BUS603: Managing People

The response rate was 108, revealing the following respondent characteristics.  The majority of respondents were female (66.70%), while the prevailing age was in the age range of 19-20 years (37.96%). Most respondents were students enlisted in 2018 (37%). Respondents of the survey were mainly enrolled in the faculty of economics, as many as 36 people (33.3%). To test the validity and reliability, this study used Statistical Package for the Social Sciences software version 25.0. The questionnaire was composed in Indonesian to make it understandable to respondents. Confirmatory factor analysis also used in this study by the underlying theories. The result showed factor loading above 0.40, proving that constructs are valid and practically significant as according to Hair et al. Reliability testing was done by measuring internal consistency with Cronbach alpha, and the value for person-organization fit amounts to 0.622, organizational citizenship behavior 0.872, and for organizational commitment 0.858. Table 1 shows the factor loading, and Cronbach alpha for each variable used in this study and variables are said to be reliable if it gives the Cronbach Alpha value > 0.60 in the test results. Table 1 shows factor loading and Cronbach alpha for each variable in the study.

Table 1: Result of Validity and Reliability Testing

The Relationship between PO Fit and OC

Table 2 highlights that PO fit was positively and significantly related to organizational commitment (0.349, ρ≤0.01). The results of the study were as expected. There was a strong relationship between PO fit and organization commitment, implying that high PO Fit leads to high organizational commitment. OC refers to a person's emotional reactions towards the organization where one works and is concerned with supporting organizational goals and values. These values have an essential role in the definition of commitment; they were defined as the reason why, when a person's values match operating values of the organization, one would be more committed to the organization than a person whose personal values differed from the organization's. A meta-analysis conducted by Kristof-Brown et al. confirmed that PO fit significantly linked to employees' OC. Therefore, the conclusion was that attitudes towards various aspects of the environment were strongly related to the corresponding type of fit and that OC most strongly influenced PO fit. Results of our research are in line with previous studies, e.g., it shows that members of the student activity organization have an organizational commitment to their organization because they perceive a personal organizational fit with the organization that they have chosen to join.

The Relationship between PO Fit and OCB

Regression analysis for the second hypothesis shows that PO Fit is positively related to OCB with r = 0.177 and a level of sig. 0,000, therefore, the person-organization fit has a significant effect on OCB. Schneider states that individuals do not randomly accept a condition but see conditions that are of interest to the individual. Individuals who have chosen to be part of a situation will adapt and help their environment. Schneider stated that the organization is an attractive condition for individuals; therefore, individuals perceive themselves to be part of their organization, and they survive due to their compatibility with the organization. Luthans pointed out, if an individual has a person-organization fit with the organization, including leaders and colleagues, then the employees will feel comfortable and in their environment. This sense of comfort inspires employees to work to contribute to the organization. These results supported the results of a study conducted by Abdurachman, who found that the person-organization fit had an effect of 29.2% on organizational citizenship behavior. An organization can run optimally if it is run with optimal resources. This stresses the importance of workers willing to go beyond standard work tasks (organizational citizenship behavior), causing the organization to run successfully. In the research of Khaola and Sebotsa, it is stressed that a manager who wants his employees to do more than their job responsibilities should recruit employees with values compatible with the organization. In a student activity organization, a person's compatibility with that activity organization will determine how well the organization performs. The greater the value of the person-organization fit, the higher the probability that members will stay longer in the activity organization, which in turn can affect how much human resources this activity unit is empowered with. The degree of the suitability of a member to the activity unit will lead to organizational citizenship behavior, which is also great; this will facilitate work within the activity unit, bearing in mind that members with an organizational citizenship behavior will voluntarily help fellow members of one activity organization in completing their tasks.

Table 2: Summary of the Hypothesis