THE IMPACT OF PERSON-JOB FIT, PERSON- ORGANIZATION FIT ON JOB SATISFACTION

It has been observed in many organizations that some employees feel unsatisfied with their work, the justification behind the dissatisfaction could be due to various reasons such as skills and abilities of an employee if not match with the job or task requirements or the work assigned is not according to individual capabilities. As far as the previous studies are concerned, it is revealed that person job fit, and person organization fit have a significant positive relationship with job satisfaction. Thus, in this regard, this study was conducted to examine the relationship between person-job fit, and personorganization fit on job satisfaction. To gather the primary data, a questionnaire was adopted from previous similar published studies. The data were collected from employees working at Aspin Pharma, a pharmaceutical company in Karachi, Pakistan. The total number of study sample was 313 employees out of which 173 useable responses were employed for data analyses. In addition, this research study has adopted a descriptive survey design, and which utilized primary data to obtain information on the study variables. The method of the research is mono method, and the examination of the study is based in quantitative research through descriptive statistics to measure the multidimension of employee satisfaction, person job fit, and person organization fit. To conclude, the result reveals that Person Job Fit as well as Person Organization Fit have a significant relationship with job satisfaction. The study findings will be useful for managerial decision makers to improve person job and organization fit dimensions in their organization to enhance employee satisfaction and work productivity.


RESEARCH QUESTIONS
RQ1: Is there any significant relationship between person-job fit and employee job satisfaction?
RQ2: Is there any significant relationship between person-organization fit and employee job satisfaction?

RESEARCH OBJECTIVES
• To identify the relationship between person-job fit and employee job satisfaction • To identify the relationship between person-organization fit and employee job satisfaction In this respect, the survey questionnaires were adopted from previous studies. To measure the job satisfaction a three-item variable was adopted from the study by .. Moreover, to measure the independent variables person-job fit and person-organization fit questions were adopted from the study conducted by (Chhabra B. , 2015) For PJ-Fit a three (03) items scale was employed whereas for PO-Fit six (06) items were used in the questionnaire.

LITERATURE REVIEW
Job satisfaction is defined as the one's feeling it could be negative and positive or condition of mind towards one's job or the nature of work. (Spector P. E., 1985) Mentioned that the measurement of job satisfaction through pay, benefits, contingent rewards and etc. Job satisfaction can be minded by disparate considerations which include administration, supervision, policies, salary, and quality of life. Researchers identified in the researches that person-organization fit and person-job fit ought to be co-related to evaluate job satisfaction.

Journal of Entrepreneurship, Management and Innovation
Volume 3, Issue 1, January 2021 [62] Stress and dissatisfaction lead to high turnover rates. JS is the degree of contentment employees feel about their job, moreover, when as employee skills and abilities are equal to the work will move to increase the job satisfaction. Pay, security and promotions are lineally interconnected with job satisfaction. In Short, the Job satisfaction illustrates the difference between what people expect from the job and what they get in real whereas, normally, if the person has required skills to accomplish the responsibilities are considered to possess high person job fit.
Various researchers put forward that, in general person-job fit, person-organization fit have significant relation with job satisfaction. In this respect,  Conducted research on impact of PJ-fit on job satisfaction, observed that no significant research directed in the Pakistani scenario and taking into consideration of educational institute (universities).The research examination hinged on quantitative data which was collected from disparate universities. Furthermore, SPSS software were used for analysis, the study variables were job satisfaction and job performance (Dependent variable) and person-job fit (Independent Variable), found that the responsibilities, assign task must meet with the competencies of the employees however, the tasks that unmatched with abilities will lead the way towards were used to examine the data. In this manner, stated that person-organization fit has both direct

Journal of Entrepreneurship, Management and Innovation
Volume 3, Issue 1, January 2021 [63] and indirect effect of person-job fit and job satisfaction. A related research conducted by (Atif Anis, 2011) investigated the relationship between employee retention, job satisfaction, perceived supervisory support and compensation by considering the organizational commitment as mediating variable in pharmaceutical industry in Pakistan. The total 450 questionnaires were filled out from employees of six pharmaceutical firms out of which 320 useful questionnaires were included for further analysis. The result concluded that organizational commitment has a strong and positive relationship with employee job satisfaction and employee retention. The study also specified that satisfied employee is more loyal with the organization therefore, employee is unlikely to switch job and work hard for the organization. Similarly, (Gul, 2018) (Kristof-Brown, 2015 noted in their studies that the person-job fit and job satisfaction have a positive significant relationship. Several authors have attempted to investigate on p-o fit, p-j fit and job satisfaction. Same way, (Caldwell, 1990) found person job fit and well-being and both well-being person job fit had a positive effect on job performance Where the participants were 212 of 10 life insurance companies in Taiwan.
Moreover, (Sethela June, 2011) Distributed 1500 questionnaire in which 300 respondents data were considered useful to analyse the result. The result demonstrated that significant positive relation, in addition, (Ambrose, 2008) conducted research on 73 organizations using a sample size of 304 individuals. Found that person organization ethical value fit relates to job satisfaction, commitment and turnover intensions, and for analysis, multiple regression model was used. However, (Silverthrone, 2004) conducted study in Taiwan which indicates that the person organization fit is a key element in both the level of job satisfaction that employees experience and also in their level of organizational commitment whether measured by an instrument or turnover rates. The fit plays a vital role in all kind of organizations. Similarly, (Chunjiang, 2011) demonstrated that the person-organization fit correlated to job satisfaction.
In addition, a similar assertion was made by (Dubey, 2016)    The discoveries acquired from the survey have been assessed by mean (X) and standard deviation (S.D) so as to decide the respondents score level of perception on job satisfaction, we used multiple regression analysis. Further, we determine the mean and standard deviation to check the tendency of the research.

Composite Reliability
The accuracy of questionnaire results is indicated by reliability. For a similar target group, it will offer a comparable outcome at any stage the questioner reuses the questionnaire. It shows that the survey's internal accuracy and repeatability are strong. Maintaining a strategic distance towards unfairness in study is the primary indicator for unswerving consistency. It continues to be strengthened in this way by checking the pursuit procedure and investigation, as is achieved by using various analysis and review methods or various researchers. This often integrates the exploration's reliability and validity.
Using composite reliability, the reliability of the measurement instrument was assessed. All values were over the standard value usually used, i.e., 0.70. This is the agreed value set for reliability. The level of constancy between different variables could be used to estimate reliability.

Average Variance Extracted (AVE)
Average variance extracted is evaluated in order to check the convergent validity. According to (Fornell, 1981) if the variance extracted value is greater than 0.5 then convergent validity is established but less than 0.5 termed as less effective for the study. The table 4.3 clearly indicates that variance extracted values are above 0.5 of all the variables including person-job fit, person-organization fit and job satisfaction which shows questions of variables were perfect.

Validity
Three type of validity is tested. Firstly, Discriminant validity is tested then construct validity and at last, Convergent validity. Discriminant validity is checked with the help of Fornell-Larcker Criterion. Moreover, construct validity is checked with the help of factors loading however, convergent validity is checked with the help of average variance extracted.  (Fornell-Larcker Criterion)