Purpose

The purpose of this study is to quantitatively examine the impact of perceived supervisor support, person-job fit (PJF) and person-organization fit (POF) on the company’s value through job satisfaction (JS).

Design/methodology/approach

Data were collected from 220 respondents selected from different organizations in India using standard questionnaires. To estimate the hypothesized model fit indices, partial least square structural equation modeling were used.

Findings

Findings suggest that there is a significant relationship among supervisor support, PJF and POF with JS and perceives company value.

Research limitations/implications

Human resource (HR) professionals need to understand how they can help to increase the JS of employees before they decide on HR measures that would help improve the perceived contribution to company value.

Originality/value

Support from the superior induces a sense of value and worthiness to the employee, which, in turn, strengthens the relationship between the employees with his/her organization. Along with this PJF and POF are other significant factors for employee satisfaction. If the person likes the job or in other words if the prescribed job is suitable for the person, then the employee feels significant, which amplifies JS. The same is applicable for the POF. Consequently, the perceived contribution to company value increases.

中文翻译：

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将上级支持，人员职位匹配和人员组织匹配与公司价值联系起来

目的

这项研究的目的是定量评估上级主管的支持，个人-工作适合度（PJF）和个人组织适合度（POF）对通过工作满意度（JS）产生的公司价值的影响。

设计/方法/方法

使用标准调查表从印度不同组织中选出的220名受访者收集了数据。为了估计假设的模型拟合指数，使用了偏最小二乘结构方程模型。

发现

研究结果表明，主管支持，PJF和POF与JS之间存在显着关系，并且可以感知公司价值。

研究局限/意义

人力资源（HR）专业人员在决定有助于改善对公司价值的感知贡献的人力资源措施之前，需要了解他们如何帮助提高员工的JS。

创意/价值

上级的支持会给员工带来一种价值感和价值感，进而加强了员工与其组织之间的关系。除此以外，PJF和POF是提高员工满意度的其他重要因素。如果该人喜欢这份工作，或者换句话说，如果规定的工作适合该人，那么该员工就会觉得自己很重要，从而扩大了JS。POF同样适用。因此，对公司价值的感知贡献增加了。