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692–724.
  44. Kanten, P. (2012). İşgörenlerde işe adanmanın ve proaktif davranışların oluşumunda örgütsel güven ile örgütsel özdeşleşmenin rolü. (Yayınlanmış doktora tezi). Süleyman Demirel Üniversitesi, Isparta, Türkiye.
  45. Karanika-Murray, M., Duncan, N., Pontes, H. M., & Griffiths, M. D. (2015). Organizational identification, work engagement, and job satisfaction. Journal of Managerial Psychology, 30(8), 1019–1033. https://doi.org/10.1108/JMP-11-2013-0359
  46. Kılıç, K. C., & Yener, D. (2015). Birey-örgüt ve birey-iş uyumunun çalışanların iş tutumlarına etkisi: Adana ilinde bankacılık sektöründe çalışanlar üzerine bir araştırma. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 24(1), 161–174.
  47. Köksal, O., & Şenel, Ö. (2022). İş biçimlendirmenin işe tutulma üzerindeki etkisinde kişi-iş uyumunun aracılık rolü. İş ve İnsan Dergisi, 9(1), 73–86. https://doi.org/10.18394/iid.1085785
  48. Kristof, A. L. (1996). Person-organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49(1), 1–49.
  49. Lu, C. Q., Wang, H. J., Lu, J. J., Du, D. Y., & Bakker, A. B. (2014). Does work engagement increase person–job fit? The role of job crafting and job insecurity. Journal of Vocational Behavior, 84(2), 142–152. https://doi.org/10.1016/j.jvb.2013.12.004
  50. Macey, W. H., & Schneider, B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology, 1(1), 3–30.
  51. Mael, F., & Ashforth, B. E. (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of Organizational Behavior, 13(2), 103-123.
  52. Mascarenhas, C., Galvão, A. R., & Marques, C. S. (2022). How perceived organizational support, identification with organization, and work engagement influence job satisfaction: A gender-based perspective. Administrative Sciences, 12(2), 66. https://doi.org/10.3390/admsci12020066
  53. Memon, M. A., Salleh, R. & Baharom, M. N. (2015). Linking person-job fit, person-organization fit, employee engagement, and turnover intention: A three-step conceptual model. Asian Social Science, 11(2), 313–320. https://doi.org/10.5539/ass.v11n2p313
  54. Mete, E. S., Sökmen, A., & Bıyık, Y. (2016). The relationship between organizational commitment, organizational identification, person-organization fit, and job satisfaction: A research on IT employees. International Review of Management and Business Research, 5(3), 870–901. Retrieved from https://www.irmbrjournal.com/papers/1468417366.pdf
  55. Öcel, H. (2013). Örgüt kimliğinin gücü, algılanan örgütsel prestij ve kişi-örgüt uyumu ile bağlamsal performans arasındaki ilişkiler: Örgütsel bağlılığın aracı rolü. Türk Psikoloji Dergisi, 28(71), 37–53.
  56. Oktay, R. (2020). Kişi-iş uyumu ve dönüşümcü liderliğin çalışanların öz-yeterlilik algısı üzerindeki etkisi. Yüksek Lisans Tezi, Türkiye.
  57. Rayton, B., Yalabik, Z. Y., & Rapti, A. (2019). Fit perceptions, work engagement, satisfaction, and commitment. Journal of Managerial Psychology, 34(6), 401–414. https://doi.org/10.1108/JMP-02-2018-0074
  58. Rich, B. L., Lepine, J. A., & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53(3), 617–635.
  59. Riketta, M. (2005). Organizational identification: A meta-analysis. Journal of Vocational Behavior, 66(2), 358–384. https://doi.org/10.1016/j.jvb.2004.05.005
  60. Schumacker, R. E., & Lomax, R. G. (2004). A beginner’s guide to structural equation modeling. Mahwah, NJ: Lawrence Erlbaum.
  61. Setia, A. T. (2019). The effect of person-organization fit on turnover intention: The mediating role of work engagement. Master's Thesis, Surakarta
  62. Sökmen, A., & Benk, O. (2020). Dönüşümsel liderlik, kişi-örgüt uyumu ve iş tatmini ilişkisi: Kamu çalışanlarına yönelik araştırma. İşletme Araştırmaları Dergisi, 12(2), 1347–1357. https://doi.org/10.20491/isarder.2020.916
  63. Sökmen, A., & Bıyık, Y. (2016). Örgütsel bağlılık, örgütsel özdeşleşme, kişi-örgüt uyumu ve iş tatmini ilişkisi: Bilişim uzmanlarına yönelik bir araştırma. International Journal of Informatics Technologies, 9(2). https://doi.org/10.17671/btd.99671
  64. Straumann, (2020). Annual report. chrome-extension://efaidnbmnnnibpcajpcglclefindmkaj/https://www.straumann.com/content/dam/media-center/group/en/documents/annual-report/2020/2020_Straumann_Annual_Report.pdf
  65. Tiarani, P. L., Nurutami, D. A., Al Ghiffari, M. H., & Dwiyanti, R. (2019). The effect of person-organization fit on work engagement of employees at X University. Proceeding 2nd International Seminar on Psychology 2019, April 27th 2019, 2009, 148–153. Retrieved from http://digital.library.ump.ac.id/id/eprint/282
  66. Turunç, Ö., & Çelik, M. (2010). Çalışanların algıladıkları örgütsel destek ve iş stresinin örgütsel özdeşleşme ve iş performansına etkisi. Yönetim ve Ekonomi Dergisi, 17(2), 183–206.
  67. Turunç, Ö., & Çelik, M. (2012). İş tatmini-kişi örgüt uyumu ve amire güven-kişi-örgüt uyumu ilişkisinde dağıtım adaletinin düzenleyici rolü. ISGUC The Journal of Industrial Relations and Human Resources, 14(2), 57–78. https://doi.org/10.4026/1303-2860.2012.0199.x
  68. Vondey, M. (2010). The relationships among servant leadership, organizational citizenship behavior, person-organization fit, and organizational identification. International Journal of Leadership Studies, 6(1), 3–27.
  69. Warr, P., & Inceoglu, I. (2012). Job engagement, job satisfaction, and contrasting associations with person-job fit. Journal of Occupational Health Psychology, 17(2), 129–138. https://doi.org/10.1037/a0026859
  70. Wiweko, W. A., & Kurniawan, J. E. (2020). Hubungan person-job-fit dengan keterlibatan kerja pada karyawan generasi milenials di perusahaan X. Psychopreneur Journal, 4(2), 90–99. https://doi.org/10.37715/psy.v4i2.1762
  71. Zigarmi, D., Nimon, K., Houson, D., Witt, D. & Diehl, J. (2009). Beyond engagement: Toward a framework and operational definition for employee work passion. Human Resource Development Review, 8(3), 300–326.
  72. Zorlu, Ö., Avan, A., & Baytok, A. (2019). Perceived organizational support and organizational identification: The mediating role of fit to organization. Turizm Akademik Dergisi, 6(1), 277-291.
  73. Aktürk, K., & Çelik, B. Ç. (2024). Okul yöneticilerinde işe tutkunluk ile örgütsel özdeşleşme ve psikolojik dayanıklılık arasındaki ilişkinin incelenmesi. Eğitim Yönetimi ve Politikaları Dergisi, 5(2), 1-8.