The effect of person–organization fit and workplace fun on intention to stay with work engagement as a mediating variable

Purpose As a way of addressing how best turnover intention among service employees can be reduced through workplace fun, this study aims to examine how psychological capital (PsyCap) and work engagement, respectively, moderates and mediates the relationship between workplace fun and turnover intention in a moderated mediation. Design/methodology/approach Using cross-sectional quantitative design, data were collected by means of questionnaires and convenience sampling. The hypotheses were tested with 482 service employees from the hospitality industry in Ghana using PROCESS macro. Findings The findings depict that work engagement mediates the relationship between workplace fun and turnover intention among service employees. Also, PsyCap moderates the workplace fun–engagement relationship, in addition to the workplace fun–work engagement–turnover intention relationship. Specifically, both relationships are stronger for employees with high PsyCap. Practical implications The authors would like to conclude that as frontline employees are usually subjected to stressful conditions, monotonous working environments and emotional labor, which affect the quitting intention, incorporating fun into the workplace will strategically help frontline employees to be engaged in their work and reduce their intentions to quit. Originality/value With a focus on a developing economy, this work is novel in exploring possible factors that may help increase work engagement and reduce turnover intention among service employees.

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How Person-Supervisor Fit Influence the Work Engagement of New Hires?

Journal of Innovation and Social Science Research ◽

10.53469/jissr.2021.08(09).24 ◽

2021 ◽

Vol 8 (9) ◽

pp. 125-130

Author(s):

Yuanyuan Wang ◽

Keyword(s):

Work Engagement ◽

Positive Impact ◽

Cluster Sampling ◽

Mediation Model ◽

Job Fit ◽

Mediating Role ◽

Influencing Mechanism ◽

Person Organization Fit ◽

New Hires

For new hires, receiving support from their supervisor is critical for familiarizing themselves with their job and engaging it as soon as possible. The aim of this paper is to explore the influencing mechanism of person-supervisor fit(PSF) on the work engagement(WE) of new hires as well as the mediating role of person-organization fit(POF) and person-job fit(PJF). Five hundred new hires were selected through cluster sampling, and asked to fill out questionnaires measuring PSF, POF, PJF, and WE. In total, 486 questionnaires were valid. The study found that PSF positively influenced new hires’ WE. This positive impact was fully realized through the two mediation paths of POF and PJF. Therefore, a two-mediation model was established. PSF was highly important to the WE of new hires, but this effect was fully realized through the indirect paths of POF and PJF.

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Effects of Workplace Fun to Job Satisfaction and Work Engagement of Hospital Nurses

Journal of Health Informatics and Statistics ◽

10.21032/jhis.2017.42.2.144 ◽

2017 ◽

Vol 42 (2) ◽

pp. 144-152 ◽

Cited By ~ 1

Author(s):

Geum Sik Ahn ◽

Seewon Ryu

Keyword(s):

Job Satisfaction ◽

Work Engagement ◽

Hospital Nurses ◽

Workplace Fun

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Millennials’ intention to stay and word-of-mouth referrals

Evidence-based HRM a Global Forum for Empirical Scholarship ◽

10.1108/ebhrm-03-2019-0021 ◽

2019 ◽

Vol 8 (1) ◽

pp. 60-78

Author(s):

Decha Dechawatanapaisal

Keyword(s):

Organizational Identification ◽

Structural Equation ◽

Word Of Mouth ◽

Mediating Effect ◽

Equation Modeling ◽

Intention To Stay ◽

Content Type ◽

Perceived External Prestige ◽

Person Organization Fit ◽

The Relationship

Purpose The purpose of this paper is to investigate the mediating effect of organizational identification in the relationship between person-organization fit and intention to stay as well as word-of-mouth referrals. The study also examines the role of perceived external prestige as a moderator of the relationship between organizational identification and intention to stay and word-of-mouth referrals. Design/methodology/approach Data were collected from 2,649 millennial employees working in various companies located within the Central Thailand Industrial Estates. The hypothesized relationships were tested and analyzed by means of a confirmatory factor analysis, structural equation modeling, hierarchical regression and a bootstrapping procedure. Findings The results revealed that the direct relationships between person-organization fit and intention to stay as well as word-of-mouth referrals were found to be partially mediated by organizational identification. In addition, perceived external prestige was found to have a moderating effect on the relationship between organizational identification and word-of-mouth referrals, but found no effect on employee retention. Research limitations/implications The current research took place among the millennial workers in Thai organizations, which needs to be extended to other generational cohorts or different culture settings for more generalization. Practical implications The results imply that managers should routinely assess and monitor person-organization compatibility, and ensure that corporate cultures, values and norms are properly communicated and mutually shared among the millennial workers. The aim is to inspire them to perceive better fits and proudly identify with their workplace. Such efforts are likely to induce not only retention, but also should encourage word-of-mouth referrals. Originality/value This study extends existing knowledge by assessing the relationships among person-organization fit, organizational identification and perceived external prestige as well as their impacts on intention to stay and word-of-mouth referrals by millennial employees, which has not been extensively investigated in the literature.

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Latent Profile Types by Career Aspiration, Person-Organization Fit, Person-Job Fit, and Major Relevance and Group Differences in Intention to Stay of Engineering Graduates

Korean Society for the Study of Vocational Education ◽

10.37210/jver.2021.40.3.1 ◽

2021 ◽

Vol 40 (3) ◽

pp. 1-23

Author(s):

Seunghyun Kim ◽

Baole Choi

Keyword(s):

Group Differences ◽

Career Aspiration ◽

Job Fit ◽

Intention To Stay ◽

Person Organization Fit ◽

Latent Profile

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Preschool teachers' social support and intention to stay: A moderated mediation model

Social Behavior and Personality An International Journal ◽

10.2224/sbp.9772 ◽

2021 ◽

Vol 49 (2) ◽

pp. 1-14

Author(s):

Liping Guo ◽

Guoying Gai ◽

Mingming Huang ◽

Anquan Wang ◽

Liheng Yang ◽

...

Keyword(s):

Social Support ◽

Work Engagement ◽

Preschool Teachers ◽

Mediation Process ◽

Intention To Stay ◽

Mediating Role ◽

Moderated Mediation Model ◽

The Social ◽

The Relationship

We explored the relationship between social support and preschool teachers' intention to stay in their job, as well as the mediating role of work engagement and the moderating role of resilience. We recruited a sample of 1,693 Chinese preschool teachers to complete a survey on their social support, work engagement, intention to stay, and resilience. Results indicate that the social support of preschool teachers was positively correlated with their intention to stay, work engagement, and resilience. Social support had a positive predictive effect on the intention to stay. Work engagement partially mediated the effects of social support on the intention to stay. Additionally, resilience significantly moderated the effects of work engagement on the intention to stay. Thus, we have affirmed that work engagement significantly mediates the effects of social support on the intention to stay, and that resilience moderates the second half of this mediation process.

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Workplace fun and work engagement in tourism and hospitality: The role of psychological capital

International Journal of Hospitality Management ◽

10.1016/j.ijhm.2019.03.016 ◽

2019 ◽

Vol 81 ◽

pp. 131-140 ◽

Cited By ~ 16

Author(s):

Sheng-Hshiung Tsaur ◽

Fu-Sung Hsu ◽

Hsin Lin

Keyword(s):

Work Engagement ◽

Psychological Capital ◽

Workplace Fun ◽

Tourism And Hospitality

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Engaging Through Purpose: The Mediating Role of Person–Organizational Purpose Fit in the Relationship Between Perceived Organizational Purpose and Work Engagement

management revue ◽

10.5771/0935-9915-2021-2-85 ◽

2021 ◽

Vol 32 (2) ◽

pp. 85-105

Author(s):

Ramon van Ingen ◽

Melanie De Ruiter ◽

Pascale Peters ◽

Bas Kodden ◽

Henry Robben

Keyword(s):

Work Engagement ◽

Structural Equation ◽

Service Organizations ◽

Future Research ◽

Cross Sectional ◽

Mediating Role ◽

Organizational Purpose ◽

Person Organization Fit ◽

The Relationship

Drawing from self-determination theory and person-organization fit theory, the present study contributes to the literature on organizational purpose by examining the relationship between perceived organizational purpose and work engagement and the mediating role of person-organizational purpose (P-OP) fit herein. Based on data from a cross-sectional quantitative study among 517 knowledge workers from five financial service organizations, we tested two possible psychological mechanisms underlying the direct and indirect relationships between perceived organizational purpose and work engagement. The results of our structural equation modelling confirmed the hypothesized indirect effect model in which perceived organizational purpose was positively associated with work engagement, both directly and indirectly via P-OP fit. These findings show that organizational purpose has the capacity to directly and indirectly foster work engagement. The study suggests avenues for future research in OB, strategic HRM, and marketing.

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