The role of job-related affective well-being in the relationship between person–organization fit and job performance among on-site, hybrid and remote employees

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cris.lastimport.scopus2025-12-18T04:17:08Z
dc.abstract.enPurpose – This study aimed to achieve two objectives: First, we verified whether person–organization fit indirectly affected job performance through positive and negative job-related affective well-being to explore potential affective mechanisms underlying these relationships. Second, we examined possible variations in these associations among employees in on-site, hybrid and remote work modalities. Design/methodology/approach – The cross-sectional survey, involving 804 participants across the three work arrangements, utilized moderated mediation analysis to examine the impact of person–organization fit on job performance, with the mediating role of job-related affective well-being and the moderating effects of work modes. Findings – The results revealed a positive relationship between fit and performance via positive and negative job-related affective well-being, consistent across all work modalities. Research limitations/implications – The findings implicate the importance of person–organization fit in enhancing well-being and its consequences in performance behavior and goal attainment. The consistency of this relationship across various forms of work, including remote and hybrid arrangements, suggests their similarity. Originality/value – This paper substantially contributes to the field and literature in several key aspects. First, we suggest and verify an underlying affective mechanism for the PO fit-job performance relationship. Second, we discuss this mechanism in the context of the broaden-and-build theory of positive emotions, providing theoretical insights into the empirical findings. Last, we incorporate three work modalities to create a more complex model and investigate if the post-pandemic changes observed in the work environment differentiate the fit-performance association discovered in prior research.
dc.affiliationInstytut Psychologii
dc.affiliationWydział Psychologii w Katowicach
dc.contributor.authorPaliga, Mateusz
dc.contributor.authorGrobelny, Jarosław
dc.contributor.authorChudzicka-Czupała, Agata
dc.contributor.authorŻywiołek-Szeja, Marta
dc.date.access2025-11-04
dc.date.accessioned2025-11-04T10:06:09Z
dc.date.available2025-11-04T10:06:09Z
dc.date.created2025-10-01
dc.date.issued2025
dc.description.abstract<jats:sec> <jats:title>Purpose</jats:title> <jats:p>This study aimed to achieve two objectives: First, we verified whether person–organization fit indirectly affected job performance through positive and negative job-related affective well-being to explore potential affective mechanisms underlying these relationships. Second, we examined possible variations in these associations among employees in on-site, hybrid and remote work modalities.</jats:p> </jats:sec> <jats:sec> <jats:title>Design/methodology/approach</jats:title> <jats:p>The cross-sectional survey, involving 804 participants across the three work arrangements, utilized moderated mediation analysis to examine the impact of person–organization fit on job performance, with the mediating role of job-related affective well-being and the moderating effects of work modes.</jats:p> </jats:sec> <jats:sec> <jats:title>Findings</jats:title> <jats:p>The results revealed a positive relationship between fit and performance via positive and negative job-related affective well-being, consistent across all work modalities.</jats:p> </jats:sec> <jats:sec> <jats:title>Research limitations/implications</jats:title> <jats:p>The findings implicate the importance of person–organization fit in enhancing well-being and its consequences in performance behavior and goal attainment. The consistency of this relationship across various forms of work, including remote and hybrid arrangements, suggests their similarity.</jats:p> </jats:sec> <jats:sec> <jats:title>Originality/value</jats:title> <jats:p>This paper substantially contributes to the field and literature in several key aspects. First, we suggest and verify an underlying affective mechanism for the PO fit-job performance relationship. Second, we discuss this mechanism in the context of the broaden-and-build theory of positive emotions, providing theoretical insights into the empirical findings. Last, we incorporate three work modalities to create a more complex model and investigate if the post-pandemic changes observed in the work environment differentiate the fit-performance association discovered in prior research.</jats:p> </jats:sec>
dc.description.accesstimeat_publication
dc.description.physical1-22
dc.description.sdgGoodHealthAndWellBeing
dc.description.versionfinal_published
dc.identifier.doi10.1108/CEMJ-02-2025-0058
dc.identifier.eissn2658-2430
dc.identifier.issn2658-0845
dc.identifier.urihttps://share.swps.edu.pl/handle/swps/1938
dc.identifier.weblinkhttps://www.emerald.com/cemj/article/doi/10.1108/CEMJ-02-2025-0058/1308585/The-role-of-job-related-affective-well-being-in
dc.languageen
dc.pbn.affiliationpsychologia
dc.rightsCC-BY
dc.rights.questionYes_rights
dc.share.articleOPEN_JOURNAL
dc.subject.enPerson–organization fit
dc.subject.enJob-related affective well-being
dc.subject.enJob performance
dc.subject.enHybrid work
dc.subject.enRemote work
dc.swps.sciencecloudnosend
dc.titleThe role of job-related affective well-being in the relationship between person–organization fit and job performance among on-site, hybrid and remote employees
dc.title.journalCentral European Management Journal
dc.typeJournalArticle
dspace.entity.typeArticle