Organizational Goal Congruence and Job Attitudes Revisited

摘要

Vancouver and Schmitt (1991) operationalized person-organization fit in terms ofgoal congruence and reported that goal congruence scores were positively related to favorable job attitudes. The purpose of the present study was to replicate and extend their work. Specifically, we sought to: (1) replicate their findings of goal congruence scores as predictors of job satisfaction and organizational commitment; (2) determine if goal congruence scores were related to perceptions of organizational support and organizational politics; and (3) assess the extent to which goal congruence scores accounted for variance in job satisfaction and organizational commitment beyond that contributed by scores on the Eisenberger et al. (1986) perceptions of organizational support scale and the Kacmar and Ferris (1991) perceptions of organizational politics scale. Data collected from 991 FAA employees indicated that goal congruence scores were positively related to favorable job attitudes, as found by Vancouver and Schmitt (1991). However, the partialing out of organizational support and organizational politics scores from the relationships of goal congruence with job satisfaction and commitment accounted for most of the variance. These results have implications for the use of goal congruence as an index of person-organization fit and perhaps as well for the importance of the notion of person-organization fit.