The moderating effects of gender role on the relationship between person -environment fit and job satisfaction
This study examined whether identification with typically feminine (F) or masculine (M) traits interacted with perceptions of person-environment (fit) to enhance the predictability of job satisfaction. In its exploration of the affect of gender roles on work outcomes, this study fills a niche in the literature as gender role has been an overlooked variable in research on the relationship between P-E fit and job satisfaction. There is an overall consensus that positive relationships exist between P-E fit and job satisfaction and between masculinity and job satisfaction. This is the first known study that examined all three variables at once. A secondary goal of this study was to examine the factor structure and the construct validity of a 9-item scale developed by Cable and DeRue (2002) to distinguish between three different types of P-E fit: person-organization fit (P-O), needs-supplies (N-S) fit, and person-job (P-J) fit. This scale served as the measurement of P-E fit.
The sample consisted of 317 certified public accounts residing in Kentucky. Canonical correlation analysis supported the relationship between the measures of P-E fit and job satisfaction used in this study. Furthermore, the results indicated that N-S fit is more related to overall job satisfaction than either P-J fit or P-O fit. Results from multiple regression analyses indicated that the main effect of P-E fit was a strong predictor of overall job satisfaction. Neither M nor F produced statistically significant main effects. As hypothesized, P-E fit interacted with M to affect job satisfaction, whereas the P-E fit × F interaction was not predictive of job satisfaction. Specifically, M was more important to overall job satisfaction at higher levels of P-E fit. Results from a confirmatory factor analysis of the data strongly suggested that employees discriminate between the three types of fit.
0453: Womens studies