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Work Congruence and Excellence in Human Resource Management

Empirical Evidence from the Israeli Nonprofit Sector

University of Haifa

Aaron Cohen

University of Haifa

Two data samples (N₁ = 244, N₂ = 155) were used to test hypotheses regarding the effect of person-organization fit (POF) and met expectations (ME) on the performance of nonprofit employees. Our first sample was collected from employees of a public sector organization. Findings revealed job satisfaction and organizational commitment were higher in employees who better fitted the organizational sphere and in those who better fulfilled their expectations. These employees' intentions of voice, in-role performance, and organizational citizenship behavior also increased as a result of higher ME. The second sample was collected from employees of a third sector organization. These findings also supported the centrality of ME in determining work outcomes. The authors conclude that expectations exert a notable effect on work outcomes for nonprofit employees. Moreover, POF has a secondary effect. Several theoretical and practical implications of these results, especially for nonprofit systems, are noted in the final section.

Key Words: human resource management • met expectations • person-organization fit • performance • organizational citizenship behavior • nonprofit sector

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