Moderating Role of Person Job-Fit Facet between Hierarchical Plateau and Turnover Intention

Abstract

This study aims to examine the impact of hierarchical plateau on turnover intention with moderating role of person job-fit facet. Hierarchical plateau is a point of an individual's career life where the probability of being promoted further is low. The theory of work adjustment (TWA) is applied in this research study which measures that satisfaction level of an employee and leaving a company when needs and desired system of the person and the organization system mismatched at the workplace. Overall 260 employees participated by filling the self-administrated questionnaires from three different industrial sectors of Karachi, Pakistan including banking sector, pharmaceutical and insurance employees but result of completely and accurately filled questionnaires of 223 employees were tested. The results are generated through using Structural Equation Modeling (PLS-SEM) technique. The results show that hierarchical plateau has positive impact on turnover intention. However, moderating role of person job fit facet (neither demand abilities nor need supplies) moderates' relationship between independent and dependent variable. This study provides a model to management leaders and practitioners who can extremely look into this growing issue not only in Pakistan but worldwide. Certain actions need to be implemented by management to foster a positive attitude towards turnover intention through proper recruitments, development strategies and career training programs over the span of time. Furthermore, the study also provides the guidelines to HR departments to design the policies to resolve hierarchical plateau issues in their organization.

Turnover intention and its antecedents: The mediating role of work–life balance and the moderating role of job opportunity

“…The JBO was assessed using four items from Peters et al (1981) and Daly and Dee (2006) , while WLB was assessed with four items adapted from Zheng et al (2016) . The six items scale of TOI were obtained from Kumar et al (2021) and O’Reilly et al (1991) .…”

“…However, retaining employees and encouraging them to feel a strong loyalty to the organisation are significant challenges currently confronting all organisations. High turnover intention (TOI) inhibited primary business goals and resulted in substantial organisational losses ( Kumar et al, 2021 ). The loss of a highly competent employee affects organisational reputation, profitability and performance ( Muzaffar and Javed, 2021 ; Kakar et al, 2023 ), commitment and overall vision ( Kumar et al, 2021 ).…”

“…High turnover intention (TOI) inhibited primary business goals and resulted in substantial organisational losses ( Kumar et al, 2021 ). The loss of a highly competent employee affects organisational reputation, profitability and performance ( Muzaffar and Javed, 2021 ; Kakar et al, 2023 ), commitment and overall vision ( Kumar et al, 2021 ). Additionally, the loss of competent academicians could negatively affect the reputation of a university and the quality of work produced.…”

The Mediating Effect of Affective Commitment on the Relationship between Competence Development and Turnover Intentions: Does This Relationship Depend on the Employee’s Generation?

“…Despite the existence of authors who question this relationship (Cohen et al 2016), this is one of the reasons why this construct has been widely studied, especially when one of the current objectives of organizations is to retain the best employees (Long et al 2012;Park and Shaw 2013). Organizations register substantial financial losses when turnover intentions are high, as the loss of a highly competent employee will affect the organization's reputation, profitability, and performance (Kumar et al 2021;Kakar et al 2023).…”

Reducing Turnover Intention through Organizational Trust and Self-Efficacy

“…The departure of a highly skilled employee has adverse effects on organizational reputation, financial performance, and overall productivity, as well as on commitment and overarching vision. Furthermore, the loss of capable educators could detrimentally impact an organization's reputation and the caliber of output produced (Kumar et al, 2021).…”