The relationship between organizational agility and individual work performance in nurse managers: The mediator role of person-organization fit

Abstract

Aim: This study was planned with a multi‐centre design to investigate the mediator role of person‐organization fit in therelationship between organizational agility and individual work performance in nurse managers.Method: This multi‐centre, descriptive cross‐sectional study was carried out with 169 nurse managers working at four publichospitals and two university hospitals operating in two provincial centres. Data were collected face‐to‐face between January 2025and March 2025 using a ‘Personal Information Form,’ the ‘Person‐Organization Fit Scale,’ the ‘Individual Work PerformanceQuestionnaire,’ and the ‘Organizational Agility Scale.’ Data were analysed using the SPSS Statistics 30.0 programme and thePROCESS Macro v4.2 extension with frequency, percentage, mean and standard deviation values, t‐tests, Kruskal–Wallis tests andPearson's correlation analyses.Results: Organizational agility had a significant and positive effect on person‐organization fit (B = 0.811, SE = 0.068, p < 0.05).Person‐organization fit significantly predicted individual work performance (B = 0.190, SE = 0.062, p < 0.05). The indirect effectof organizational agility on individual work performance was also significant (B = 0.154, SE = 0.049, 95% CI: 0.053–0.246).Therefore, person‐organization fit mediated the relationship between organizational agility and individual work performance.Conclusion: This study demonstrated the mediator role of person‐organization fit in the relationship between organizationalagility and individual work performance in nurse managers. The results of the study showed that an increase in organizationalagility indirectly and positively affected individual work performance via the mediation of person‐organization fit.