Testing the mediation effect of person–organization fit on the relationship between high performance HR practices and employee outcomes in the Egyptian public sector

Abstract

Previous studies suggest that high performance HR practices (HPHRP) are positively related to employee outcomes. However, the mechanisms through which this relationship occurs require further research. This paper examines the effect of one such mechanism, person–organization (P-O) fit, on the relationship between HPHRP, job satisfaction and organizational citizenship behaviours (OCBs). Using a sample of 671 professionals in the Egyptian health and higher education sectors, a partial mediation model is outlined and tested using structural equation modelling. The study results show that HPHRP had a positive relationship with P-O fit, job satisfaction and OCBs. Further, P-O fit had a positive relationship with job satisfaction and OCBs, and partially mediated the relationship between HPHRP, job satisfaction and OCBs. Thus, the adoption of HPHRP not only leads to desirable employee outcomes, but it is also associated with better fit between employees and organizations. As such, managers should endeavour to use HPHRP to facilitate greater congruence between employees and organizations in order to achieve improved employee attitudes and behaviours.

Keywords::

• Egyptian public sector
• high performance HR practices
• job satisfaction
• organizational citizenship behaviours
• person–organization fit

Notes

^1. Unless otherwise stated, all responses were on a seven-point Likert scale in which 1 = ‘Strongly disagree’ and 7 = ‘Strongly agree’.

^2. The structural model was tested with and without the control variables (age, gender, sector and years of experience), and in both the cases, the hypotheses testing results were similar. Only age had a significant effect on job satisfaction and the effect was positive (p <  0.001). With regards to OCBs, only years of experience had a significant effect, and the effect was also positive (p <  0.001).

^3. A χ² difference test was also conducted for the partial mediation model and a direct effects model which only included paths from HPHRP and P-O fit to employee outcomes. The results also suggest that the partial mediation model provides the best fit for the data (χ² difference = 449.1, df = 1, p <  0.001).