Person–Organization Fit and Turnover Intention: Exploring the Mediating Role of Employee Followership and Job Satisfaction Through Conservation of Resources Theory

Abstract

This study examines the mediating role of employee followership and job satisfaction in the relationship between person–organization (P-O) fit and turnover intention. Understanding the mechanisms that link P-O fit and turnover intention may provide useful intervention strategies for leaders and human resource professionals to effectively manage and interact with their followers. Using Hobfoll’s conservation of resources theory, we explore a three-step mediation model in which high P-O fit is related to turnover intention through employee followership and job satisfaction. This model is tested using cross-sectional survey responses from 692 faculty at an urban public university. The authors discuss the implications of the results as well as the limitations of the study for future research.

Work-life balance practices and turnover intention: The mediating role of person-organization fit

“…Besides, new recruits with similar values to those of an organization are more satisfied with the job and more likely to stay with the organization longer (Chatman, 1991). More recent studies have further substantiated the benefits of high of level of POF for employees performance (Hamstra et al, 2018), organization commitment (Kooij and Boon, 2018), job satisfaction (Jin et al, 2018), and strengthening the membership of the employees with the organization (Boon and Biron, 2016). Finally, the attrition stage of the ASA model suggests that employees who do not fit the organisations are more likely to think of leaving the job.…”

The Relationships Between Job Embeddedness, Person-Organization Fit, and Turnover Intention

“…Apart from values, person-organization fit includes the compatibility between employees' and organization's goals. If there are many incompatibilities between employees' characteristics and organizational values and goals, then employees are more likely to have turnover intention (Jin, McDonald, & Park, 2016). Numerous studies (O'Reilly, Chatman, & Caldwell, 1991;Kristof, 1996;Kristof-Brown, Zimmerman, & Johnson, 2005) indicate that personorganization fit is associated with turnover.…”

“…The concept of person-organization fit was developed from Schneider's (1987) attraction-selection-attrition (ASA) model and the social exchange theory (Blau, as cited in Jin et al, 2016). ASA contain perspectives, which can build high person-organization fit in an organization.…”

Entrepreneurial Leadership and Turnover Intention in Startups: Mediating Roles of Employees’ Job Embeddedness, Job Satisfaction and Affective Commitment

“…Secondly, a considerable number of studies have shown that job satisfaction is negatively related to turnover intentions [34]. Job satisfaction is generally considered a multifaceted construct that includes pay, promotion opportunities, coworkers, supervision, and the work itself [35].…”

“…Previous research indicates that employee demographic characteristics (e.g., gender, age, salary) and structural variables (number of staffs, corporate tenure) have a noticeable influence on turnover intentions (e.g., [34,56]). Therefore, this study treated the following variables as control variables: employee age, employee salary, number of people in the venture, and corporate tenure.…”