Correction: Kakar et al. The Mediating Role of Person-Job Fit between Work-Life Balance (WLB) Practices and Academic Turnover Intentions in India’s Higher Educational Institutions. Sustainability 2021, 13, 10497

Samad, Abdul; Saufi, Roselina Ahmad; Devadhasan, Babin Dhas; Meyer, Natanya; Vetrivel, Seetharampalayam Chettiannan; Magda, Róbert

doi:10.3390/su14073827

Sustainability

2022

DOI: 10.3390/su14073827

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Correction: Kakar et al. The Mediating Role of Person-Job Fit between Work-Life Balance (WLB) Practices and Academic Turnover Intentions in India’s Higher Educational Institutions. Sustainability 2021, 13, 10497

Abdul Samad¹,

Roselina Ahmad Saufi

Babin Dhas Devadhasan³

et al.

Abstract: The authors would like to make the following corrections about the published paper [1]:(1)Addition of authors [...]

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Person‐organization fit and turnover intention: The mediating role of need‐supply fit and demand‐ability fit

Kakar¹,

Rauza

Raziq

et al. 2023

Glob Bus Org Exc

Self Cite

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The Great Resignation indicates that many organizations are grappling with the human resource challenge of staff retention and turnover, in which fit plays a prominent role. Extrapolating the role of fit, this study investigates the effects of person‐organization fit, need‐supply fit, and demand‐ability fit on turnover intention. The study also investigates whether need‐supply fit and demand‐ability fit mediates the effect of person‐organization fit on turnover intention. The data gathered from 250 full‐time faculty members was analyzed using partial least squares structural equation modeling (PLS‐SEM) through SmartPLS. The results showed that (i) need‐supply fit and person‐organization fit had a negative and direct impact on turnover intentions, (ii) the impact of demand‐ability fit on turnover intention was insignificant, and (iii) the association between person‐organization fit and turnover intention is mediated by need‐supply fit. These findings are useful for management and practitioners in designing strategies that enhance employees’ compatibility with their workplace and help in reducing employees’ turnover intention. Noteworthily, this is one of the first research to look at the direct and indirect effects of person‐organization fit on turnover intention through need‐supply fit and demand‐ability fit.

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Person‐organization fit and turnover intention: The mediating role of need‐supply fit and demand‐ability fit

Kakar¹,

Rauza

Raziq

et al. 2023

Glob Bus Org Exc

Self Cite

View full text Add to dashboard Cite

show abstract

Academic Person-Environment Fit towards Sustainable Work-Life Balance and Reduced Turnover Intention Moderated by Job Opportunities

et al. 2023

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Retaining and maintaining adequate academic talents are the primary discourse topic among corporate executives and human resource specialists. Academic institutions are struggling to attract and retain top talents due to the increasing academic turnover in the educational field. Furthermore, lifestyle transformation has impacted the human resource environment, which focuses on developing alternative values, achieving work–life balance, and performing successful retention strategies. To achieve a sustainable work–life balance practice, the current study aims to examine the relationship between the academic human resource strategy and person–environment fit aspects mediated by sustainable work–life balance and moderated by external job opportunities. The theoretical foundations are the theory of work adjustment and social exchange theory. A cross-sectional research methodology was implemented to collect data from 466 participants through an online survey. Partial least squares structural equation modelling (PLS-SEM) was subsequently conducted to analyse the collected data. The study results revealed that person-organisation fit and person-vocational fit significantly influenced employees’ turnover intention. Furthermore, sustainable work–life balance was not only significantly related employees’ turnover intention, but also significantly mediated the relationship between person–environment fit dimensions and employees’ turnover intention. The findings also discovered that job opportunities significantly moderated the association between sustainable work–life balance and turnover intention. Resultantly, the current study’s thorough retention strategy model could be highly beneficial to the human resource industry, decision-makers, and educational management in developing an effective recruitment and retention plan.

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Correction: Kakar et al. The Mediating Role of Person-Job Fit between Work-Life Balance (WLB) Practices and Academic Turnover Intentions in India’s Higher Educational Institutions. Sustainability 2021, 13, 10497

Abstract: The authors would like to make the following corrections about the published paper [1]:(1)Addition of authors [...]

Cited by 2 publications

References 1 publication

Person‐organization fit and turnover intention: The mediating role of need‐supply fit and demand‐ability fit

Person‐organization fit and turnover intention: The mediating role of need‐supply fit and demand‐ability fit

Academic Person-Environment Fit towards Sustainable Work-Life Balance and Reduced Turnover Intention Moderated by Job Opportunities

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