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Human Relations
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Article

Person-career fit and employee outcomes among research and development professionals

Jongseok Cha1*, Youngbae Kim2, and Tae-Yeol Kim3

1 Hansung University, Korea
2 KAIST, Korea
3 City University of Hong Kong

* To whom correspondence should be addressed. E-mail: jscha{at}hansung.ac.kr.


  Abstract

This study aims to examine the effects of person-career (PC) fit on employee outcomes. It is based on a sample of 1128 research and development (R&D) professionals and 222 project managers in 15 South Korean organizations. The results revealed that a managerial PC fit has a curvilinear relationship with job satisfaction and organizational commitment, and a technical PC fit has a curvilinear relationship with job satisfaction. For example, job satisfaction increased as career orientation increased toward career development opportunities, then decreased when career development opportunities exceeded career orientation. In addition, as expected, job satisfaction and organizational commitment are higher when career orientation and career development opportunities are both high rather than low. For work performance, contributions to organizations increased as managerial career orientations increased toward managerial career opportunities, then decreased when managerial career opportunities exceeded managerial career orientation.

First published on October 29, 2009, doi:10.1177/0018726709338638

Human Relations 2009;62:1857.

A more recent version of this article appeared on December 1, 2009

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