Linking Person-Job Fit, Person-Organization Fit, Employee Engagement and Turnover Intention: A Three-Step Conceptual Model

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.

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

The Korean Academic Association of Business Administration ◽

10.18032/kaaba.2019.32.12.2199 ◽

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

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

Organizations and Markets in Emerging Economies ◽

10.15388/omee.2020.11.40 ◽

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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A Comprehensive Assessment of the Person–Environment Fit Dimensions and Their Relationships With Work-Related Outcomes

Journal of Career Development ◽

10.1177/0894845318789512 ◽

2018 ◽

Vol 46 (5) ◽

pp. 567-582 ◽

Cited By ~ 7

Author(s):

Marie Andela ◽

Margot van der Doef

Keyword(s):

Job Satisfaction ◽

Turnover Intention ◽

Strongly Correlated ◽

Job Fit ◽

Four Dimensions ◽

Mediation Analyses ◽

Work Related ◽

Person Environment Fit ◽

Person Organization Fit ◽

The Relationship

Our aim was to better understand the relationship between person–environment fit (PE fit) and several work-related outcomes, that is, burnout, job satisfaction, and turnover intention. To achieve this goal, direct effects of PE fit on these variables were explored as well as the indirect effects of PE fit on turnover intention through burnout and job satisfaction. The study was conducted on an occupationally heterogenous sample of 571 employees in France. Four types of fit were taken into account (person–job fit [PJ fit], person–organization fit [PO fit], person–group fit [PG fit], and person–supervisor fit [PS fit]). Correlations, regression, and mediation analyses were performed. Results indicated that the four dimensions of PE fit were positively related to job satisfaction and negatively associated with burnout and turnover intention. PJ fit and PO fit were more strongly correlated with these three work-related outcomes than PG fit and PS fit. Mediation analyses indicated that job satisfaction fully mediated the relationship between PJ fit, PO fit, PS fit, and turnover intention, while burnout partially mediated these relationships.

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PERSON-JOB FIT AND EMPLOYEE ENGAGEMENT IN EDO STATE SECRETARIAT, BENIN CITY

Annals of Spiru Haret University Economic Series ◽

10.26458/1933 ◽

2019 ◽

Vol 19 (4) ◽

pp. 43-56

Author(s):

Festus OSAYANDE ◽

Ugo Chuks OKOLIE

Keyword(s):

Employee Engagement ◽

Organizational Citizenship ◽

Linear Regression Analysis ◽

Job Fit ◽

Organizational Attitudes ◽

Organizational Behaviour ◽

Benin City ◽

Probabilistic Sampling ◽

Edo State ◽

Person Organization Fit

AbstractIn the last four decades, person-job fit, person-organization fit, job related attitudes and behaviours have remained topics of considerable interest in the fields of human resource management, organizational behaviour and industrial psychology. Person-job fit, which is the match between the individual’s knowledge, skills and abilities and the demands of the job positively, contributes to organizational attitudes and behaviour such as job satisfaction, job performance, employee’s commitment, display of organizational citizenship behaviour and employee’s engagement. This study therefore seeks to explore the nitty-gritty of person-job fit and its effect on employee engagement in Edo State Secretariat, Benin City using survey research method. Non-probabilistic sampling techniques comprising of purposeful and convenience techniques were used to elicit information via questionnaire from 250 respondents. Data collected were analyzed using descriptive statistics, correlation and linear regression analysis with the aid of Statistical Package for Social Science (SPSS) version 17. The results of the study showed that there is significant relationship between person-job fit and employee engagement. As predicted, the study also revealed that person-job fit exerts a positive and statistically significant effect on employee engagement. Thus, the study recommends among others that management should emphasize the suitability between job characteristics and employees ability to perform the job. This will go a long way to help employees recognize the similarity among them and thus exchange positive and supportive attitudes and behaviours.

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How to Keep Sustainable Development Between Enterprises and Employees? Evaluating the Impact of Person–Organization Fit and Person–Job Fit on Innovative Behavior

Frontiers in Psychology ◽

10.3389/fpsyg.2021.653534 ◽

2021 ◽

Vol 12 ◽

Author(s):

Yuan Tang ◽

Yun-Fei Shao ◽

Yi-Jun Chen ◽

Yin Ma

Keyword(s):

Job Satisfaction ◽

Sustainable Development ◽

Organizational Commitment ◽

Turnover Intention ◽

Turnover Intentions ◽

High Tech ◽

Innovative Behavior ◽

Job Fit ◽

Person Organization Fit ◽

The Impact

High-tech industries often regard workers as their main source of value creation. In order to stimulate their employees' willingness to innovate and their innovative behavior and reduce the turnover intention, companies are now seeking to establish employer–employee relationships in which their employee's willingness to stay is not simply driven by extrinsic motivations. Therefore, it is an important topic in human resources for companies to implement measures that encourage employees to willingly devote themselves to their jobs and consider organizational growth as a component of their career development. This study aimed to investigate the effect of person–organization fit and person–job fit on employees' innovative behavior and turnover intention via the mediators including job satisfaction and organizational commitment. Six hundred ninety-seven employees from China's eight major high-tech industries were examined in this study, and the empirical results were analyzed using partial least squares. Based on the results, it is suggested that the person–organization fit and person–job fit are both crucial factors affecting employees' job satisfaction and organizational commitment, which, in turn, increase employees' willingness to innovate in their jobs and reduce their turnover intentions. Furthermore, this study could serve as a reference for companies in selecting employees, promoting job satisfaction, and developing strategies for sustainable development.

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Employee Engagement Dan Stress Kerja Pengaruhnya Terhadap Kepuasan Kerja Dan Turnover Intention di Aman Villas Nusa Dua – Bali

WIDYA MANAJEMEN ◽

10.32795/widyamanajemen.v2i1.550 ◽

2020 ◽

Vol 2 (1) ◽

pp. 60-79

Author(s):

Wayan Arya Paramarta ◽

Ni Putu Kurnia Darmayanti

Keyword(s):

Job Satisfaction ◽

Employee Engagement ◽

Work Stress ◽

Turnover Intention ◽

Secondary Data ◽

Qualitative And Quantitative ◽

Library Research ◽

Analysis Technique ◽

Negative Effect ◽

Positive Effect

The aims of this study was to explain the effect of employee engagement and work stress on job satisfaction and turnover intention at Aman Villas Nusa Dua-Bali. The type of data used in this study is qualitative and quantitative data, with data sources namely primary and secondary data. Data collection method is interview, distributing questionnaires to respondents and library research, while the data analysis technique used Smart PLS 3.2.8. The results of this study showed that employee engagement had a positive effect and significant on job satisfaction, work stress had a negative effect but not significant on job satisfaction, employee engagement had a negative effect and significant on turnover intention, work stress had a positive effect and significant on turnover intention, job satisfaction had a negative effect but not significant on turnover intention, employee engagement had a positive effect but not significant on turnover intention trough job satisfaction, work stress had a positive effect but not significant on turnover intention trough job satisfaction at Aman Villas Nusa Dua-Bali.

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