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      Identifying With How We Are, Fitting With What We Do: Personality and Dangerousness at Work as Moderators of Identification and Person–Organization Fit Effects


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          Using a sample drawn from a Brazilian electric company exposing employees to both dangerous and non-dangerous working conditions, the current study provides evidence on the differential underlying mechanisms guiding the relationships of organizational identification and person-organization-fit (P-O fit) with job performance. We suggest that despite their relatedness in current literature, organizational identification operates as a largely self-centered process and P-O fit as a predominantly context-dependent one, leading to distinct work-related processes deriving from each construct. Our findings suggest that P-O fit serves as a pathway through which job identification induces job performance. In this mediating path, personality and in particular neuroticism, hinders the effects of identification, whereas job dangerousness, a contextual factor, undermines work-related effects of perceived environmental congruence (P-O fit). Discussing these results, we provide novel insights on the distinct mechanisms driving organizational identification, P-O fit and their contingencies.

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          The moderator-mediator variable distinction in social psychological research: conceptual, strategic, and statistical considerations.

          In this article, we attempt to distinguish between the properties of moderator and mediator variables at a number of levels. First, we seek to make theorists and researchers aware of the importance of not using the terms moderator and mediator interchangeably by carefully elaborating, both conceptually and strategically, the many ways in which moderators and mediators differ. We then go beyond this largely pedagogical function and delineate the conceptual and strategic implications of making use of such distinctions with regard to a wide range of phenomena, including control and stress, attitudes, and personality traits. We also provide a specific compendium of analytic procedures appropriate for making the most effective use of the moderator and mediator distinction, both separately and in terms of a broader causal system that includes both moderators and mediators.
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            Evaluating Structural Equation Models with Unobservable Variables and Measurement Error

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              PLS-SEM: Indeed a Silver Bullet


                Author and article information

                Eur J Psychol
                Eur J Psychol
                Europe's Journal of Psychology
                June 2019
                07 June 2019
                : 15
                : 2
                : 380-403
                [a ]Department of Organizations, University of Los Andes, Bogota, Colombia
                [b ]Department of People, Organizations and Society, Grenoble Ecole de Management, Grenoble, France
                [c ]Brazilian School of Public and Business Administration, Fundação Getulio Vargas, Rio de Janeiro, Brazil
                [d ]Department of Administration, Insper Institute for Education and Research, São Paulo, Brazil
                [5]Webster University Geneva, Geneva, Switzerland
                Author notes
                [* ]Emmanouela Mandalaki is now at NEOMA Business School, 1, Rue du Maréchal Juin, 76130 Mont-Saint-Aignan, France. em_mandalaki@ 123456yahoo.gr

                This is an open-access article distributed under the terms of the Creative Commons Attribution (CC BY) 4.0 License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.

                : 22 August 2017
                : 16 October 2018
                Research Reports

                person-organization fit,identification,dangerousness,job performance,neuroticism


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