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Moderating Role of Demands: Abilities Fit in the Relationship Between Work Role Stressors and Employee Outcomes
Abstract
The purpose of the present study was to explore the direct effect of work role stressors and Demands-Abilities (D-A) fit on the employee outcomes of job satisfaction, organizational citizenship behavior (OCB) and turnover intentions. The study further aimed to investigate the moderating role of D-A fit in the relationship between work role stressors and the above mentioned employee outcomes. The study was conducted using structured questionnaires for measuring the above mentioned variables. The sample of the study was 317professionals from five sectors. Hierarchical multiple regression was used to analyze the data. Hierarchical multiple regression results showed that the work role stressors were negatively related to job satisfaction and OCB and positively related to turnover intentions. D-A fit was seen to be positively related to job satisfaction and OCB and negatively related to turnover intentions. The analysis also found some support for the stress buffering effect of high D-A fit in the prediction of job satisfaction, OCB and turnover intentions. This study contributes to the organizational behavior literature by focusing on the fact that the negative effects of work role stressors on employee outcomes can be mitigated by identifying the variables which act as a buffer to weaken this effect. The results of the study provide support for the fact that matching employees to their job can help in the mitigation of employees' stress resulting in positive employee outcomes, hence benefiting the organization in the long run.
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