Person-job fit and job involvement: the curvilinear effect and the moderating role of goal orientation

Purpose Job involvement is an important predictor of how well employees perform and feel at work. However, despite fruitful findings, little is known about how person-job (P-J) fit affects job involvement. Design/methodology/approach This study used a cross-sectional design and collected data from 375 employees and 50 managers. Multivariate regression was applied to test the moderated curvilinear model. Findings This study found an inverted U-shaped relationship between P-J fit and job involvement. For employees with a strong performance goal orientation, maximum job involvement occurred at a higher level of P-J fit, whereas for employees with a strong learning goal orientation, maximum job involvement occurred at a moderate level of P-J fit. Practical implications Managers should be aware that solely maximizing fit may not constantly yield positive outcomes, and that ignoring differences in employee needs and goals may be counterproductive. Originality/value The study challenges the conventional wisdom that a high P-J fit is always productive by showing that a high fit may sometimes jeopardize job involvement, particularly for certain employees.

Automated summary

The study revealed an inverted U-shaped relationship between person-job fit and job involvement, where employees with strong performance goal orientation performed better at higher levels of fit, while employees with strong learning goal orientation performed better at moderate levels of fit. Managers should consider individual differences in employee goals when maximizing fit for optimal outcomes.