The effect of job engagement on person-organization fit

Human, as the greatest resource of the economy, has a potential to make big differences both in his environment and in the industry. Job engagement is one of the main facts to distinguish whether if that difference will be in a good way or the opposite. The concept of job engagement may not have a long history, but still the content of this concept touches very critical topics for both employee and employer; and it's related to fields of human resources, personal development, and career planning. Today's world is a very competitive place where everything changes rapidly. If a company aims to remain successful in such an environment, it is important to know the necessity of congruence between the purposes, goals, and values of human resources and the values of the company. The congruence between abovementioned facts, namely the person-organization fit, is very important especially to be able to flex the labor and keep the employees committed to the company in order to keep up with the newest changes. The main purpose of this paper is to determine the effect of the job engagement on the person-organization fit. Due to that reason, a research which covers 330 bank employees in the city of Kayseri has been executed. Quantitative research method is applied for the research and inventory technique has been used while collecting the data. To measure the job engagement the scale was Utrecht Work Engagement Scale (UWES) and the scale developed by Netemeyer et al. (1997) was used to measure the person-organization fit. SPSS has been utilized to test the proposed relations. According to the results of the research, job engagement has a meaningful effect on person-organization fit. Besides, it's been found that vigor and dedication -which are the sub-dimensions of job engagement- has a meaningful effect on person-organization fit as well. Keywords: Job engagement, person-organization fit, value congruence.