Does Person–Organization Value Fit Affect Job Performance of Post-90s Employees in China? A Moderated Mediation Model Based on Self-Determination Theory
Round 1
Reviewer 1 Report
1. I do not agree that PO fit is mainly an intrinsic motivator factor. An employees perception of fit can be influenced by both intrinsic and extrinsic factors.
2.. The results may be driven by the fact that the connection between performance and monetary reward is not as strong for individuals with high LOM. If I believe that I have a high degree of fit to my organization and I have a high level of LOM, my performance will suffer if I discover that I am not rewarded at the level I believe I deserve. LOM only becomes a problem in organizations that are unable to pay individuals at the level they believe they deserve for their performance. What was the average salary of the respondents? Is their salary below or above the average?
2. Happiness was measured using a global scale. This is problematic because the study investigates how PO fit influences job happiness and not global happiness. I can be globally happy while at the same time have low levels of PO fit.
3. The theory connection between the global happiness scale and LOM is not clear.
4. Provide the response rate and give a few examples of the questions that were used for the Oxford Happiness Scale.
5. What are the bivariate correlations between PO fit, Happiness, LOM, and Performance? The CFI and TLI indicate somewhat of a poor fit.
6. What effect does age and job tenure have on the results. The sample used in this study were mostly females around 30 years old? What were the average years of experience? To what extend were your results influenced by these factors? I would image that an older group of employees with more years of experience may produce different results.
Author Response
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Author Response File: 
Author Response.pdf
Reviewer 2 Report
The present study proposes to combine the person-environment fit theory and SDT, but the reason for such combination is not clear. The reasons for combining these theoretical perspectives need to be explicated.
1. Is the objective to use STD as an explanatory framework for the relationship of person organization fit and job performance?
2. Another objective would be to integrate two theories for an improved understanding of the phenomenon. For this, the authors should conceptually clarify how the two perspectives independently provide a partial understanding of the determinants of job performance, and when combined, they may collectively provide an improved and more comprehensive understanding of the determinants/boundary conditions job performance.
3. It's important to clarify how the fit dimensions, that emphasize the congruence of values/goals between the employee and his/her work environment may lead to higher levels of autonomous motivation and need satisfaction (that is the core of STD) and how happiness and love of money fit in in this integration.
4. Given the above, the authors should discuss person-environment fit theory and STD in more detail, and hypotheses about the connection between both theories should offer a better conceptual clarification.
5. The authors should clearly mention if they are focusing on supplementary or complementary fit.
Author Response
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Author Response File: Author Response.pdf
Round 2
Reviewer 1 Report
I appreciate the authors thoughtful responses to my concerns. While we can agree to disagree, I believe that authors should address my concerns regarding points 2, 3, and 6 as weaknesses of this study in their conclusion.
Author Response
Please see the attachment.
Author Response File: Author Response.pdf
Reviewer 2 Report
The authors have made necessary changes in the light of my comments, so I am satisfied with the revised version of the manuscript.
Author Response
Dear reviewer,
Thank you very much for your recognition of our article entitled “Does Person–Organization Value Fit affect Job Performance of Post-90s Employees in China? A Moderated Mediation Model Based on Self-Determination Theory” (sustainability-2088484). The revisions could not be finished without your valuable suggestions.
