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H2:Person-Job fit will positively relate to the affective commitment.
（here, I want to continue use set, but change some wording, make it to look like affective commitment）
Intergrating P-J fit with Job security:
As stated in the previous section, the perception of job security is cognitive based and depends on whether the job features satisfy an individuals’ needs. (Lee&Ashford,2017) The more they desire the job they get, the higher job security gained. The P-J fit was used to measure whether the features of a job fulfill employees’ personal desires. The higher degree of P-J fit indicates the higher match of job attributes with personal desires. Thus, we can argue that, with a higher P-J fit, individuals will have a higher perceived job security. Therefore, it is hypothesized that,
H3: P-J fit will positively relate to the job security.
Maybe use similarity attraction theory to develop argument
However, similarity attraction theory has pointed that people like and are attracted to others who are similar, rather than dissimilar (Van Hoye & Turban, 2015) which means that companies promised not to because of their reason (e.g., depression) and lay off workers, was not in the management process of threats to fire employees. For employees, the employment guarantee is the subjective expectation that the current working condition can be carried on continuously, and it is the perception of the employee's employment guarantee policy and its actual impact. It should be pointed out that, enterprise's job security policy does not protect those unable to staff to perform the job correctly, but stress management own responsibility, with staff to seek long-term survival and common development.
H4: P-J fit as a mediator of family support and affective commitment
P - J fit for family rights interests including family support and the affective commitment dimensions, among them, the work refers to the development of the family's devotion to work to get individual and redefined to view and deal with the problems of skills, knowledge, and methods and so on, which will undoubtedly make employees better family members; Emotional refers to work for the family can produce into positive emotions and positive attitude, which can help individuals become better family members: working capital refers to the work for the family investment can improve, confidence and a sense of accomplishment and manage resources, these also manage resources can help employees become better family members. Home to work, on the other hand, raised interest including family work for development, the family of feelings and family, home to work namely development's devotion to the family can get individual redefined to view and deal with the problems of skills, knowledge, behavior and the way and so on, this will undoubtedly make individuals better employees; A family's devotion to work is a positive emotion or positive attitude towards family life, which helps individuals become better employees. The family's commitment to work efficiency means that the investment in family life can increase individual focus and sense of urgency, which will help the individual become a better employee. Therefore, it is hypothesized:
H4: P-J fit as a mediator of family support and affective commitment
H5: P-J fit as a mediator of family support and job security
P-J fit could be related to the family support and job security. Individuals in daily work to feel superior value, and the spirit of fair and corporate welfare can improve employees' job satisfaction, these factors can reduce a person's turnover rate and improve the individual's loyalty and engagement, increase the individual job satisfaction; support to individual work put forward his supervisors and colleagues negative emotions has significant negative correlation, and the superior and colleagues support can reduce individual of depression; the research indicates that higher level support can reduce the employee's absenteeism rate and work fatigue, and the two are positively correlated. Study and found that, for executives, individual support degree is higher, the employee's job satisfaction is higher, the two relations are related, this just shows that executive support is advantageous to the enterprise, this support can promote individual job satisfaction, strengthen team daily management, increase the rate of work on time, improve work efficiency, etc (Tseng, & Yu, 2016).After the study of American universities staff found that the higher the individual's perception of the degree of enterprise organization, the better, the support organization, the higher the job satisfaction of the individual, the stronger the organizational behaviour orientation, the higher the commitment of organization, the lower the staff turnover rate. Has been put forward, and the higher leadership support, individual turnover rate and missing rate is lower, the higher the more concerned about the staff, suggests that the support staff, this will greatly decrease the rate of employee turnover and delays. Therefore, it is hypothesized:
H5: P-J fit as a mediator of family support and job security
bibliography
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Chhabra, B. (2015). Person - Job Fit: Mediating Role of Job Satisfaction & Organizational Commitment. Indian Journal Of Industrial Relations, 50(4), 638-651.
Mauno, S. s., & Ruokolainen, M. (2017). Does Organizational Work–Family Support Benefit Temporary and Permanent Employees Equally in a Work–Family Conflict Situation in Relation to Job Satisfaction and Emotional Energy at Work and at Home?.Journal Of Family Issues, 38(1), 124-148. doi:10.1177/0192513X15600729
Tseng, L., & Yu, T. (2016). How can managers promote salespeople’s person-job fit?. Learning Organization, 23(1), 61-76. doi:10.1108/TLO-03-2015-0023
Van Hoye, G., & Turban, D. B. (2015). Applicant-Employee Fit in Personality: Testing predictions from similarity-attraction theory and trait activation theory. International Journal Of Selection & Assessment, 23(3), 210-223. doi:10.1111/ijsa.12109
van Loon, N. M., Leisink, P., & Vandenabeele, W. (2017). Clarifying the Relationship Between Public Service Motivation and In-Role and Extra-Role Behaviors: The Relative Contributions of Person-Job and Person-Organization Fit. American Review Of Public Administration, 47(6), 699-713. doi:10.1177/0275074015617547
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