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...

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Main Authors: Memon, M.A., Salleh, R., Nordin, S.M., Cheah, J.-H., Ting, H., Chuah, F.
Format: Article
Institution: Universiti Teknologi Petronas
Record Id / ISBN-0: utp-eprints.22032 /
Published: Emerald Group Publishing Ltd. 2018
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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spelling utp-eprints.220322018-08-01T01:08:25Z Person-organisation fit and turnover intention: the mediating role of work engagement Memon, M.A. Salleh, R. Nordin, S.M. Cheah, J.-H. Ting, H. Chuah, F. 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. Emerald Group Publishing Ltd. 2018 Article NonPeerReviewed https://www.scopus.com/inward/record.uri?eid=2-s2.0-85045623334&doi=10.1108%2fJMD-07-2017-0232&partnerID=40&md5=00d1aa3d9a69c89779c8c22b99f8e70a Memon, M.A. and Salleh, R. and Nordin, S.M. and Cheah, J.-H. and Ting, H. and Chuah, F. (2018) Person-organisation fit and turnover intention: the mediating role of work engagement. Journal of Management Development, 37 (3). pp. 285-298. http://eprints.utp.edu.my/22032/
institution Universiti Teknologi Petronas
collection UTP Institutional Repository
description 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.
format Article
author Memon, M.A.
Salleh, R.
Nordin, S.M.
Cheah, J.-H.
Ting, H.
Chuah, F.
spellingShingle Memon, M.A.
Salleh, R.
Nordin, S.M.
Cheah, J.-H.
Ting, H.
Chuah, F.
Person-organisation fit and turnover intention: the mediating role of work engagement
author_sort Memon, M.A.
title Person-organisation fit and turnover intention: the mediating role of work engagement
title_short Person-organisation fit and turnover intention: the mediating role of work engagement
title_full Person-organisation fit and turnover intention: the mediating role of work engagement
title_fullStr Person-organisation fit and turnover intention: the mediating role of work engagement
title_full_unstemmed Person-organisation fit and turnover intention: the mediating role of work engagement
title_sort person-organisation fit and turnover intention: the mediating role of work engagement
publisher Emerald Group Publishing Ltd.
publishDate 2018
url 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/
_version_ 1741196560925982720
score 11.62408

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