Person-organization fit (PO-Fit), personality, organizational climate and job performance among academic administrators in public universities in Thailand: job satisfaction as the mediator

Person-organization fit (PO-Fit), personality, organizational climate and job performance among academic administrators in public universities in Thailand: job satisfaction as the mediator

Higher education institutions throughout the globe are under pressure to change and are currently facing daunting challenges. To meet the challenges, Thailand’s higher education institutions made reform in terms of academic excellence and requisite standards and quality assurance which could ultimat...

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Main Author: Dittavichai, Rungrudee
Format: Thesis
Language:eng
eng
Published: 2018
Subjects:
HD58.7 Organizational Behavior.
LB2300 Higher Education
Online Access:https://etd.uum.edu.my/8018/1/s92325_01.pdf
https://etd.uum.edu.my/8018/2/s92325_02.pdf
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id my-uum-etd.8018
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Mat, Norsiah
topic HD58.7 Organizational Behavior.
LB2300 Higher Education
spellingShingle HD58.7 Organizational Behavior.
LB2300 Higher Education
Dittavichai, Rungrudee
Person-organization fit (PO-Fit), personality, organizational climate and job performance among academic administrators in public universities in Thailand: job satisfaction as the mediator
description Higher education institutions throughout the globe are under pressure to change and are currently facing daunting challenges. To meet the challenges, Thailand’s higher education institutions made reform in terms of academic excellence and requisite standards and quality assurance which could ultimately affect job satisfaction and job performance of academic administrators. This study aimed at investigating the relationship between Person-Organization fit (P-O fit), proactive personality, organizational climate and job performance with the mediating role of job satisfaction. The study utilized survey questionnaires which were randomly distributed to 417 academic administrators of public universities in Southern Thailand. Out of 417 questionnaires distributed, 187 questionnaires were returned and usable, giving a 45 % of response rate. The hypotheses were tested using PLS-SEM path modeling techniques. It was found that 7 out of the 9 hypotheses were supported, while the other 2 were not supported. The results showed that there are positive and significant relationship between P-O fit, proactive personality, organizational climate and job performance. The study also found positive and significant relationship between P-O fit, organizational climate and job satisfaction but no significant relationship between personality and job satisfaction. The study also found that job satisfaction mediates the relationship between P-O fit, organizational climate and job performance. Overall, the findings of the present study provide support of Attraction-Selection-Attrition (ASA) theory and TWA theory. By implication this study contributes to the body of knowledge as well as to the policy makers to take appropriate decision on how to improve the performance of academic administrators. Finally, direction for future research and the conclusion were discussed.
format Thesis
qualification_name Ph.D.
qualification_level Doctorate
author Dittavichai, Rungrudee
author_facet Dittavichai, Rungrudee
author_sort Dittavichai, Rungrudee
title Person-organization fit (PO-Fit), personality, organizational climate and job performance among academic administrators in public universities in Thailand: job satisfaction as the mediator
title_short Person-organization fit (PO-Fit), personality, organizational climate and job performance among academic administrators in public universities in Thailand: job satisfaction as the mediator
title_full Person-organization fit (PO-Fit), personality, organizational climate and job performance among academic administrators in public universities in Thailand: job satisfaction as the mediator
title_fullStr Person-organization fit (PO-Fit), personality, organizational climate and job performance among academic administrators in public universities in Thailand: job satisfaction as the mediator
title_full_unstemmed Person-organization fit (PO-Fit), personality, organizational climate and job performance among academic administrators in public universities in Thailand: job satisfaction as the mediator
title_sort person-organization fit (po-fit), personality, organizational climate and job performance among academic administrators in public universities in thailand: job satisfaction as the mediator
granting_institution Universiti Utara Malaysia
granting_department School of Business Management
publishDate 2018
url https://etd.uum.edu.my/8018/1/s92325_01.pdf
https://etd.uum.edu.my/8018/2/s92325_02.pdf
_version_ 1747828307363102720
spelling my-uum-etd.80182021-08-09T06:47:13Z Person-organization fit (PO-Fit), personality, organizational climate and job performance among academic administrators in public universities in Thailand: job satisfaction as the mediator 2018 Dittavichai, Rungrudee Mat, Norsiah School of Business Management School of Business Management HD58.7 Organizational Behavior. LB2300 Higher Education Higher education institutions throughout the globe are under pressure to change and are currently facing daunting challenges. To meet the challenges, Thailand’s higher education institutions made reform in terms of academic excellence and requisite standards and quality assurance which could ultimately affect job satisfaction and job performance of academic administrators. This study aimed at investigating the relationship between Person-Organization fit (P-O fit), proactive personality, organizational climate and job performance with the mediating role of job satisfaction. The study utilized survey questionnaires which were randomly distributed to 417 academic administrators of public universities in Southern Thailand. Out of 417 questionnaires distributed, 187 questionnaires were returned and usable, giving a 45 % of response rate. The hypotheses were tested using PLS-SEM path modeling techniques. It was found that 7 out of the 9 hypotheses were supported, while the other 2 were not supported. The results showed that there are positive and significant relationship between P-O fit, proactive personality, organizational climate and job performance. The study also found positive and significant relationship between P-O fit, organizational climate and job satisfaction but no significant relationship between personality and job satisfaction. The study also found that job satisfaction mediates the relationship between P-O fit, organizational climate and job performance. Overall, the findings of the present study provide support of Attraction-Selection-Attrition (ASA) theory and TWA theory. By implication this study contributes to the body of knowledge as well as to the policy makers to take appropriate decision on how to improve the performance of academic administrators. Finally, direction for future research and the conclusion were discussed. 2018 Thesis https://etd.uum.edu.my/8018/ https://etd.uum.edu.my/8018/1/s92325_01.pdf text eng public https://etd.uum.edu.my/8018/2/s92325_02.pdf text eng public Ph.D. doctoral Universiti Utara Malaysia Adeniji, A. A. (2011). Organizational climate as a predictor of employee job satisfaction: evidence from covenant university. Business Intelligence Journal, 4(1), 151-166. Adkins, C. L., Russell, C. J., & Werbel, J. D. (1994). Judgments of fit in the selection process: The role of work value congruence. Personnel Psychology, 47(3), 605-623. doi.org/10.1111/j.1744-6570.1994.tb01740.x Afthanorhan, W. M. A. B. W. 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