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Person Job Fit as a Mediator on Employee Engagement and Job Satisfaction.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Person Job Fit as a Mediator on Employee Engagement and Job Satisfaction./
Author:	Jackson, Adrinne Lynette.
Description:	1 online resource (231 pages)
Notes:	Source: Dissertations Abstracts International, Volume: 84-05, Section: B.
Contained By:	Dissertations Abstracts International84-05B.
Subject:	Quantitative psychology. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=29399416click for full text (PQDT)
ISBN:	9798352962398

Person Job Fit as a Mediator on Employee Engagement and Job Satisfaction.
Jackson, Adrinne Lynette.

Person Job Fit as a Mediator on Employee Engagement and Job Satisfaction. - 1 online resource (231 pages)

Source: Dissertations Abstracts International, Volume: 84-05, Section: B.

Thesis (Ph.D.)--Grand Canyon University, 2022.

Includes bibliographical references

The purpose of this quantitative correlational study was to examine the relationship between employee engagement and job satisfaction using Person-Job Fit (PJF) as a mediating variable in the hospital being studied. The effect of PJF on employee engagement and job satisfaction in hospital in the upper Midwest area was unknown. The theoretical foundation of this research, employee engagement and job satisfaction mediated by PJF. Responses to the research questions provided answers to the overarching research question regarding employee engagement level, and job satisfaction, and the mediation of PJF: RQ1: What is the relationship, if any, between employee engagement and employee job satisfaction? H01: There is no significant relationship between employee engagement and employee job satisfaction. Additionally, the output demonstrates that the path (direct effect) from employee engagement to Job Satisfaction is positive and statistically significant (b =.4945, se = .1240, p < .001). The path from PJF to Job Satisfaction is positive and statistically significant (b =.3069, se = .0942, p < .002). The findings of this study are significant in providing information to healthcare executives, board of trustees, and leaders regarding the value of PJF on employee engagement and job satisfaction, developing and implementing a positive working environment for employees and, generating satisfied employees, as well as refining operational performance and its overall presentation.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2023

Mode of access: World Wide Web

ISBN: 9798352962398Subjects--Topical Terms:

2144748
Quantitative psychology.
Subjects--Index Terms:

Employee engagementIndex Terms--Genre/Form:

542853
Electronic books.

Person Job Fit as a Mediator on Employee Engagement and Job Satisfaction.
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100 1 $a Jackson, Adrinne Lynette. $3 3706053
245 1 0 $a Person Job Fit as a Mediator on Employee Engagement and Job Satisfaction.
264 0 $c 2022
300 $a 1 online resource (231 pages)
336 $a text $b txt $2 rdacontent
337 $a computer $b c $2 rdamedia
338 $a online resource $b cr $2 rdacarrier
500 $a Source: Dissertations Abstracts International, Volume: 84-05, Section: B.
500 $a Advisor: Grist, Cathy L.
502 $a Thesis (Ph.D.)--Grand Canyon University, 2022.
504 $a Includes bibliographical references
520 $a The purpose of this quantitative correlational study was to examine the relationship between employee engagement and job satisfaction using Person-Job Fit (PJF) as a mediating variable in the hospital being studied. The effect of PJF on employee engagement and job satisfaction in hospital in the upper Midwest area was unknown. The theoretical foundation of this research, employee engagement and job satisfaction mediated by PJF. Responses to the research questions provided answers to the overarching research question regarding employee engagement level, and job satisfaction, and the mediation of PJF: RQ1: What is the relationship, if any, between employee engagement and employee job satisfaction? H01: There is no significant relationship between employee engagement and employee job satisfaction. Additionally, the output demonstrates that the path (direct effect) from employee engagement to Job Satisfaction is positive and statistically significant (b =.4945, se = .1240, p < .001). The path from PJF to Job Satisfaction is positive and statistically significant (b =.3069, se = .0942, p < .002). The findings of this study are significant in providing information to healthcare executives, board of trustees, and leaders regarding the value of PJF on employee engagement and job satisfaction, developing and implementing a positive working environment for employees and, generating satisfied employees, as well as refining operational performance and its overall presentation.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2023
538 $a Mode of access: World Wide Web
650 4 $a Quantitative psychology. $3 2144748
650 4 $a Physiology. $3 518431
653 $a Employee engagement
653 $a Employee job satisfaction
653 $a Organizational leadership
653 $a PJF
655 7 $a Electronic books. $2 lcsh $3 542853
690 $a 0632
690 $a 0719
690 $a 0703
710 2 $a ProQuest Information and Learning Co. $3 783688
710 2 $a Grand Canyon University. $b College of Doctoral Studies. $3 2097618
773 0 $t Dissertations Abstracts International $g 84-05B.
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=29399416 $z click for full text (PQDT)