The purpose of the present study is to empirically test a model that illustrates how person–job fit (PJF), person–organization fit (POF) and perceived supervisor support (PSS) as individualistic factors affect job satisfaction and employee loyalty in the Indian context.,A survey of the Indian managerial executives was conducted with a structured questionnaire to validate the proposed model. Responses of a sample of 220 have been tested using PLS–SEM modelling approach.,The factors PJF, POF and PSS are inferred to have significant impact on job satisfaction and also improve employee loyalty. In comparison to PJF and PSS, POF has emerged as the most influential determinant of the proposed model.,HR managers can adopt relevant practices and promote organizational policies in order to have loyal employees. This would also help organizations in increasing overall productivity at both individual and organizational levels. Recruiters could be provided with necessary tools and measures to find better and accurate means of mapping POF and PJF.,Establishing PJF, POF fit and PSS as individual-specific constructs, and job satisfaction as a mediator, leading to employee loyalty, is a significant contribution to research. This study finds uniqueness in the Indian context, in which these constructs have mostly been explored in isolation or as dyadic relations. Review of existing studies indicates an overlap of factors that influence both job satisfaction and employee loyalty.

中文翻译：

---

使用PLS-SEM模型将员工忠诚度与工作满意度联系起来

本研究的目的是对模型进行实证检验，该模型说明了个人因素在印度环境中如何影响人与工作的契合度（PJF），人与组织的契合度（POF）和主管感知支持（PSS）。通过结构化的问卷调查对印度管理人员进行了调查，以验证所提出的模型。使用PLS-SEM建模方法测试了220个样本的响应。据推断，因素PJF，POF和PSS对工作满意度有显着影响，并且可以提高员工忠诚度。与PJF和PSS相比，POF已成为该模型中最具影响力的决定因素。人力资源经理可以采用相关做法并促进组织政策以拥有忠诚的员工。这也将帮助组织提高个人和组织层面的整体生产率。可以为招聘人员提供必要的工具和措施，以找到更好，更准确的POF和PJF映射方法。将PJF，POF fit和PSS建立为特定于个人的结构，并以工作满意度作为调解人，从而提高员工忠诚度，这一意义重大对研究的贡献。这项研究发现了在印度语境中的独特性，在这些语境中，这些构造大多是孤立地或以二元关系来探索的。对现有研究的回顾表明，影响工作满意度和员工忠诚度的因素重叠。可以为招聘人员提供必要的工具和措施，以找到更好，更准确的POF和PJF映射方法。将PJF，POF fit和PSS建立为特定于个人的结构，并以工作满意度作为调解人，从而提高员工忠诚度，这一意义重大对研究的贡献。这项研究发现了在印度语境中的独特性，在这些语境中，这些构造大多是孤立地或以二元关系来探索的。对现有研究的回顾表明，影响工作满意度和员工忠诚度的因素重叠。可以为招聘人员提供必要的工具和措施，以找到更好，更准确的POF和PJF映射方法。将PJF，POF fit和PSS建立为特定于个人的结构，并以工作满意度作为调解人，从而提高员工忠诚度，这一意义重大对研究的贡献。这项研究发现了在印度语境中的独特性，在这些语境中，这些构造大多是孤立地或以二元关系来探索的。对现有研究的回顾表明，影响工作满意度和员工忠诚度的因素重叠。在这些构造中，大多数是孤立地或以二元关系来探索的。对现有研究的回顾表明，影响工作满意度和员工忠诚度的因素重叠。在这些构造中，大多数是孤立地或以二元关系来探索的。对现有研究的回顾表明，影响工作满意度和员工忠诚度的因素重叠。