Testing a JD-R based SEM model of person–organization fit, person–job fit, and perceived organizational support toward employee performance: the mediating role of engagement in jakarta’s banking sector

  • Rasty Susanty
    Universitas Bina Nusantara
    Indonesia
  • Lukman Prasetyo
    Universitas Bina Nusantara
    Indonesia
  • Agustinus Adityo 
    Universitas Bina Nusantara
    Indonesia
  • Agustian Budi Prasetya
    Universitas Bina Nusantara
    Indonesia
    https://orcid.org/0009-0001-7833-6538

Abstract

This study aims to analyze the influence of Person-Organization Fit (P-O Fit), Person-Job Fit (P-J Fit), and Perceived Organizational Support (POS) on employee performance, as well as to evaluate the mediating role of job satisfaction among permanent employees in the banking sector in Jakarta. The research uses a quantitative explanatory approach with a survey method, involving 300 bank employees in Jakarta as respondents. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with 5,000 bootstrap resampling. The results show that POS has both a direct and indirect significant effect on employee performance through job satisfaction. P-O Fit directly affects performance but does not significantly influence job satisfaction. Conversely, P-J Fit significantly affects job satisfaction but does not have a direct impact on performance. Job satisfaction is proven to be a significant mediator in the relationships between P-J Fit and POS with performance. These findings highlight the importance of organizational support and job fit in enhancing employee satisfaction and performance. The practical implication of this study suggests that human resource strategies in the banking sector should focus on increasing job satisfaction through alignment and organizational support approaches as a strategic effort to improve employee performance.

Lisensing Information
Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

References
  1. Abdullahi, M. S., Raman, K., & Solarin, S. A. (2020). Talent management practices on employee performance among academic staff of Malaysian private universities: Employee engagement as a mediator. Journal of Applied Research in Higher Education. https://doi.org/10.1108/JARHE-08-2020-0283
  2. Afendi, A., Wibowo, A., & Wangloan, E. H. (2020). The model of perceived organizational support, employee engagement, organizational citizenship behavior in the environment Directorate General of Sea Transportation. International Review of Management and Marketing, 10(1), 79–83. https://doi.org/10.32479/irmm.9145
  3. Aguinis, H. (2019). Performance management (4th ed.). Chicago Business Press.
  4. Akgunduz, Y., & Sanli, S. C. (2017). The effect of employee advocacy and perceived organizational support on job embeddedness and turnover intention in hotels. Journal of Hospitality and Tourism Management, 31, 118–125. https://doi.org/10.1016/j.jhtm.2016.12.002
  5. Albrecht, S. L., Green, C. R., & Marty, A. (2021). Meaningful work, job resources, and employee engagement. Sustainability, 13(7), 4045. https://doi.org/10.3390/su13074045
  6. Ali Memon, M., Ting, H., Cheah, J.-H., Thurasamy, R., Chuah, F., & Huei Cham, T. (2020). Sample size for survey research: Review and recommendations. Journal of Applied Structural Equation Modeling, 4(2).
  7. Al-Tit, A. A., & Nakhleh, A. S. (2022). The impact of human resource management practices on person-job fit: The mediating role of human resources agility at Jordanian airlines companies. Innovative Marketing, 18(4), 120–131. https://doi.org/10.21511/im.18(4).2022.10
  8. Anjelina, S. F., & Nazriah, A. (2025). Career adaptability karyawan dalam career stratification pada Badan Pembinaan Ideologi Pancasila. Pandita: Interdisciplinary Journal of Public Affairs, 8(1), 259–278. https://doi.org/10.61332/ijpa.v8i1.280
  9. Argakoesoemah, R. A., & Pracoyo, N. R. (2023). Pengaruh komunikasi, budaya organisasi, dan pola kerja dari rumah terhadap kinerja pegawai tetap bank di Provinsi DKI Jakarta. Jurnal Kajian Pemerintahan, 19(2), 113–127. https://repository.ibs.ac.id/7073/
  10. Arianto, S. (2023). The role of employee engagement in improving employee performance in the banking sector in Jakarta. Indonesian Journal of Human Resource Management, 8(2), 123–136. https://doi.org/10.33508/jhrm.v8i2.3345
  11. Arif, M., Hamzah, Z., & Putri, F. (2024). Peningkatan kinerja karyawan bank syariah melalui pemberdayaan karyawan. Jurnal Tabarru': Islamic Banking and Finance, 7(1), 417–429.
  12. Arigu, S. M., John, D., Michael, K. W., Abiodun, A. J., & Kwangyang, M. K. (2019). Person-job fit as a predictor of organisational commitment in private organisations. The International Journal of Humanities & Social Studies, 7(7). https://doi.org/10.24940/theijhss/2019/v7/i7/hs1907-079
  13. Arora, P., & Kshatriya, K. P. (2018). Redefining millennials: Understanding characteristics and perceptions of Generation Y. International Research Journal of Human Resources and Social Sciences, 5(3), 181–199.
  14. Awwad, Z. M., Abu-Shanab, E. A., & Almajali, D. A. (2022).
  15. Work stress, work-family conflict, and burnout as predictors of job satisfaction: The case of banking sector employees in Palestine. SAGE Open, 12(1), 1–14. https://doi.org/10.1177/21582440221079850
  16. Aydemir, C., & Endirlik, H. (2023). The effect of job engagement on person-organization fit: A research in banking sector. Istanbul Gelisim University Journal of Social Sciences, 10(1), 262–275.
  17. Bakker, A. B., Demerouti, E., & Sanz-Vergel, A. (2023). Job demands–resources theory: Ten years later. Annual Review of Organizational Psychology and Organizational Behavior, 10, 25–53. https://doi.org/10.1146/annurev-orgpsych-120920-053933
  18. Bates, R. M. (2004). Getting engaged. HR Magazine, 49(2), 44–51.
  19. Boccoli, E., Galanti, T., & Cortese, C. G. (2022). The evolution of employee engagement: Towards a social and contextual construct. International Journal of Management Reviews, 24(2), 323–344. https://doi.org/10.1111/ijmr.12275
  20. Bowman, S. G., & Mulvenon, S. W. (2020). Effective management of generational dynamics in the workplace. In Five Generations and Only One Workforce (pp. 76–92). https://doi.org/10.4018/978-1-7998-0437-6.ch005
  21. Bressler, M. S. (2022). COVID reboot: Making a case for cultural change to increase employee engagement. Journal of Business & Entrepreneurship, 31(1), 7. https://repository.ulm.edu/jbe/vol31/iss1/7
  22. Budiaar, M. A., & Munawaroh, N. A. (2023). Pengaruh budaya organisasi dan lingkungan kerja terhadap kinerja karyawan: Studi pada Instalasi Gizi RSUD Kabupaten Kediri. Transformasi: Journal of Management, 2(4), 1159–1042. https://doi.org/10.33050/transformasi.v2i4.1159
  23. Cable, D. M., & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87(5), 875–884. https://doi.org/10.1037/0021-9010.87.5.875
  24. Caesens, G., Stinglhamber, F., & Ohana, M. (2016). Perceived organizational support and well-being: A weekly study. Journal of Managerial Psychology, 31(7), 1214–1230. https://doi.org/10.1108/JMP-01-2016-0002
  25. Eisenberger, R., Cummings, J., Armeli, S., & Lynch, P. (1997). Perceived organizational support, discretionary treatment, and job satisfaction. Journal of Applied Psychology, 82(5), 812–820. https://doi.org/10.1037/0021-9010.82.5.812
  26. Hasan, M. (2023). Effect of organizational culture on organizational learning, employee engagement, and employee performance: Study of banking employees in Indonesia. International Journal of Social and Management Studies (IJOSMAS), 4(1), 136–152. https://doi.org/10.5555/ijosmas.v4i1.174
  27. Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., de Vet, H. C. W., & van der Beek, A. J. (2014). Improving the individual work performance questionnaire using Rasch analysis. Journal of Applied Measurement, 15(2), 160–175.
  28. Netemeyer, R. G., Boles, J. S., McKee, D. O., & McMurrian, R. (1997). An investigation into the antecedents of organizational citizenship behaviors in a personal selling context. Journal of Marketing, 61(3), 85–98. https://doi.org/10.2307/1251791
  29. Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71–92. https://doi.org/10.1023/A:1015630930326
  30. Vigoda-Gadot, E., Eldor, L., & Schohat, L. M. (2020). Engage them to public service: Conceptualizing and measuring engagement in public administration. The American Review of Public Administration, 50(5-6), 499–512. https://doi.org/10.1177/0275074020915369
  31. Yousf, A., & Khurshid, S. (2024). Impact of Employer Branding on Employee Commitment: Employee Engagement as a Mediator. Vision: The Journal of Business Perspective, 28(1), 35–46. https://doi.org/10.1177/09722629211013608
  32. Zahra, S., Rehman, A., & Shakir, M. (2022).
  33. Psychological capital and extra-role behavior: Mediating role of work engagement in the context of the banking sector. International Journal of Banking and Finance, 18(1), 42–60. https://doi.org/10.32890/ijbf2022.18.1.3

Downloads

PDF

Statistic

Abstract Views
: 86 times
PDF
: 33 times