Person Organisation Fit and its Impact on Job Satisfaction among the Employees of it Industry in Chennai

Abstract

In an environment of increasing complexity and change, organisations need quality staff who can operate in these complexities and manage change. An organisation s competitive advantage is created and sustained by its people. It is disastrous to hire the wrong person because, the time and expenses associated with advertising, agency fees, and interviewing candidates, together with the negative long-term financial and non-financial implications of hiring the wrong person, make finding and hiring the right person critical. Companies capitalise on their uniqueness to create an environment that applicants want to work in. Companies that treat their employees as customers will know what the employees expect and act according to it. Career choices deal with decisions among different types of alternatives- occupations, job assignments, transfers, promotions, comparing job offers, education, approaches to job performance and so on. Apart from the choice of an occupation or field or work, the most important career choice most of the people make involves deciding for which organisation to work. People may choose organisations on the basis of the fit between their needs and the climate of the organisations. An important aspect of organisational choice is that of expectations. In general, people tend to choose organisations that they view as most instrumental in helping them attain their goals. Studies of the recruitment process have shown that factors such as familiarity with specific employer and perceived employer attributes (eg. Company image, rewards, and job challenge) are positively related to applicant attraction and decisions such as acceptance of job offers (Cable and Judge 1996). In particular, job seekers perceptions are positively affected by high pay levels, flexible benefits, and individual- based pay. newline