Jaroslaw Grobelny, PhDProud to share our new article in the Central European Management Journal! š
Together with my co-authors, we tested the classic PersonāOrganization Fit theory in the context of remote, hybrid and on-site work arrangements.
The world of work keeps changing ā so does the way we feel aligned with our organizations. Curious what we found? š
š https://doi.org/10.1108/CEMJ-02-2025-0058
#FutureOfWork #RemoteWork #HybridWork #OnsiteWork #POFit #WorkPsychology #ManagementScience #IOpsych #iopsychology
The role of job-related affective well-being in the relationship between personāorganization fit and job performance among on-site, hybrid and remote employees
Purpose. This study aimed to achieve two objectives: First, we verified whether personāorganization fit indirectly affected job performance through positive and negative job-related affective well-being to explore potential affective mechanisms underlying these relationships. Second, we examined possible variations in these associations among employees in on-site, hybrid and remote work modalities.Design/methodology/approach. The cross-sectional survey, involving 804 participants across the three work arrangements, utilized moderated mediation analysis to examine the impact of personāorganization fit on job performance, with the mediating role of job-related affective well-being and the moderating effects of work modes.Findings. The results revealed a positive relationship between fit and performance via positive and negative job-related affective well-being, consistent across all work modalities.Research limitations/implications. The findings implicate the importance of personāorganization fit in enhancing well-being and its consequences in performance behavior and goal attainment. The consistency of this relationship across various forms of work, including remote and hybrid arrangements, suggests their similarity.Originality/value. This paper substantially contributes to the field and literature in several key aspects. First, we suggest and verify an underlying affective mechanism for the PO fit-job performance relationship. Second, we discuss this mechanism in the context of the broaden-and-build theory of positive emotions, providing theoretical insights into the empirical findings. Last, we incorporate three work modalities to create a more complex model and investigate if the post-pandemic changes observed in the work environment differentiate the fit-performance association discovered in prior research.
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