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Companies that wish to compete in successfully way within the dynamic markets should be ready for implementing changes in their organizational operations. One of the most key points of changing is the understanding of people and organizations perceiving their changes. (Tortorella and Fogliatto,2014)
Person-organization fit refers to the compatibility that occurs between persons and their organizations. In other words, when some of them provides what the other needs, they share their similar characteristics or both of them. Researchers that interested in shared values saw that p-o fit has positive impact on both parties (Lawrence and Lawrence, 2010). If there is no matching between the employees’ characteristics and the job characteristics. The employee may seek for alternate job prospect. (Chhabra,2015)
The other concept which mentioned in this research is the organizational commitment and defined as ”the degree of strength unity an individual establishes with the organization s/he works, and the degree of feeling herself/himself as the part of the organization” (Korkmaz, Kılıç,Yücel and Aksoy,2014). Organizational commitment also refers to the employee’s involvement and his loyalty to an organization. Organizational commitment is gaining more interesting in dynamic business environment. (Abu-Shamaa, Al-Rabayah and Khasawneh, 2015)
The researchers saw the correlation between human resources management practices and employee’s level of commitment would be considered as a source of competitive advantage (Triguero, Vinces, Rendon and Apellaniz,2012)
The research attempted to gain a better understanding of the relationship between person-organization fit and organizational commitment through the role of the human resources management practices. Person–organization fit is defined by (Chatman & Caldwell, 1991) as” The fit between the individual characteristics (knowledge, skills, abilities and needs) and the demands of the job or the needs/desires of a person and the attributes of the job”. In 1991, Allen and Meyer defined organizational commitment as ”A bond or linking of the individual to the organization”. Human resources management practice is defined as ”A system that develops, motivates and retains employees to ensure the effective implementation and survival of the organization and its members”. (Jackson and Schuler,1987; Al-Qahtani,2015).
Recent studies identified organizational commitment, employee satisfaction and organizational performance tied to human resources management practices. They saw that human resources management practices provide a positive relationship between the human capital and the business owners. (Brown,2017)
2. Research variables
(The Research variables)
Independent variable (The person-organization fit)
(Winters,2015) Mediator variable (The Human Resources Management practices)
(Presbitero, Roxs and Chaidee, 2016) Dependent variable
(The organizational commitment) (Meyer and Allen, 1997)
- Value Congruence.
- Goal Congruence.
- Needs\Supplies Fit. - Remuneration.
- Training and development.
- Career development opportunities.
- Work-life balance. - Affective
- Continuance commitment.
Source: The researcher
3. Research Problem
This research will argue that the effectiveness of HRM practices in tackling organizational commitment can be enhanced by improving the compatibility between person and organization. The person – organization fit can constitute a source of competitive advantage because of their intangible nature which makes it difficult for competitors to imitate and replicate. The question which arises is how can a private university leverage on its HRM practices to enhance its organizational commitment? The research will argue that when HRM practices are designed and implemented in an environment which has high compatibility of person–organization, the academic staff is likely to be more committed to the university because they feel a greater sense of belonging and affinity to their workplace.
The research problem can be expressed as the following statement: The researcher noticed that there is a shortage in human resources management practices at the private universities which leads to achieve low levels of fit between the person and the university and that affects the organizational commitment.
4. Research Significance
The research focuses on the human resources management practices’ mediating effect between person-organization fit and organizational commitment in private universities, which is important in:
a- Adding a new research which involves the relationship between person-organization fit and organizational commitment through the human resources management practices.
b- Universities need to develop in line with Egypt’s 2030 vision to improve education
c- Stressing on human resources as the most important source in the organization.
d- Stressing on the universities especially private universities and this important sector needs more attention.
5. Research Objectives
This research aims to:
a- Identify the concepts and dimensions of person-organization fit, human resources management practices and organizational commitment in the private universities.
b- Clarify the relationship between the independent variable (person-organization fit) and dependent variable (organizational commitment).
c- Clarify the relationship between the independent variable (person-organization fit) and mediator variable (human resources management practices).
d- Clarify the relationship between the mediator variable (human resources management practices) and dependent variable (organizational commitment).
e- Investigate the association between person-organization fit and organizational commitment and the degree to which human resources management practices mediate this relationship.
6- Research Hypotheses
H01: There is no significant impact of person-organization fit on organizational commitment at private universities.
H02: There is no significant impact of person-organization fit on human resources management practices at private universities.
H03: There is no significant impact of human resources management practices on organizational commitment at private universities.
H04: Human resources management practices doesn’t have a mediating effect on the relationship between person-organization fit and organizational commitment at private universities.
7- Research population and sample
The research chose a simple random sample among the academic staff members working in the private universities, Since the population is equal to 5374 employees then according to ((Mason and Lind,1996) the target sample of the research is roughly going to be 359 respondents.
The researcher distributed (460) forms randomly on the employees of the private universities. (389) forms were returned and thereby the return of forms ratio is 84.5%, which proves the interest of respondents in the variables of the research. Some (72) forms were excluded as they were unfitting for analysis. Thus, the number of forms to be analyzed is (317) forms. This can be seen in the following table:
(The Research Sample)
population Sample Returned Return Ratio Invalid for Statistical Analysis End Sample Valid for Statistical Analysis End Sample Valid for Statistical Analysis ratio
The staff and the assistants in the private universities 359 389 84.5% 72 317 88.3%
8- Statistical Techniques
After the tabulation of respondents’ replies, these replies were coded and data entered using a computer. Then, the data were processed statistically using the statistical package for social sciences (SPSS) and Amos program. In order to achieve the research objectives and analysis of the data collected, various statistical methods were used as follows:
a- Sample distribution according to the demographic variables (gender, academic degree, and years of experience) regarding frequencies and percentages.
b- Cronbach’s Alpha to test the reliability of all the research variables and their dimensions (person-organization fit, human resources management practices, organizational commitment).
c- Calculating descriptive statistics (mean, and standard deviation) for all main variables and their dimensions.
d- Stepwise regression model will be used to identify the stress, directions and significance of the relationships among variables.
e- Structural equation model (SEM) to test the relationship among the research variables.
9- Research Limitations
a- The private universities have been selected because they have the ability to select their staff and assistants more than the public universities.
b- The research was limited to private universities which located in Greater Cairo in order to facilitate access to data because it is difficult to obtain data from other governorates.
c- The researcher was able to access to eight private universities from sixteen universities.
d- Some universities have refused to show their names in the research therefore indicated by letters.
10- Research Outline
The research contains:
- Chapter One: Research Framework.
- Chapter Two: Person-Organization fit (P-O).
- Chapter Three: Human Resources Management Practices (HRMPs).
- Chapter Four: Organizational Commitment.
- Chapter Five: Research Methodology.
- Chapter Six: Field Study.
- Chapter Seven: Discussion, Research Findings and Recommendations.
- English summary.
- Arabic summary.
11- Research Results
a- There is a significant impact of person-organization fit on organizational commitment at private universities.
b- There is a significant impact of person-organization fit on human resources management practices at private universities
c- There is a significant impact of human resources management practices on organizational commitment at private universities.
d- Human resources management practices doesn’t have a mediating effect on the relationship between person-organization fit and organizational commitment at private universities.
-Private universities shall give the academic staff members and assistants sufficient time to do their researches.
-Private universities shall bear a part of the costs of the academic staff members and assistants’ researches.
-The private universities need to hold special seminars on how scientific research methods, especially for the assistants by the academicians, either from the same university or from outside.
- The private university shall remunerate the academic staff members’ researches.
- Private universities shall give greater attention to the work-life balance.
- The private universities shall provide benefits that not only pertain to staff members but to staff members’ families as well.
- There is a need to clarify the goals and values of the university and make sure that it reached the academic staff members.
- The private universities shall provide the staff members’ needs and make sure that needs meet the expectation.
- The private university shall choose the staff member whose personality congruent with the university’s climate.
- Private universities shall modify salaries regularly and inform the staff with times of salary increasing.
- Private universities need to hold regular meetings to hear the staff members’ complaints and receive their proposals to solve problems.
- The private university shall apply open-door policy with the staff members.
- The private university shall apply the brain storming method for problem solving.
- The academic staff members need to feel job security.
- It is necessary to make a special journal for every private university.
- The private university shall appreciate the staff members’ efforts.
- The private university shall encourage the staff members to international publication.
- The private universities shall provide expeditions for the staff members.
- The private university shall provide the new staff members with an orientation about the university.
-The private university shall encourage the staff members to collaborative publication.
13- Recommendations for Future Researches
a. Human resources management practices as a mediator variable int the relationship between the person-organization fit and organizational commitment in public universities.
b- The impact of human resources management practices as a mediator variable int the relationship between the person-organization fit and organizational commitment. A comparative study between public and private university.
c-The impact of green human resources management on organizational commitment.
d- The impact of human resources management practices as a mediator variable in the relationship between person-organization fit and turnover intention.