Employee satisfaction, person-organization fit, and high-performance work practices

OBJECTIVE To study the effects of the application of high-performance work practices on employee career satisfaction, and to explore the regulatory role of person-organization fit, in health workers in non-profit organizations. METHOD A cross-sectional study was conducted on a sample of 125 employees in non-profit organizations in the field of health or mental health, based in Athens. For the scope of this study, a structured questionnaire with openand closed-ended questions was formulated, based on three specific research tools. RESULTS High-performance work practices appear to be positively related to career satisfaction, and this relationship appears to be regulated by the person-organization fit. CONCLUSIONS The administrational bodies of non-profit organizations need to show greater interest in how satisfied their employees feel with their careers. The implementation of high-performance work practices and the selection of employees who share common values with the specific organization could contribute significantly to employee satisfaction, promoting a positive attitude towards work, and ultimately bringing improved results for both the organization and the services provided.