BUS603: Managing People

PO fit has become an essential construct for organizational researchers and practitioners, helping them predict a variety of workplace attitudes and behaviors. Much of the research on PO fit was carried out within the work and organizational scope, while the research of educational institutions is still limited. While previous analyses have examined various aspects of fit, this study specifically focuses on the relationships between perceived PO fit and OC and OCB among members of student activity organizations. Results show that PO fit positively and significantly related to organizational commitment by 34.9%. PO fit is positively related to OCB by 17.7%. Thus, as the similarity between individuals and organizations increases, members of the organization become more satisfied, committed, and productive and are likely to choose to remain in that organization.

The findings of this study also have some important implications for organizational leaders and the department of student affairs. Student activity organizations should explain the characteristics of the relevant activity unit to prospective new members to familiarize them with the activity unit and develop a sense of fit between potential new members and student activity organizations from the beginning. Furthermore, the student activity organization should utilize open house events to attract new prospective members and reward those who significantly contribute to the organization. Hosting such an event can foster a sense of belonging and strengthen the relationships within the activity organization. The department of student affairs should support student activities organization's arranging of events and provide organizational support to ensure optimal opportunities for activity units in attracting new students. Hosting open house events and giving counseling to new students makes them want to be engaged in at least one activity organization during their study at the university.

The research has some limitations, such as the size of the study sample. Respondents were not randomly selected; there are limitations to instruments used, and the generalization of the results. These restrictions should be addressed in future studies. For instance, further testing may make the model and understanding of PO fit more comprehensive. Measurement of perceptions and attitudes are best collected through self-reported data; future studies can reduce the possibility of the same-source bias by collecting data from different sources at different points in time. Future research is expected to enrich PO fit theory and other factors that have not been examined in this study, for example, organizational employee engagement, organizational culture, and turn over the intention.