The influence of person-organization fit on contextual performance and its impact on organizational effectiveness: The moderating role of organizational climate

In a dynamic and increasingly complex and competitive global environment, organizations' current effectiveness is necessarily a predictor of future success. The concept of organizational effectiveness was an important innovation in business management. Organizational effectiveness defines strategies of organizations to achieve targets, to succeed, to increase competitiveness and their profits. Organizations are encouraged to couple profit with a concern for the environment, to combine the short-term benefit of sales with the long-term needs for customer service. Instead of defining corporate success by a few short-term measures such as profit sales or profit, it fostered a holistic long-term perspective. The expanded perspective that resulted from a focus on the overall effectiveness of an organization has become central to corporate survival and success in today's economy. In order to gain competitive advantages in this fast changing environment, to achieve their targets and to increase organizational effectiveness, companies need individuals who can be congruent with organizational culture. Scientifically, defining of person-organization fit level plays a critical role for understanding the organizational culture profile and in hiring flexible, congruent and committed employees. The importance of person-organization fit for organizations emerges at this point. Contextual performance is also important for organizations because it helps to achieve of organizational goals and organizational performance. Organizational climate created by the individuals who have high level of person-organization fit effect on contextual performance and organizational effectiveness. Organizational climate reflects the distinctive features of an an organization and increase organizational effectiveness. With this in mind, the aim of the study was to investigate the relationship between person-organization fit, contextual performance and organizational effectiveness and the moderating effect of organizational climate on the relationship between pperson-organization fit and contextual performance. This is the first study exploring the effect of person-organization fit on organizational effectiveness, thus making an important contribution to the relevant literature. The sample of the study was composed of 200 white-color employees working in three different organizations. The results of the study indicated that contextual performance, job engagement, organizational climate and person-organization fit have influences on organizational effectiveness. Especially, organizational climate and person-organization fit explained organizational effectiveness more than other variables. Job engagement and contextual performance significantly moderated the relationship between organizational climate and contextual performance. The results also showed that job engagement had more variance on the relationship between organizational climate and organizational effectiveness than contextual performance.