The Effect of Person-Job Fit and Person-Organization Fit on the Turnover Intention: The Mediating Effect of Self-Efficacy

2019 ◽  
Vol 32 (12) ◽  
pp. 2199-2221
Author(s):  
Ji-Hye Park ◽  
Dong-Yeol Yoon ◽  
Kwon-Pyo Hong
Keyword(s):  
Turnover Intention ◽  
Self Efficacy ◽  
Mediating Effect ◽  
Job Fit ◽  
Person Organization Fit

scholarly journals The Relationship between Person Organization Fit, Person-Job-Fit and Turnover Intention in Banking Sector of Pakistan: The Mediating Role of Psychological Climate

2012 ◽  
Vol 2 (3) ◽  
pp. 172 ◽  
Author(s):  
Masoodul Hassan ◽  
Ammara Akram ◽  
Sana Naz
Keyword(s):  
Organizational Behavior ◽  
Turnover Intention ◽  
Banking Sector ◽  
Negative Relationship ◽  
Psychological Climate ◽  
Job Fit ◽  
Mediating Role ◽  
Person Organization Fit ◽  
The Impact ◽  
The Relationship

In last few decades, employees’ job related attitudes and behaviors have remained topics of considerable interest in the fields of organizational behavior and human resource management. This study aims to explore the impact of person-organization-fit and person-job-fit on employee turnover intention while considering psychological climate as a mediating variable. Sample for this research is consisted of 260 employees from top five commercial banks of large cities of Pakistan. SPSS 17 is used for analyzing the data. Correlation and regression analysis is used to test the direct and mediating relationship between key variables. Results indicate that both person-organization-fit and person-job-fit have negative relationship with turnover intention. Psychological climate partially mediates the relationship between person-organization-fit and turnover intention while fully mediates the relationship between person-job-fit and turnover intention.

Person–Organization Fit, Work–Family Balance, and Work Attitude: The Moderated Mediating Effect of Supervisor Support

2018 ◽  
Vol 46 (6) ◽  
pp. 995-1010 ◽  
Author(s):  
Peng Fan
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Supervisor Support ◽  
Mediating Effect ◽  
Work Attitude ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
Person Organization Fit

I examined the mediating effect of work–family balance between person–organization fit and what are broadly viewed as the most important components of work attitude, that is, organizational commitment, job satisfaction, and turnover intention. I also investigated the moderated effect of supervisor support through this mediating process. I conducted a survey with 356 people employed in the information technology industry in China and found that work–family balance mediated the relationship between their organizational commitment and job satisfaction. I also found that supervisor support moderated the linkage of person–organization fit, work–family balance, organizational commitment, and job satisfaction. However, the effect of turnover intention was nonsignificant in both the mediating and the moderated mediating model. The implications of the findings in this study for future research are discussed.

scholarly journals Entrepreneurial Leadership and Turnover Intention of Employees: The Role of Affective Commitment and Person-job Fit

2019 ◽  
Vol 16 (13) ◽  
pp. 2380 ◽  
Author(s):  
Juan Yang ◽  
Bo Pu ◽  
Zhenzhong Guan
Keyword(s):  
Turnover Intention ◽  
Affective Commitment ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Hierarchical Regression ◽  
Entrepreneurial Leadership ◽  
Job Fit ◽  
Start Up ◽  
Start Ups

The purpose of this study is to explore the causal system between entrepreneurial leadership and turnover intention of employees by examining the mediating effect of affective commitment and the moderating effect of person-job fit in start-ups. A quantitative approach was used to test the hypotheses and data were collected through the internet questionnaire tool. The authors selected employees from ventures newly established within the past five years and finally collected 427 questionnaires. The authors then used the hierarchical regression analysis method of Baron and Kenny for test mediating effect and the Hayes bootstrapping method for the test moderating effect by using Hayes’ SPSS PROCESS macro. The results demonstrated that affective commitment functions as a mediator and person-job fit functions as a moderator. This paper provides implications for start-up leaders that entrepreneurial leadership is an effective style of leadership and plays a crucial role which accompanies the development of venture.

scholarly journals Fit to Last? Investigating How Person-Job Fit and Person-Organization Fit Affect Turnover Intention in the Retail Context

2020 ◽  
Vol 11 (22) ◽  
pp. 407-428
Author(s):  
Gentrit Berisha ◽  
Rrezon Lajçi
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Indirect Effect ◽  
Turnover Intention ◽  
Work Attitudes ◽  
Job Fit ◽  
High Turnover ◽  
Negative Effect ◽  
Person Organization Fit ◽  
Positive Effect

Retail supermarket chains face high turnover that creates costs and compromises customer satisfaction. Turnover intention is influenced by the fit or misfit of employees to the job and the organization, as well as their satisfaction with the job and the commitment to the organization. This paper investigates the relationship of person-job (P-J) and person-organization (P-O) fit with job satisfaction and organizational commitment. A total of 211 questionnaires from employees in the retail supermarket chains in Kosovo were collected. Regression analysis is used to test the relationships between fit constructs and work attitudes as outcomes and their effect on turnover intention. Bootstrap mediation is used to test the direct and indirect effect of fits on turnover intention. Results show that person-job fit and person-organization fit have a significant positive effect on job satisfaction and organizational commitment. All these constructs have a negative effect on turnover intention. P-J and P-O fit have a direct negative effect on turnover intention, which is also partially mediated by job satisfaction and organizational commitment. This paper supports previous evidence that P-J and P-O fit have a positive effect on work attitudes and eventually reduce turnover intention. The direct effect of fits on turnover intention is stronger than the indirect effect, mediated by job satisfaction and organizational commitment.

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