The role of job and personality fit in the employee's organizational commitment of Guilan Agricultural Organization

Abstract

Noble & Mkwa (1999) defined organizational commitment as the degree in which a person identifies the organization's goals and values and acting toward it. Herscovitch & Meyerz (2002) go far beyond and have defined organizational commitment as a force that link individual to functional flow required for the successful implementation of change initiatives (Turner et al, 2008, p34). Efficiency and development of any organization largely depends on the proper function of human capital. Organizational commitment is the intangible factor affecting employee performance. Organizational commitment is associated with several factors. According to John Holland one of these factors is job and personality fit. In this paper, we explain the employee's organizational commitment of Guilan Agricultural Organization. The purpose of this study was to assess the appropriateness of the job and personality in organizational commitment. For this purpose, among the 2370 personnel of Guilan Agricultural Organization, 400 people were randomly selected and data collected through the questionnaire. Data were analyzed with analysis of variance and Duncan using SPSS software. The results showed that the research hypothesis is confirmed. The results show that there is a relationship between personality types in different job categories and organizational commitment.