The Buzzword: Employee Engagement. Does Person-Organization Fit Contribute to Employee Engagement?

Document Type: Research Paper


Department of Business Administration, Marmara University, Istanbul, Turkey


This study aimed to investigate the relationship between person-organization value fit and employee engagement, as well as to develop a new scale for measuring organizational engagement. We considered person-organization fit with a degree of similarity between personal values and organizational values. These values were measured by the Organizational Culture Profile (OCP). We divided employee engagement into two dimensions. These were “work engagement” and “organizational engagement.” Work engagement was measured by the Utrecht Work Engagement Scale (UWES). To measure organizational engagement, we constructed a 15-item Organizational Engagement Scale. We achieved this by examining its definition and existing scales. In order to collect data, available employees provided us with the relevant information. A total of 285 employees answered the questionnaires of this study. These employees worked in organizations that function in the service sector in Istanbul. Our reliability and factor analyses revealed that the Organizational Engagement Scale has a high reliability and two sub dimensions. These were named “organizational vigour" and “organizational dedication”. Regression analyses confirmed our research hypotheses: we found person-organization positively contributed to both work engagement and organizational engagement. However, we found that the contribution of person-organization fit to organizational engagement was more powerful than to work engagement.


Main Subjects

Article Title [Persian]

کلامی نامفهوم: آیا تناسب فرد- سازمان، نقشی در التزام کارکنان دارد؟

Authors [Persian]

  • زینپ مروی اونال
  • تولای تورگات
گروه مدیریت بازرگانی، دانشگاه مارمارا ، استانبول ، ترکیه
Abstract [Persian]

هدف پژوهش حاضر، بررسی رابطة بین تناسب ارزشی فرد- سازمان و التزام کارکنان از یک‌طرف و توسعة مقیاس جدیدی برای سنجش التزام سازمانی از سوی دیگر است. تناسب فرد- سازمان «درجة مشابهت بین ارزش‌های فردی و ارزش‌های سازمانی» بررسی و با پروفایل فرهنگ سازمانی سنجش شده است. التزام کارکنان به دو بعد «التزام کاری» و «التزام سازمانی» تقسیم شده است. التزام کاری با مقیاس التزام کاری آترخت سنجیده شده است. برای سنجش التزام سازمانی با بررسی تعاریف و مقیاس‌های موجود التزام، مقیاسی پانزده گویه‌ای طراحی شده است. اطلاعات مورد نیاز برای گردآوری داده‌ها از کارکنان در دسترس جمع‌آوری شد. پرسشنامه‌ها را 285 کارمند شاغل در سازمان‌های خدماتی در استانبول تکمیل کردند. نتایج آزمون‌های پایایی و تحلیل عاملی نشان داد که مقیاس التزام سازمانی دارای پایایی بالا و دارای دو بعد فرعی «توان سازمانی» و «وقف سازمانی» است. نتایج آزمون رگرسیون، فرضیه‌های پژوهش را تأیید می‌کند: تناسب فرد- سازمان بر التزام کاری و التزام سازمانی تأثیرگذار است. با وجود این، تأثیر تناسب فرد- سازمان بر التزام سازمانی بیش از تأثیر آن بر التزام کاری است.

Keywords [Persian]

  • ارزش‌ها
  • التزام سازمانی
  • التزام کارکنان
  • التزام کاری
  • تناسب فرد- سازمان
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