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The relationship between person-job and person-organization fit with work alienation of nurses
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Zeinab Mollaeee1   , Fatemeh Hajibabaee * , Nahid Dehghan Nayeri3 , Maral Abbasi Arkhlo1 , Zahra Hosseinkhani4 |
1- School of Nursing and Midwifery
School of Nursing and Midwifery, Tehran University of Medical Sciences, Tehran, Iran, , Nursing and Midwifery Care Research Center , hajibabaeefateme@yahoo.com
3- Nursing and Midwifery Care Research Center
4- Qazvin University of Medical Sciences, Qazvin, Iran |
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Abstract: (140 Views) |
Background: Nurses play a critical role in the quality of healthcare delivery, and their degree of fit with their job and organization can influence their performance and various occupational outcomes. Job alienation is one of the major challenges in the nursing profession and may be affected by the level of person–job fit and person–organization fit.
Objective: This study aimed to determine the relationship between person–job fit and person–organization fit with job alienation among nurses working in the educational and therapeutic centers affiliated with Qazvin University of Medical Sciences.
Methods: This descriptive–correlational cross‑sectional study was conducted in 2021 among nurses working in hospitals affiliated with Qazvin University of Medical Sciences. A total of 272 eligible nurses were selected using proportional stratified systematic sampling from six hospitals. Data were collected using a demographic questionnaire, the Person–Job Fit Scale, the Person–Organization Fit Scale, and the Job Alienation Scale, all completed through online self‑reporting. Data were analyzed using descriptive statistics, Pearson correlation coefficient, independent t‑test, and ANOVA in SPSS version 25.
Results: The results indicated that approximately half of the nurses surveyed reported moderate levels of person–job fit, person–organization fit, and job alienation. The highest mean score for person–job fit was 3.99 ± 0.98, and the lowest was 2.32 ± 1.20. For person–organization fit, the highest mean was 3.49 ± 1.04, and the lowest was 1.99 ± 1.03. In relation to job alienation, the highest mean was 3.77 ± 1.14, and the lowest was 1.80 ± 1.08. Furthermore, there was a statistically significant negative correlation between person–job fit and person–organization fit with job alienation and its dimensions (p ≤ 0.001).
Conclusion: The findings indicate that improving person–job fit and person–organization fit may effectively reduce job alienation among nurses. Enhancing these types of fit during recruitment and throughout employment can contribute to improved motivation, performance, and nursing care quality, ultimately promoting the well‑being of both healthcare staff and patients. |
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| Keywords: Person–job fit, Person–organization fit, Job alienation, Nurses, Nursing work environment |
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Full-Text [PDF 351 kb]
(19 Downloads)
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Type of Study: Research |
Subject:
Special
Received: 2026/May/Sat | Accepted: 2026/May/Sat | Published: 2025/Apr/Wed
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