Abstract

C, Therasa  and  VIJAYABANU, C. Person - job fit and the work commitment of IT Personnel. J. Hum. Growth Dev. [online]. 2016, vol.26, n.2, pp. 218-227. ISSN 0104-1282.  http://dx.doi.org/10.7322/jhgd.119277.

INTRODUCTION: There have been given a much higher importance to employee commitment and retention since India is experiencing the highest attrition rate globally Economic Times, 2015¹. Hence, considering the factors of Person-job fit to interpret the impact towards work commitment is very well essential, especially in the current scenario. Work Commitment is a vital element in any organization which has outstanding impact on productivity and functioning and hence it is very much vital to have a committed workforce which is necessary in this competitive environment and tight labour market. In the same way, there is considerable amount of evidence that if P-J fit is high then it will have a direct impact on organization commitment also. Person-job fit is the compatibility between person's competency and abilities and the requirements of the job Zheng et al.². If there exists a mismatch between person-job fit then the consequences might result in poor work commitment, low job satisfaction and extremely lower involvement in the job. OBJECTIVE: This study analyzed the key factors that contribute to Person- job compatibility among IT workers and also analyzed the relationship and impact of Person- job compatibility towards work commitment. METHODS: Exploratory Factor Analysis (EFA) was used to filter the key factors initially, followed by a linear regression technique to determine the impact of Person- job compatibility factors in work commitment on a sample of 300 employees. EFA used Principal Component analysis for extraction and Promax for rotation. Finally regression analysis was carried out to predict the work commitment through statistically significant person-job compatibility variables. RESULTS: The impact of person-job compatibility on work commitment was studied through regression analysis and it imply that for every unit increase in HR Policy, a 0.52(unstandardised coefficients) increase in work commitment is predicted and it has been turned out as a most impacting variable to predict work commitment. The coefficients for Relationship (B =.330, sig =.000), HR Policies (B =.519, sig =.000), Pay and Benefits (B =.386, sig =.000) and Employee Growth (B =.290, sig =.001) were statistically significant, since its p-value is .000 which is smaller than .05. The coefficients for Work Autonomy (B =.154, sig = .081) was not statistically significant, since its p-value is 0.081 which is greater than.05. CONCLUSION: The major factors responsible for creating work commitment among IT employees are Relationship, HR Policies and strategies, Pay and benefits, Work autonomy and Employee growth. The most contributing regressors which accounts for creating work commitment are HR policies, Pay and benefits, Employee growth and work autonomy.

Keywords : person-job compatibility; work commitment; exploratory factor analysis; EFA; linear regression; perceived compatibility; self-fulfillment; autonomy; job environment factors.

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