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Person–Organization Fit on Prosocial Identity: Implications on Employee Outcomes

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Abstract

This study examined the relationship between person–organization (PO) fit on prosocial identity (prosocial PO fit) and various employee outcomes. The results of polynomial regression analysis based on a sample of 589 hospital employees, which included medical doctors, nurses, and staff, indicate joint effects of personal and organizational prosocial identity on the development of a sense of organizational identification and on the engagement in prosocial behaviors toward colleagues, organizations, and patients. Specifically, prosocial PO fit had a curvilinear relationship with organizational identification, such that organizational identification increased as organizational prosocial characteristics increased toward personal prosocial identity and then decreased when the organizational prosocial characteristics exceeded the personal prosocial identity. In addition, organizational identification and prosocial behaviors increased as both personal and organizational prosocial identity increased from low to high.

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Acknowledgments

The authors acknowledge financial support from Hansung University. We also thank Seung-Ho, Park for his support on data collection and James B. Gilbreath for his helpful comments on an earlier version of the manuscript.

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Authors and Affiliations

  1. Hansung University, 389 Samseon-dong 2-ga, Seongbuk-gu, Seoul, 136-792, Korea

    Jongseok Cha

  2. University of Wisconsin, Whitewater, WI, USA

    Young Kyun Chang

  3. China Europe International Business School, 699 Hongfeng Road, Pudong, Shanghai, 201206, People’s Republic of China

    Tae-Yeol Kim

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  1. Jongseok Cha
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Correspondence to Tae-Yeol Kim.

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Cha, J., Chang, Y.K. & Kim, TY. Person–Organization Fit on Prosocial Identity: Implications on Employee Outcomes. J Bus Ethics 123, 57–69 (2014). https://doi.org/10.1007/s10551-013-1799-7

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