Essays on Person-Organisation Fit and Organisational Citizenship Behavior Annotated Bibliography

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The paper 'Person-Organisation Fit and Organisational Citizenship Behavior' is a great example of a Management Annotated Bibliography. Various scholars have opted into conducting researches on various aspects of interest with the aim of providing relevant information on those aspects. This has led to scholars writing books and articles depicting their findings on the said field of study. This paper looks at two articles written by various authors. The first article ‘ person-organization fit and its impact on organizational citizenship behavior as related to social performance’ , try to demonstrate how these two factors relate in relation to performance.

The article looks at how person-organization affects the performance of employees in any given organization. It is well understood by looking at how it relates to organizational citizenship behavior. The second article ‘ hypocrisies of fairness: towards a more reflexive ethical base in organizational justice research and practice’ looks at organizational justice and how managers or those in management manipulate justice. Therefore, this paper reviews these two articles in trying to demonstrate the credibility of these two articles with respect to the fields they are based on.

This paper looks at various aspects such as originality which will assist in determining the credibility of the articles. In addition to these, this paper will also try and illustrate some of the areas in which the articles have shown weaknesses in support of their claims. Therefore, this paper gives a critical review of these two articles based on their content and area of study. Yaniv, Eitan, ‘ Person-organisation fit and its impact on organizational citizenship behavior as related to social performance, ’ Journal of General Management 36, no. 2, (2010): 81-89. This article looks at the relationship that exists between person-organization and organizational citizenship behavior.

The article describes the person-organization fit (POF) as one of the main factors that affect the manner in which employees in any given organization behave themselves. This is crucial as the behavior of employees greatly determines the ability of an organization in achieving its objectives and goals. Additionally, the article talks of organizational citizenship behavior (OCB) which refers to how willing employees are in performing duties outside their scope. The article states that the willingness of the employees is greatly determined by the relationship that exists between them and the organization.

Additionally, the article examines whether performance is a relevant variable. According to the results, social performance does not have much bearing on the relationship between POF and OCB. In supporting the arguments reached, the article borrows from other authors such as Peterson who have conducted studies in similar fields. This not only makes the article credible but reliable. However, in relation to the relationship that exists between POF and OCB the article is rather lacking.

This is because the article does not clearly set out its own new findings but rather states the findings of other articles. Despite this minor setback, the article is quite sufficient in supporting the claim that POF bears a great impact on OCB. In doing so, the article makes use of other articles by other authors who have come to the same conclusion. This shows that sufficient research was conducted in supporting the contents of the article. Additionally, other authors have also come to the conclusion that there exists a close relationship between POF and OCB.

According to Wen organizations that enjoy a good relationship with their employees tend to benefit more than those organizations with poor relations with their employees. This is because employees in organizations with better relations feel appreciated by the organization. This, in turn, leads to such employs performing duties beyond their scope without necessarily requiring any commission for the services rendered. Therefore, it is clear that POF bears great significance to OCB when it comes to the performance of duties and obligations by employees.

References

Fortin, Marion and Fellenz, Martin R. ‘Hypocrisies of fairness: towards a more reflexive ethical base in organisational justice research and practice,’ Journal of business ethics 78, (2008): 415-433.

MacCourn, Robert J. ‘Voice, Voice, Control, and Belonging: The Double-edged Sword of Procedural Fairness’ Annual Review of Law and Social Sciences 1, (2005): 171–201.

Mengshoel, Anne Marit ‘Mixed methods research-So far easier said than done?’ Manual Therapy 17, (2012): 373-375.

Peterson, Dane K ‘The Relationship between Perception of Corporate Citizenship and Organisational Commitment,’ Business and Society 43, (2004): 296-319.

Yaniv, Eitan, ‘Person-organisation fit and its impact on organisational citizenship behaviour as related to social performance,’ Journal of General Management 36, no. 2, (2010): 81-89.

Yu-Chen, Wei ‘Person-Organisation Fit and Organisational Citizenship Behavior: Time Perspective 1,’ Journal of Management and Organisation 18, no. 6 (2012): 833.

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