Employees’ perceptions of HR practices, P-O fit and job satisfaction

Mirela Botezatu-Roșianu


This paper is based on the general assumption that human resource management practices can play an important role in matching people with the organisations and the jobs they work in. Also, high-performance HRM practices can have an influence upon employees’ outputs. The aim of this study is to investigate, on one hand, the relations between employees’ perceptions of HR practices and P-O fit, and on the other hand, between employees’ perceptions of HR practices with work engagement and job satisfaction. For collecting the data were used questionnaires. Results from a sample of 52 employees (67,3% women) support correlations between perceived HR practices and P-O fit, work engagement and job satisfaction. In plus, results support a mediating role of P-O fit in the relationship between perceived HR practices and job satisfaction. The results of this study emphasizes the importance of HRM practices in work engagement, job satisfaction and P-O fit.


HRM practices; P-O fit; job satisfaction; work engagement


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