Impact of Employee-Organization Congruence on Job Satisfaction and Job Performance among Factory Employees in the Sri Lankan Large Apparel Sector

Abstract

In the field of human resource management the previous researches emphasized the employee-organization congruence (EOC) had a significant relationship with the job performance of employees in various sectors. However slight attention has been paid to conceptual constructs such as job satisfaction as a mediator between the EOC and job performance. Thus, this paper attempts to fill this gap by empirically examining the impact of EOC on job satisfaction and job performance among factory employees in 17 large apparel firms in Sri Lanka. A total of 384 self administered questionnaires were distributed among respondents and 328 usable questionnaires were returned, yielding a response rate of 85%. The data was analyzed by using descriptive analysis and structural equation methods (SEM). The study discloses that EOC have significant positive relationships with job performance. Further, job satisfaction mediates the relationship between EOC and job performance. Therefore, the study findings suggest that the better EOC in the large apparel sector not only leads to better performance, but also linked to satisfaction of factory employees.