THE MEDIATING ROLE OF PERSON-ORGANISATION FIT IN THE RELATIONSHIP BETWEEN PSYCHOLOGICAL EMPOWERMENT AND ORGANISATIONAL IDENTIFICATION

Abstract

Psychological empowerment is a process that enables employees to feel more competent, autonomous and meaningful in their jobs and has a strong relationship with organisational identification. Organisational identification refers to a situation in which individuals match their values and goals with the values and goals of the organisation. Person-organisation fit, on the other hand, indicates the extent to which employees' personal values and goals are compatible with the values and goals of the organisation. This fit plays an important mediating role in the relationship between psychological empowerment and organisational identification because it increases employees' commitment and motivation to the organisation, thus promoting positive outcomes such as performance and job satisfaction. Ensuring person-organisation fit allows employees to better embrace their roles within the organisation, contribute more to organisational goals and consequently have a positive impact on the overall success of the organisation. Therefore, the mediating role of person-organisation fit in the relationship between psychological empowerment and organisational identification is critical for both person and organisational success. The purpose of this study is to investigate the mediating role of person-organisation fit in the relationship between psychological empowerment and organisational identification. The study was conducted for 432 white and blue collar participants working in the textile sector in Istanbul. As a result of the correlation analysis, psychological empowerment and organisational identification have a significant positive relationship with a rate of 52.2% (r=0.522, p=0.000). Person-organisation fit has a significant positive relationship with organisational identification at a rate of 61.9% (r=0.619, p=0.000) and with psychological empowerment at a rate of 52.3% (r=0.523, p=0.000). As a result of the structural equation model analysis, psychological empowerment has a significant positive effect on organisational identification (β=0.541, p<0.01). Psychological empowerment has a significant positive effect on person-organisation fit (β=0.562, p<0.01). Individual-organisation fit has a significant positive effect on organisational identification (β=0.630, p<0.01). Bootstrap standardised value ranges do not contain zero and are significant (bootstrap coefficient=0.084, CI 95% =0.080-0.092). Thus, hypotheses H₁, H₂, H₃ and H₄ are accepted. This showed that person-organisation fit has a mediating role in the effect of psychological resilience on organisational identification. On the other hand, some significant differences were obtained for psychological empowerment, organisational identification and person-organisation fit in terms of gender, age, educational level and working time, and H₅ was partially accepted.