Influence of Person-Organization Fit on Company Success Factors

This report investigates the influence of Person-Organization Fit (P-O Fit) on company success factors, focusing on organizations in the UAE. It explores the relationship between P-O Fit, employee satisfaction, and job performance, drawing on the Attraction-Selection-Attrition (ASA) theory. The research employs a mixed-methods approach, including a questionnaire-based primary data analysis and qualitative analysis to validate the literature review. The report examines how P-O Fit impacts employee perceptions, organizational productivity, and financial outcomes, considering ethical considerations, reliability, and validity. Findings are compared with previous studies, and limitations and future research scopes are discussed, providing insights into the importance of P-O Fit in the contemporary commercial environment of the UAE.

Running head: INFLUENCE OF P-O-FIT ON COMPANY SUCCESS FACTORS
Influence of Person-Organization Fit on Company Success Factors
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1INFLUENCE OF P-O-FIT ON COMPANY SUCCESS FACTORS
Executive Summary:
The report discusses about the influence of Person-Organization fit on success factor of the
company. The location is chosen as UAE. The current scenario of employee satisfaction and
their relation with employers of the organisations are elaborated in the research report. The
Person-Organisation fit is dependent upon ASA theory. According to the research questions,
to fulfil research objectives, a short primary data analysis is executed for verifying the
literature review and article demonstration of the research. Firstly, a questionnaire is formed
and then the data is collected. Then MSExcel incorporates data analysis. Proper inferences
have been drawn after both the qualitative and quantitative data analysis. The outputs of
previous studies and current study are compared with suitable justification. Ethics, reliability
and validity are maintained in this primary research report.

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Table of Contents
1. Introduction............................................................................................................................4
1.1. Overview.....................................................................................................................4
1.2. Background..................................................................................................................4
1.3. Research Problem........................................................................................................5
1.4. Research Purpose.........................................................................................................5
1.5. Objectives....................................................................................................................6
1.6. Rationale......................................................................................................................6
1.7. Research Questions.....................................................................................................7
2. Literature Review...................................................................................................................8
2.1. Attraction-Selection-Attrition Theory (ASA).................................................................8
2.2. People Organization Fit Theory......................................................................................8
2.3. Job Satisfaction...............................................................................................................9
2.4. Job Performance..............................................................................................................9
2.5. P O Fit: Implications on UAE’s work environment........................................................9
3. Research Methodology.........................................................................................................10
3.1. Research Approach.......................................................................................................10
3.2. Data Source and Data Collection..................................................................................10
3. 3. Data Analysis Techniques...........................................................................................11
Quantitative Approach.....................................................................................................11
Qualitative Approach.......................................................................................................11

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3.4. Ethical Consideration....................................................................................................12
4. Data Analysis:......................................................................................................................12
4.1. Data Collection:............................................................................................................12
4.2. Theoretical Analysis and Graphical Representation:....................................................12
5. Discussion:...........................................................................................................................24
5.1 Findings:.........................................................................................................................24
5.2 Contribution:..................................................................................................................24
6. Research Limitations:...........................................................................................................24
7. Future Research Scope:........................................................................................................25
8. Conclusion:..........................................................................................................................25
9. References:...........................................................................................................................26

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1. Introduction
In today’s competitive world, organizations fight hard to stay aloft in the market.
Major concerns for the organizations are regarding the labour cost and consequent reduction
of such costs. Although downsizing is regarded as the effective solution, there always exists
an unethical perspective to such actions. With the advancements in the field of technology,
automation is also considered a possible remedy to this problem. However, automation
ultimately reverts to the same issue of unethical downsizing. Thus, the approach that satisfies
both the employees and the employers is that of increased productivity. One of the major
facets of such approach is the level of fitting, in every sense, between the employee and the
organization. This fitting or suitability involves both psychological and physical aspects of
the individual concerned (Farooqui and Nagendra 2014). It is a human nature to thrive in a
comfortable and congenial environment. Thus, it is obvious that an individual will be able to
produce outputs of better quality in such an environment.
1.1. Overview
This dissertation discusses the various influences of Person Organization Fit on the
factors that in turn influence the success of a company. Industries and originations are
considered that are based in the UAE. Analysis and discussions on previous research works
and articles are also included in this dissertation.
1.2. Background
Person-Organization Fit, also known as P-O Fit, is the affinity between the employees
and the respective organizations that takes place when at least one of the two provides or
meets the needs of the other (Vuksic, Glavan and Merkas 2016). The best-case scenario in
this case is when both the parties share an indistinguishable foundational mentality. Each
individual has his or her own set of morals and values, which when fit with that of the

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organization produces work of highest quality. Thus, the Person-Organization Fit in the
commercial scenario indicates towards the crucial requirement of compatibility between an
individual and his or her professional environment, which is of utmost importance for
increasing the welfare and productivity of the individual as well as the productivity and
profitability of the organizations in the long-run.
1.3. Research Problem
The significant problem faced in conducting research of this sort is that of
establishing a ethical and befitting connection between the employees and the organizations.
Each employee has his or her own demands and values, which may not necessarily be same
with that of the respective organizations (Butler et al. 2014). Often the demands and needs of
the employees cannot be met by the organization and vice versa. Therefore, it becomes
essential for the companies as well as the workers of the companies to come to mutual
agreement regarding the existence of operating framework and environment in the companies
that fulfil the needs and requirements of both the parties, thereby maximizing the welfare of
the parties. This may have considerable impacts on the long run welfare of the employees and
the organizations. Keeping this aspect into consideration, the concerned research tries to take
into account the implications of the Person Organization Fit framework in the success and
efficiency of the employees as well as the business organizations in the contemporary period,
emphasizing on the professional environment of the UAE and on the companies operating in
the country (Ibrahim and Perez 2014).
1.4. Research Purpose
Increasing the productivity is of paramount importance for any organization. The
primary aim of this study is to comprehend and determine the impact of P O Fit on the
success of the organizations based in UAE. The research also targets to observe the
individual perceptions of the employees, especially those working in the commercial scenario

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of the UAE, about the phenomenon of Person-Organization Fit in their organizations and the
implications of the same, if any. The purpose behind studying the same is to analyse whether
there exists any credibility of the P-O Fit theory in the real life commercial scenarios in the
contemporary period, especially in the organizational framework in the UAE.
1.5. Objectives
The major objectives of this dissertation are to evaluate the influence of P O Fit on
organizations. Below listed are the objectives.
 Recognizing the association between P O Fit and contentment of the employees
 Recognizing the association between P O Fit and work production
 Recognizing the association between contentment of the employees and work
production
 Recognizing the influence of P O fit on both employee’s satisfaction and job
performance.
 Identifying the perceptions of the employees and the employers regarding the
significance and implications of the P O Fit in the organizations
 Identifying the primary parameters based on which it is analyzed whether a person is
fit for one organization
1.6. Rationale
In the contemporary period, with the increasing integration of the global business
environment and with the commercial environments becoming more complex as well as
inclusive across the globe, the organizations face considerable competitions in any sector and
have to constantly engage in production augmenting strategies to stay ahead of their
competitors (Cha, Chang and Kim 2014). In such a situation, it is of crucial importance for
the organizations to maintain a stable and productive employee base. On the other hand, from

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the perspective of the workers, work satisfaction and financial welfare are both required to
live a healthy life and it is of crucial for them to maintain a balance between a prospective
career and a healthy personal life, for which it is essential for them to find a job that caters to
the same. This in turn indicates towards the necessity and significance of the P O Fit in the
contemporary commercial scenario.
1.7. Research Questions
Keeping into account the major objectives of the concerned research, the research
aims to find answers to several questions, of which the primary research question is:
What are the impacts of the Person Organization Fit on the success of the
organization, in the operational framework present in the contemporary economy of the
UAE?
Apart from the primary research question, the other questions emphasized upon in the
concerned research are as follows:
 What is the association between the P O Fit and the production of the companies in
UAE?
 What is the association between the P O Fit and the revenue generation of the
companies?
 What is the association between the P O Fit and the employee satisfaction and welfare
of the workers in the commercial framework of UAE?
 What are the quantitative as well as qualitative parameters that determine the extent of
P O Fit in the company?
 What are the implications of the presence of P O Fit on both the financial welfare as
well as the overall job satisfaction of the employees working in different companies
operating in the UAE?

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 What is the linkage between the job satisfaction of the employees and the production,
profitability and long term sustainability of the concerned organizations?
 What are the individual perceptions of the employees, which are prevailing regarding
P O Fit, especially in the commercial environment of the UAE?
2. Literature Review
2.1. Attraction-Selection-Attrition Theory (ASA)
The theoretical model of ASA is generally applied to comprehend the contributions of
individuals in the outcomes of an organization (Link and Jeske 2017). The main hypothesis
of this model is that organizations try to employ those who share the views of the company
and match the required set of skills as well. The three factors of this model, viz. Attraction,
Selection and Attrition, are designed to establish the guidelines by virtue of which the
organization ensures the retention of those employees only who share the same goals (Huang
et al. 2016). However, ultimately it is the similar goals and the members of the organization
who conduct these factors. A graphical representation of the ASA model is given below.
(Source: Link and Jeske 2017)

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2.2. People Organization Fit Theory
According to the assertions of Cha et al. (2014), the P O Theory refers to the notion of
compatibility that exists between the employees of an organization and an organization itself.
Farooqui and Nagendra (2014) have elaborated the importance and implications of the Person
Organization Fit, according to whom the notion of importance of the same is based on the
ASA theory as discussed in the above section. They also assert that the P O Fit present in the
companies help the companies as well as the employees in not only analyzing their
compatibilities and welfare, but also in predicting the crucial outcomes of the companies,
which include work attitudes prevailing in the companies, the turnover of the employees and
also the overall job performances of the employees.
2.3. Job Satisfaction
Job Satisfaction refers to the level of satisfaction an employee acknowledges
regarding that individual’s job. It involves the mindset, moral values and environment created
by the individual as well as the organization (Zeffane, Melhem and Baguant 2018). It is the
duty of the organization to provide adequate safety, security and proper salary along with
satisfactory work environment. On the part of employees, it is essential to respect and abide
by the organizational policies and norms.
2.4. Job Performance
Job performance refers to the output quality of the organizational as a whole. The
employee-employer relation has a massive impact on the overall performance of the
company. Report presented by Zeffane, Melhem and Baguant (2018), indicate that job
satisfaction plays a significant role in depicting the organizational performance. Generally,
performance of any company is linked with financial outcomes of the company. However,
job performance of a company includes the effectiveness, efficiency and overall development
of the organizations.

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2.5. P O Fit: Implications on UAE’s work environment
According to the arguments put forward by Ibrahim and Perez (2014), the commercial
environment of the UAE has undergone significant changes and modifications in its
operational framework over time. The apparently lucrative sector of the economy, however,
has been struggling in the employee retention and satisfaction aspects, much of which can be
attributed to the working conditions, work pressure, working hours and perception of
satisfaction of the employees in their professional domain. This in turn makes it more
important to analyse the P O Fit scenario present in the organizations operating under the
domain of the UAE.
3. Research Methodology
For any research to be robust, unbiased, productive and relevant to the real case
scenarios, it is of utmost importance to design an efficient research methodological
framework for effectively analysing the empirical evidences and for reaching to unbiased and
insightful results, which can in turn help to address the cause of the research effectively
(Tarhini, Ammar and Tarhini 2015). The framework of the concerned is as follows.
3.1. Research Approach
The concerned research follows an exploratory and descriptive method for the
purpose of analysis of the data. This means, the research aims to explore the concerned
arenas of interests based on the information gathered and form assertions based on the
resulting findings.
3.2. Data Source and Data Collection
To analyse the implications of the P O Fit the concerned research collects primary
data, this kind of data increases the quality and authenticity of the analysis and there remains
little chance of presence of biasness or spurious data. The researcher has interviewed 30

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individuals relevant to the aims and objectives of the research. The sample of 30 individuals
consists of 5 employees from six of the reputed commercial organizations operating in the
UAE, in different sectors. The companies are Etisalat (Communication industry), TAQA
(Energy), Emirates NBD (Banking sector), Mashreq (Banking sector), EMAAR (Real estate)
and the First Gulf Bank (Banking sector).
3. 3. Data Analysis Techniques
For the purpose of analysis of the data collected, the concerned research takes into
account both the quantitative and qualitative methods of data analysis.
Quantitative Approach
For the research purpose quantitative interviews have been conducted with the 30
respondents, with the objective of gathering information regarding the monthly salaries, the
daily working hours, the financial and non financial incentives and also the number of
promotions attained by the employees. It takes into account only numerical variables of the
dataset (Lynch and Walsh 1998).
Qualitative Approach
The quantitative approach, however, only takes into the cardinal aspects and cannot
incorporate the ordinal and abstract aspects that can be present in the arena of interest of the
concerned research, which can have considerable impacts on the occurrences of the
phenomena of concern (Life 1994). Considering this aspect, the research undertakes in depth
interviews with 3 of the sample selected on the basis of random sampling. The basic points of
importance that are taken into account are:
 Attained job level and job responsibilities
 Job satisfaction
 Overall quality of life