Determinants of job satisfaction: The role of person-organisation fit, decent work and employee-organisational factors on job satisfaction

Abstract

Background: The manufacturing sector is noted to be important to the South African economy. Calls exist to understand those factors that enhance the workforce capability of the manufacturing sector. Aim: This study examines the determinants of job satisfaction accounting for the role of person-organisation fit, decent work, and employee-organisational factors (high-performance human resource management [HRM] practices and change-oriented organisational citizenship behaviours). Setting: The study was conducted among a sample of employees operating in the manufacturing sector in South Africa. Method: A conceptual model was tested through a probability sample (n = 211) drawn from South Africa’s manufacturing sector. Covariance-based structural equation modelling and the Hayes approach were used to test the hypotheses. Results: The results demonstrate a significant relationship between decent work and high-performance HRM practices. Furthermore, person-organisation fit significantly moderates this relationship. High-performance HRM practices were significantly associated with change-oriented citizenship behaviours, which accounted for a significant variance in job satisfaction. Conclusion: This study provides valuable insight into employee-organisational factors that can influence job satisfaction. Contribution: The research re-invigorates attention to the factors influencing organisational job satisfaction. These factors become critical to re-vitalising the workplace to enhance job satisfaction and a dedicated leadership excellence agenda.

Keywords

• decent work
• employees
• person-organisation fit
• high-performance human resource management practices
• change-oriented organisational citizenship behaviour
• manufacturing sector