Abstract:

Present study examined the mediating role of fit perceptions between perceived of human resource management practices and job performance among industrial workers. Purposive sample comprised of workers of textile industries from Faisalabad division (N = 300). Human Resource Management Policy and Practices Scale by Demo, Neiva, Nunes, and Rozzett (2012), Fit Perception Scale by Kennedy (2005) and In-Role Job Performance Scale by Williams and Anderson (1991) were used in the study. Statistical analysis revealed that all variables were correlated in the expected directions. Person-job fit mediated between recruitment, training and development, and work condition with job performance, person-vocational fit mediated between training and development with job performance, and person-organization fit meditated the relation of involvement, training and development, work condition, performance appraisal, and reward with job performance. Finally, implications of these results and limitations of the study were discussed in line with the literature and suggestions for future studies were reflected upon.

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