{"title":"正向影响中介对个人组织契合度和工作满意度的影响","authors":"Stefanus Rumangkit, Y. A. Pratama","doi":"10.33884/jimupb.v9i1.2684","DOIUrl":null,"url":null,"abstract":"This study was to investigate the role of positive affect on the effect of person-organization fit and employment. This study used a quantitative approach. 135 employees who worked in PT. Perusahaan Listrik Negara (PLN) Tarahan, Bandar Lampung was chosen as the respondent in this study. Measurement of the person-organization fit variable was measured by an instrument developed by Kristof (1996). Job satisfaction was measured using the Michigan organization assessment questionnaire (Bowling & Hammond, 2008). Positive affect was measured using the positive & negative affect schedule (PANAS) developed by Watson et al (1988). Data processing and hypothesis testing used moderating regression analysis. The findings in this investigation are: first, P-O fit had a positive and significant effect on employee job satisfaction, second, positive affect did not moderate the relationship between P-O fit and job satisfaction. This was indicated by the interaction variables that are smaller than the significance value.","PeriodicalId":326664,"journal":{"name":"JIM UPB (Jurnal Ilmiah Manajemen Universitas Putera Batam)","volume":"39 1","pages":"0"},"PeriodicalIF":0.0000,"publicationDate":"2020-12-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"THE ROLE OF POSITIVE AFFECT MEDIATORS ON PERSON ORGANIZATION FIT AND JOB SATISFACTION\",\"authors\":\"Stefanus Rumangkit, Y. A. Pratama\",\"doi\":\"10.33884/jimupb.v9i1.2684\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"This study was to investigate the role of positive affect on the effect of person-organization fit and employment. This study used a quantitative approach. 135 employees who worked in PT. Perusahaan Listrik Negara (PLN) Tarahan, Bandar Lampung was chosen as the respondent in this study. Measurement of the person-organization fit variable was measured by an instrument developed by Kristof (1996). Job satisfaction was measured using the Michigan organization assessment questionnaire (Bowling & Hammond, 2008). Positive affect was measured using the positive & negative affect schedule (PANAS) developed by Watson et al (1988). Data processing and hypothesis testing used moderating regression analysis. The findings in this investigation are: first, P-O fit had a positive and significant effect on employee job satisfaction, second, positive affect did not moderate the relationship between P-O fit and job satisfaction. This was indicated by the interaction variables that are smaller than the significance value.\",\"PeriodicalId\":326664,\"journal\":{\"name\":\"JIM UPB (Jurnal Ilmiah Manajemen Universitas Putera Batam)\",\"volume\":\"39 1\",\"pages\":\"0\"},\"PeriodicalIF\":0.0000,\"publicationDate\":\"2020-12-16\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"JIM UPB (Jurnal Ilmiah Manajemen Universitas Putera Batam)\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://doi.org/10.33884/jimupb.v9i1.2684\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"\",\"JCRName\":\"\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"JIM UPB (Jurnal Ilmiah Manajemen Universitas Putera Batam)","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.33884/jimupb.v9i1.2684","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"","JCRName":"","Score":null,"Total":0}
THE ROLE OF POSITIVE AFFECT MEDIATORS ON PERSON ORGANIZATION FIT AND JOB SATISFACTION
This study was to investigate the role of positive affect on the effect of person-organization fit and employment. This study used a quantitative approach. 135 employees who worked in PT. Perusahaan Listrik Negara (PLN) Tarahan, Bandar Lampung was chosen as the respondent in this study. Measurement of the person-organization fit variable was measured by an instrument developed by Kristof (1996). Job satisfaction was measured using the Michigan organization assessment questionnaire (Bowling & Hammond, 2008). Positive affect was measured using the positive & negative affect schedule (PANAS) developed by Watson et al (1988). Data processing and hypothesis testing used moderating regression analysis. The findings in this investigation are: first, P-O fit had a positive and significant effect on employee job satisfaction, second, positive affect did not moderate the relationship between P-O fit and job satisfaction. This was indicated by the interaction variables that are smaller than the significance value.