The mediating role of affective commitment to the relationship of person-organization (P-O) fit and employees intention to remain in the organization
Date of Publication
Master of Science in Psychology Major in Industrial/Organizational Psychology
College of Liberal Arts
Maria Guadalupe C. Salanga
Defense Panel Member
Jazmin B. Llana
This paper studied the mediating role of affective commitment to the relationship of P-O fit and employees intention to remain in the organization. This study utilized cross-sectional, explanatory, non-experimental quantitative research design (Johnson, 2001). The study was guided by the revised integrative model of person-organization (P-O) Fit by Westerman and Cyr (2004). The researcher used a convenience sampling in distributing the online questionnaire for the study. Participants of the study were pre-qualified to be professionals working within Metro Manila and have a tenure of at least one year in their current organizations. The results of the study show that P-O fit constructs; values congruence and work environment congruence were both significant predictors of affective commitment and intention to remain. Moreover, the results also revealed that affective commitment partially mediated the relationship of both P-O fit constructs and intention to remain. Practical and theoretical implications are discussed.
Archives, The Learning Commons, 12F Henry Sy Sr. Hall
1 computer disc ; 4 3/4 in.
Personnel management; Supervision of employees
Ignacio, J. Q. (2017). The mediating role of affective commitment to the relationship of person-organization (P-O) fit and employees intention to remain in the organization. Retrieved from https://animorepository.dlsu.edu.ph/etd_masteral/5728