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

Abstract

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.

Ki̇şi̇-Örgüt Uyumunun İşten Ayrilma Ni̇yeti̇ Üzeri̇ne Etki̇si̇nde İş Tatmi̇ni̇ Nasil Bi̇r Aracilik Rolü Üstleni̇r? Görgül Bi̇r Çalişma

“…Duygusal tepkilerin ve rol stresinin işten ayrılma niyetine etki ettiği ayrıca bir çalışmada bulunmuştur (Fried, Shirom, Gilboa ve Cooper, 2013). Köu'nun ian üzerinde iş tatmininin kısmi aracılık etkisi olduğu ilgili yazında gösterilmiştir (Zhang, Yan, Wang, ve Li, 2017). Ayrıca, yazında iş tatmininin örgütsel vatandaşlık, devamsızlık, devir oranı gibi iş davranışlarını gösteren ve çalışanların işleriyle ilgili olarak ne düşündüklerinin önemli bir göstergesi olarak düşünülmektedir (Mishra, 2013…”

Using Multiple Regressions to Predict (ICU) Intensive Care Unit Nurses Professional Detachment Intent, in Bangalore Multi-Specialty Hospitals, Karnataka

“…A study by (Sonnentag et al, 2013) supports that as predicted; psychological detachment from work has a negative relation between relationship conflicts and well-being. The P-O fit was inversely related to turnover intention (standardized β −0.186) as identified by Zhang et al, 2017). Associated with the findings of (Valizadehet al, 2015) theperson-organization fit is a predictor of turnover and retention factor of employees in the organization to avoid leaving the profession.…”

Motivating factors on performance of primary care workers in China: a systematic review and meta-analysis

“…In addition, as discussed above, the health system reform policies also had indirect and negative impacts on PCWs’ income level and further reduced their job satisfactions. These findings hold significant implications for policymakers and PHC institution managers who make efforts to improve workers’ job satisfaction 17 28. Another finding of the synthesis was the significant differences of satisfaction scores among eastern, western and middle regions of China.…”

“…As for the risk of bias, more than half of the included studies presented a low risk of bias, with the total score ranging from 6 points to 10 points (in online supplementary appendix 3). Included studies analysed the motivation of PCWs from different perspectives: some measured job satisfaction15–30; some explored the motivating factors’ influence on attrition and retention18 22 31–35; some studied the impact of some policies or interventions on the motivating factors for health workers 31 36–46…”