The impact of person-organization value fit on organizational level citizenship behavior

TL;DR

This study explores how alignment between employees' and organizations' values influences employee behavior, particularly among younger Chinese workers.

Contribution

The study empirically validates the influence of person-organization value fit on organizational citizenship behavior through self-determination theory.

Findings

Person-organization value fit in comfort, competence, and status dimensions boosts organizational citizenship behavior.

The effect is stronger for employees with higher career commitment.

Findings align with self-determination theory's emphasis on psychological needs.

Abstract

Millennial and Gen Z employees are often unwilling to take on additional job responsibilities, which can be attributed to their high levels of self-awareness and diminished collective consciousness. Based on structural equation modeling, we conducted a survey and data analysis involving 639 Chinese Millennial and Gen Z employees born after 1990 from diverse industries and institutions. In line with the key tenets of self-determination theory, the findings indicated that comfort and security, competence and growth, and status and independence dimensions of person-organization value fit positively influence employees’ organizational citizenship behavior toward the organization by fulfilling their basic psychological needs. Moreover, we discovered that this impact is more significant when their commitment to careers is higher. Theoretical and practical implications are discussed, and future research directions are recommended.

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