Does Person-organization Fit Moderate the Effects of Affective Commitment and Job Satisfaction on Turnover Intentions?

Alnıaçık, Esra; Alnıaçık, Ümit; Erat, Serhat; Akçin, Kültigin

doi:10.1016/j.sbspro.2013.10.495

Cited by 89 publications

(68 citation statements)

References 25 publications

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“…Different from this study of mediation effect, one study in Turkey found that P-O fit was a moderator on the relationship of job satisfaction and intention 30. The different findings of two studies may rise from various causes.…”

Section: Discussioncontrasting

confidence: 70%

Is the effect of person-organisation fit on turnover intention mediated by job satisfaction? A survey of community health workers in China

et al. 2017

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ObjectivesPerson-organisation fit (P-O fit) is a predictor of work attitude. However, in the area of human resource for health, the literature of P-O fit is quite limited. It is unclear whether P-O fit directly or indirectly affects turnover intention. This study aims to examine the mediation effect of job satisfaction on the relationship between P-O fit and turnover intention based on data from China.Design and methodsThis is a cross-sectional survey of community health workers (CHWs) in China in 2013. A questionnaire of P-O fit, job satisfaction and turnover intention was developed, and its validity and reliability were assessed. Multiple regression and structural equation modelling were used to examine the relationship among P-O fit, job satisfaction and turnover intention.Setting and participantsMultistage sampling was applied. In total, 656 valid questionnaire responses were collected from CHWs in four provincial regions in China, namely Shanghai, Shaanxi, Shandong and Anhui.ResultsP-O fit was directly related to job satisfaction (standardised β 0.246) and inversely related to turnover intention (standardised β −0.186). In the mediation model, the total effect of P-O fit on turnover intention was −0.186 (p<0.001); the direct effect of P-O fit on turnover intention was −0.094 (p<0.01); the indirect effect of job satisfaction on the relationship between P-O fit and turnover intention was −0.092 (p<0.001).ConclusionsThe effect of P-O fit on turnover intention was partially mediated through job satisfaction. It is suggested that more work attitude variables and different dimensions of P-O fit be taken into account to examine the complete mechanism of person-organisation interaction. Indirect measures of P-O fit should be encouraged in practice to enhance work attitudes of health workers.

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Section: Discussioncontrasting

confidence: 70%

Is the effect of person-organisation fit on turnover intention mediated by job satisfaction? A survey of community health workers in China

et al. 2017

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“…This proves that P–O fit moderates the relationship between job satisfaction and organizational commitment. The results from moderation effect of P–O fit between job satisfaction and organizational commitment is quite consistent with similar studies in the past (Alniaçik et al ., ; Boon et al ., ; Karakurum, ; Silva et al ., ), making P–O fit a reliable factor in estimating employee job satisfaction and commitment. Hence, the hypothesis H4 stands accepted.…”

Section: Resultsmentioning

confidence: 99%

“…This explanation refers to a value‐based compatibility between employee and the organization. P–O fit has positive impact on numerous organizational outcomes, such as organizational commitment, high quality productivity and reduced employee turnover (Alniaçik et al ., ; Van Vianen, ). P–O fit highlights the degree of congruence between individual and the values of the organization, synonymously termed as organizational culture (Chatman, ).…”

Section: Literature Reviewmentioning

confidence: 99%

“…P–O fit is significant and has practical implications in the field of rehabilitation because it can be used to forecast particular variables, such as job satisfaction and organizational commitment (Alniaçik et al ., ). It is suggested that ‘people develop and use perceptions of fit as they maneuver through organizational life’ (Cable & DeRue, , p. 875).…”

Section: Literature Reviewmentioning

confidence: 99%

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Impact of employee development on job satisfaction and organizational commitment: person–organization fit as moderator

Jehanzeb

Mohanty

2018

Int J Training Development

102

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Researchers have begun to focus on emerging markets, particularly those in Asia, because of the phenomenal growth in the size of their business sectors and a remarkable increase in their share of global business. Businesses in the developing world are now grappling with people management issues that formerly were the preserve of businesses in the West. This study aims at exploring the role of employee development in job satisfaction and organizational commitment and in particular its moderation by person–organization fit. The context is the telecommunications sector in Pakistan. The results reported show a positive impact of employee development initiatives on employee job satisfaction and later the job satisfaction has significant impact on organizational commitment. The results also revealed, however, an unfavourable relationship between employee development and organizational commitment. The relationship between job satisfaction and organizational commitment was significantly moderated by person–organization fit.

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“…Quite a few studies show that employee job satisfaction has a significantly negative influence on turnover intention (Esra, Ümit, Serhat, & Kültigin, 2013;Faris, Mary, Scott, & Joyce, 2014); that is, higher job satisfaction is associated with lower turnover intention. There has been a variety of achievements by theoretical studies into job satisfaction and turnover intention and their correlation.…”

Section: Job Satisfaction and Turnover Intentionmentioning

confidence: 99%

The influence factors of job satisfaction and its relationship with turnover intention: Taking early-career employees as an example

Lee¹,

Yang

2017

AN PSICOL-SPAIN

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Título: Los factores que influyen en la satisfacción en el trabajo y su relación con la intención de baja laboral: tomando a los empleados que inician su carrera como ejemplo. Resumen: La satisfacción en el trabajo en empleados que inician su carrera tiene un efecto significativo en la conducta laboral y en la actitud ante el trabajo en los empleados. Este estudio investiga los factores que influyen en la satisfacción en el trabajo y su relación con el bajas laborales. Se seleccionaron empleados en su fase inicial como sujetos de investigación. Se distribuyeron cuestionarios según un método de muestreo aleatorizado estratificado para analizar 418 muestras recogidas. Las dimensiones de la satisfacción en el trabajo fueron analizadas mediantes análisis factorial exploratorio y análisis factorial confirmatorio, y con ello se construyó un modelo de ecuaciones estructurales para discutir la relación entre satisfacción en el trabajo y los motivos de bajas laborales. Primero, para empleados iniciales, la satisfacción en el trabajo como factor de orden superior consistía en seis factores de primer orden; la influencia del desarrollo personal en la satisfacción en el trabajo fue la mayor, con un coeficiente path de .918. El siguiente fue el salario y el bienestar, el trabajo por sí mismo, las relaciones interpersonales y la conducta de liderazgo. Adicionalmente, la competencia laboral tuvo un efecto mínimo sobre la satisfacción en el trabajo; su coeficiente path es sólo .214. En segundo lugar, la satisfacción en el trabajo tuvo un efecto significativamente negativo sobre los motivos de baja laboral, indicando que la estructura de satisfacción en el trabajo de los empleados iniciales tiene características propias, puesto que ellos se centran más en el desarrollo personales y el espacio de desarrollo. Mejorando la satisfacción laboral, la conducta de baja laboral de los empleados iniciales puede ser controlada efectivamente. Palabras clave: Satisfacción en el trabajo; recursos humanos; desarrollo personal; conducta laboral; empleados.Abstract: Job satisfaction of early-career employees has a significant effect on employee work behavior and work attitude. This study investigated the influence factors of job satisfaction and its relationship with turnover intention. Early-career employees were selected as the research subject. Questionnaires were distributed and the stratified random sampling method was used to analyze the 418 samples collected. The dimensions of job satisfaction were analyzed by exploratory factor analysis and confirmatory factor analysis, and a structural equation model was constructed to discuss the relationship between job satisfaction and turnover intention. First, for early-career employees, job satisfaction as a higher order factor consists of 6 first-order factors; personal growth's influence on job satisfaction is the greatest, with a path coefficient reaching .918. Next come salary and welfare, work itself, interpersonal relationships and leader behavior. Additionally, job competency has a minimal ...

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Does Person-organization Fit Moderate the Effects of Affective Commitment and Job Satisfaction on Turnover Intentions?

Cited by 89 publications

References 25 publications

Is the effect of person-organisation fit on turnover intention mediated by job satisfaction? A survey of community health workers in China

Is the effect of person-organisation fit on turnover intention mediated by job satisfaction? A survey of community health workers in China

Impact of employee development on job satisfaction and organizational commitment: person–organization fit as moderator

The influence factors of job satisfaction and its relationship with turnover intention: Taking early-career employees as an example

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