Predicting teachers' job vitality based on the variables of person-job fit, person-organization fit, workload, and job engagement (Case study: teachers in Ardakan City)

Beki, Fatemeh; Rahimi, Hamid

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Volume 14, Issue 2 (Iranian Journal of Ergonomics-In Press 2026) Iran J Ergon 2026, 14(2): 0-0 | Back to browse issues page

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Beki F, Rahimi H. Predicting teachers' job vitality based on the variables of person-job fit, person-organization fit, workload, and job engagement (Case study: teachers in Ardakan City). Iran J Ergon 2026; 14 (2)
URL: http://journal.iehfs.ir/article-1-1142-en.html

Predicting teachers' job vitality based on the variables of person-job fit, person-organization fit, workload, and job engagement (Case study: teachers in Ardakan City)

Fatemeh Beki¹

, Hamid Rahimi ^*²

1- Department of Education, School of Humanity, University of Kashan, Kashan, Iran
2- Department of Education, School of Humanity, University of Kashan, Kashan, Iran , dr.hamid.rahimi@kashanu.ac.ir

Abstract: (35 Views)

Purpose: Job vitality is one of the most key psychological components in the workplace that is affected by several factors. The present study aimed to predict teachers' job vitality based on the variables of person-job fit, person-organization fit, workload, and job engagement.

Method: This study is quantitative in nature and applied in purpose. The statistical population of the study consisted of teachers in schools in Ardakan City, of which 263 people were selected using convenience sampling. The data collection tools included standard questionnaires of job engagement, job vitality, person-job fit, person-organization fit, and workload. Through Cronbach's alpha coefficient, the reliability of the person-organization fit questionnaire obtained equal to 0.72, person-job fit 0.80, workload 0.75, job engagement 0.795, and job vitality 0.84. Data analysis was performed using SPSS₂₄ and Smart PLS software’s.

Result: The findings showed that all four variables of workload, person-organization fit, person-job fit, and job engagement have a significant effect on job vitality; however, according to the findings, job engagement (β=0.574) is the strongest positive predictor and workload (β=-0.098) is the main factor reducing job vitality in the study population..

Conclusion: Paying attention to the fit between the person with job and organization, enhancing job engagement, and reducing teachers' workload can be used as key strategies to improve motivation and vitality in the education system, and the results of this study can also be a guide for education managers to improve the work climate and enhance the psychological capabilities of teachers.

Keywords: Job Vitality, Workload, Individual-Job Fit, Organization-Individual Fit, Job Engagement, Teachers