Person-organisation fit and turnover intention: the mediating role of work engagement
Purpose: The purpose of this paper is twofold. First, it examines the impact of person-organisation fit (P-O fit) on work engagement (WE) and the impact of WE on turnover intention. Second, it examines the mediating role of WE between P-O fit and turnover intention. Design/methodology/approach: A cr...
| Main Authors: | Memon, M.A., Salleh, R., Nordin, S.M., Cheah, J.-H., Ting, H., Chuah, F. |
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| Format: | Article |
| Institution: | Universiti Teknologi Petronas |
| Record Id / ISBN-0: | utp-eprints.22032 / |
| Published: |
Emerald Group Publishing Ltd.
2018
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| Online Access: |
https://www.scopus.com/inward/record.uri?eid=2-s2.0-85045623334&doi=10.1108%2fJMD-07-2017-0232&partnerID=40&md5=00d1aa3d9a69c89779c8c22b99f8e70a http://eprints.utp.edu.my/22032/ |
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| Summary: |
Purpose: The purpose of this paper is twofold. First, it examines the impact of person-organisation fit (P-O fit) on work engagement (WE) and the impact of WE on turnover intention. Second, it examines the mediating role of WE between P-O fit and turnover intention. Design/methodology/approach: A cross-sectional online survey design was used to collect data through snowball sampling procedure. In total, 422 oil and gas (O&G) professionals participated in this study. In total, 13 incomplete samples were excluded during initial screening. As a result, 409 samples were used for final data analysis. The partial least squares-structural equation modelling, using SmartPLS3.0, was performed to test the hypothesised model. Findings: The results of the study revealed strong ties between P-O fit, WE, and turnover intention. Specifically, P-O fit was found to be a strong predictor of WE and WE is negatively related to employees� turnover intention. Further, WE mediated the relationship between P-O fit and turnover intention. Practical implications: The findings of this study suggest that O&G organisations must pay greater attention to P-O fit to increase employees� level of engagement and decrease voluntary turnover rate. Overall, the findings provide pragmatic insights for human resource management practitioners and the relevant stakeholders. Originality/value: To date, little attention has been devoted to understanding the mediating role of WE between P-O fit and turnover intention. The present study addresses this gap in the literature. © 2018, Emerald Publishing Limited. |
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