Person-organization fit and person-job fit among non-faculty members in Cavite State University system / by Evangeline D. Gallega, Christian O. Mojica and Queenie Mae B. Reptin.

Thesis (Bachelor of Science in Business Management Major in Human Resource Development Management) Cavite State University.

Includes bibliographical references.

College of Economics, Management and Development Studies (CEMDS), Department of Management

GALLEGA, EVANGELINE D., MOJICA, CHRISTIAN 0, & REPTIN QUEENIE MAE B. Person-Organization Fit and Person-Job Fit among Non-Faculty Members in Cavite State University System. Undergraduate Thesis. Bachelor of Science in Business Management major in Human Resource Development Mag State University, Indang, Cavite. June 2018. Adviser: Ms. Mailah M. Ulep•
This study was conducted on Cavite State University system specifically in the Main Campus, Silang Campus, Carmona Campus, General Trias Campus, and Imus Campus. The study focused on all non-faculty members of Cavite State University with plantilla positions. The data gathering was from January to May 2018.
The study attempted to determine the socio-demographic profile of the non-faculty employees of Cavite State University, determine the skills and abilities that non-faculty employees may contribute to their unit or organization, determine the significant difference between the perceived (assessed by employees) and expected (assessed by supervisor) skills and abilities of employees, determine the significant difference between the preferred and the occurring organizational culture, determine the significant difference in preferred culture when grouped according to demographic profile, and determine the significant relationship between the demographic profile of non-faculty members and their person job fit.
Mean, frequency, percentage, standard deviation, Chi-square, Kruskall Wallis statistics, Spearman's Rank correlation, and point biserial correlation coefficient were used to interpret and answer the objectives of the study.
From the gathered data, 46 percent of the participants belonged to 35 or below age group and female (54%). Majority (39%) were college graduates and 40 percent had been working in the university for 10 years or below.
Based on the results, the researchers found out that there is no significant difference between the perceived skills of employees and the expectations of the supervisors in terms of manual, analytical, and innovative skills. This means that the capabilities of the employees meet the expectations of their supervisors thus, employees are perceived to be fit to their jobs when assessed based on the abovementioned skills categories
On the other hand, there is a significant difference in skill level between what is expected by the supervisors and what is perceived by their employees in terms of social, technical, data, and leadership skills. This means that the capabilities of the employees do not meet the expectations of their supervisors thus, employees are perceived to be unfit to their jobs in terms of those four skill categories. Among the four organizational cultures, the result of the analysis showed that the existing dominant culture in Cavite State University is clan culture, with a majority mean alue of 2.64. This means that in the prevailing organizational culture, the working environment is a sociable one where people have a lot in common and behave like one big family. On the other hand, data on the preferred culture of non-faculty employees showed that the dominant is the hierarchy culture, with a majority mean value of 2.78. This means that employees prefer a formalized and structured work environment with leaders who are proud of their efficiency-based coordination.

Submitted to the University Library August 08, 2018 T-7415