Abstract:
According to the person job-fit (PJ-Fit) theory, high PJ-Fit leads to positive work
outcomes. However, empirical evidence is not always aligned with this theory, and
scholars endlessly called for further research to find the reasons for this. Therefore,
this study investigates the influence of employees’ person job-fit (PJ-Fit) on their
work engagement and the moderating role of abusive supervision on the relationship
between PJ-Fit and work engagement. This study was conducted with 114 employees
working in public-sector organizations in the northern part of Sri Lanka. Hierarchical
multiple regression was employed to analyze the data. Personal and demographical
variables (age, gender, marital status, and experience) have been controlled in this
study. This study's outcomes indicated that PJ-Fit has a significant (positive) impact
on work engagement and the relationship between PJ-Fit and engagement is
moderated by abusive supervision. The employees with high PJ-Fit are profoundly
engage in their work. However, abusive supervision negatively influences work
engagement and weakens the positive impact of PJ-Fit on work engagement. This
study extends the literature by investigating the influence of PJ-Fit on work
engagement and being the first to introduce the abusive supervision as a moderator
on this relationship. This study suggests that recruiting employees who fit well to the
job is necessary, but it is not sufficient to make them engage in their work. The
Organization needs to take necessary steps to avoid abusive supervision to create an
engaged workforce that is a crucial indicator of organizational success
