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

2018 ◽  
Vol 46 (5) ◽  
pp. 567-582 ◽  
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.

The relationships between person-environment fit and job-related variables

2019 ◽  
Vol 32 (2) ◽  
pp. 107-134
Author(s):  
JongDae Ahn ◽  
DongYun Lee
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Measurement Errors ◽  
Future Research ◽  
Sampling Errors ◽  
Private Organization ◽  
Person Environment Fit ◽  
Person Organization Fit ◽  
The Relationship

The purpose of this study is to meta-analyze the relationship between person-environment fit(person- organization fit and person-job fit) and job-related variables(organizational commitment, job satisfaction and turnover intention), and to investigate whether the relationship is moderated by organizational typology(public organization and private organization). A total of 15,589 employees from 51 samples were included and meta-analyzed using Hunter and Schmidt(2004)’s procedure. Based on Hunter and Schmidt(2004)’s procedure, we corrected sampling errors as well as measurement errors of individual studies to estimate true mean correlations between person-environment fit and job-related variables. The results suggest that there are positive correlations between person-environment fit and organizational commitment, job satisfaction, but negative correlations between person-environment fit and turnover intention. In addition, the subgroups analysis results indicate that the correlations between person-environment fit and job-related variables tend to be stronger for private organization. We discussed this results as compared to existing research studies using foreign samples and suggested implications, direction for future research and limitations.

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.

scholarly journals The Moderating Role of Work Involvement in Influencing the Relationship between Person-Environment Fit and Organizational Citizenship Behaviour among Public Service Employees

2020 ◽  
Vol 4 (1) ◽  
pp. 53
Author(s):  
Ayu Kamareena Abdullah Thani ◽  
Abdul Kadir Othman
Keyword(s):  
Organizational Citizenship ◽  
Job Fit ◽  
Considerable Effort ◽  
Service Employees ◽  
Work Involvement ◽  
Person Environment Fit ◽  
Person Organization Fit ◽  
The Relationship ◽  
Moderating Role

Studies have put considerable effort to examine the influence of person-environment fit on organizational citizenship behaviour (OCB). However, the findings indicate that the direct relationship is not always satisfactory. Therefore, this study decided to introduce work involvement as a moderator to clearly explained the influence of person-environment fit and OCB. A total of 376 questionnaires were distributed and 371 questionnaires were returned , giving a response rate of 98. 67%. The SPSS was used for the analysis Person environment fit consist s of person job fit, person organization fit, person group fit and person supervisor fit. T he results of this study show that work involvement moderates the relationship s between person job fit and OCB , person organization fit and OCB and person supervisor fit and OCB. The im plications of the study are discussed in the paper.

scholarly journals Organizational Ethnic Diversity’s Influence on Hotel Employees’ Satisfaction, Commitment, and Turnover Intention: Gender’s Moderating Role

2019 ◽  
Vol 44 (1) ◽  
pp. 76-108
Author(s):  
Aaron Hsiao ◽  
Emily (Jintao) Ma ◽  
Kathleen Lloyd ◽  
Sacha Reid
Keyword(s):  
Job Satisfaction ◽  
Ethnic Diversity ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Work Outcomes ◽  
Mediation Effects ◽  
Work Related ◽  
Level Data ◽  
Hospitality Organizations ◽  
The Relationship

The aim of this study was to explore whether Taiwanese hospitality workers’ gender moderates the relationship between perceived ethnic diversity levels within their workplace and work-related outcomes at an individual employee level. Data were collected from 371 employees across 26 hotels in Taiwan. The results supported mediation effects of job satisfaction and affective commitment on the relationship between perceived ethnic diversity and employees’ turnover intention. Gender moderated the relationships between perceived diversity and job satisfaction, affective commitment and the relationships between job satisfaction and turnover intention. This study highlights the importance of ethnic diversity impacts on employee work outcomes within Asian hospitality organizations, specifically in Taiwan.

Hierarchical plateau and turnover intention of employees at the career establishment stage

2016 ◽  
Vol 21 (5) ◽  
pp. 518-533 ◽  
Author(s):  
Baoguo Xie ◽  
Xun Xin ◽  
Guanglin Bai
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Survey Method ◽  
Hierarchical Regression ◽  
Job Fit ◽  
Negative Effects ◽  
Content Type ◽  
Mediating Role ◽  
Theory Of Work Adjustment ◽  
The Relationship

Purpose Applying the theory of work adjustment (TWA), the purpose of this paper is to investigate whether the effect of hierarchical plateau on the turnover intention of employees at the career establishment stage is mediated by job satisfaction and moderated by person-job fit. Design/methodology/approach A survey method was used and data were collected from 248 Chinese employees at the career establishment stage. Hierarchical regression analysis and moderated mediation analysis were used to test the hypotheses. Findings The results demonstrated that hierarchical plateau was positively related to the turnover intention of employees at the career establishment stage and that job satisfaction played a mediating role in the relationship. Person-job fit moderated the relationship between hierarchical plateau and job satisfaction, and the indirect effect of hierarchical plateau on turnover intention via job satisfaction. Originality/value This research offers new insights into the links between hierarchical plateau and employees’ work attitudes and withdrawal behaviour within the TWA. The results suggest that managers can lessen the negative effects of hierarchical plateau on employees’ attitudes and withdrawal behaviour by improving employees’ overall person-job fit.

Moderating effect of idiocentrism and allocentrism on person-organization person-job fit and work attitudes relationship

2014 ◽  
Vol 21 (3) ◽  
pp. 290-305 ◽  
Author(s):  
Mert Aktaş
Keyword(s):  
Design Methodology ◽  
Work Attitudes ◽  
Employee Attitudes ◽  
Job Fit ◽  
Content Type ◽  
Person Environment Fit ◽  
Cultural Component ◽  
The Individual ◽  
Person Organization Fit ◽  
The Relationship

Purpose – The purpose of this paper is to examine the moderating influence of idiocentrism and allocentrism on person-organization fit, person-job fit and work attitudes relationship. Design/methodology/approach – The survey data were collected from 426 employees of a holding company. Findings – The results reveal that allocentrism makes a difference in fitting the particular aspect of work environment for the individual. Results showed that allocentrism positively moderates person-organization fit and job satisfaction and organizational commitment and turnover relationship. However, no moderating influence of idiocentrism was found on person-organization fit and employee attitude relationship. Furthermore, it was also found that neither idiocentrism nor allocentrism moderated the relationship between the person-job fit and employee attitudes relationship. Originality/value – This research adds a cultural component to the person-environment fit research.

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.

scholarly journals Does Person-Organization Fit (P-O Fit) Mediate the Relationship Between Employee Job Satisfaction and Turnover Intention: The Case of Insurance Agents in Malaysia

2020 ◽  
Vol 10 (2) ◽  
pp. 117
Author(s):  
Oscar Dousin ◽  
Pei Sung Toh ◽  
Arsiah Bahron ◽  
Iklima Husna Abdul Rahim
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Turnover Intention ◽  
Negative Impact ◽  
Positive Impact ◽  
Critical Issue ◽  
Mediating Effect ◽  
Insurance Agents ◽  
Person Organization Fit ◽  
The Relationship

Turnover intention is becoming a critical issue in most organization. Employees’ are leaving their job due to an alternative job offer with an attractive salary and employment benefits, supportive supervisors and a better work environment. The study examines the relationship between job satisfaction on employee turnover intention as well as the mediating effect of person-organization (P-O) fit among insurance agents in Malaysia. The study adopts a quantitative research methodology by surveying 184 insurance agents in Sabah, Malaysia in 2019. Four hypotheses were tested with validated measures of job satisfaction (pay, supervision and communication), turnover intention and person-organization fit. The study revealed that job satisfaction (pay and supervision) has a significant and negative impact to turnover intention. In addition, job satisfaction (communication in organization) has a significant and positive impact to turnover intention. However, person-organization fit found to be not significantly mediates the relationship. The study suggested that organizations should acknowledge the importance of pay, supervision and communication in organization to improving employees’ motivation and retention in organization. The three elements of job satisfaction could improve and promote harmonious and positive work environment.

scholarly journals The influence of job insecurity and person-job fit on turnover intention mediated by job satisfaction

2021 ◽  
Vol 3 (3) ◽  
pp. 01-12
Author(s):  
Nur Laeli Masykuroh ◽  
Muafi Muafi
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Path Analysis ◽  
Turnover Intention ◽  
Job Insecurity ◽  
Partial Least Square ◽  
Least Square ◽  
Job Fit ◽  
Contract Employees ◽  
The Relationship

This study aims to examine and analyze the influence of job insecurity and person-job fit on turnover intention mediated by job satisfaction. The population of this study are permanent and contract employees of Pamella 6 and 7 Supermarket Yogyakarta, with the number of 148 people. From a total of 148 employees from management to subordinates, 108 employees of Pamella 6 and 7 Supermarket Yogyakarta become the research sample. The data analysis used in this study is path analysis using Partial Least Square (PLS). The results of this study prove that: (1) Job insecurity negatively and significantly influences job satisfaction of employees in Pamella 6 and 7 Supermarket Yogyakarta; (2) Person-job fit positively and significantly influences job satisfaction of employees in Pamella 6 and 7 Supermarket Yogyakarta; (3) Job satisfaction negatively and significantly influences turnover intention of employees in Pamella 6 and 7 Supermarket Yogyakarta; (4) Job satisfaction is able to mediate the relationship between job insecurity and turnover intention of employees in Pamella 6 and 7 Supermarket Yogyakarta; and (5) Job satisfaction is able to mediate the relationship between person-job fit and turnover intention of employees in Pamella 6 and 7 Supermarket Yogyakarta.

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

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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