The effects of person-organization fit on job satisfaction and turnover intention &amp;#x2014; The case of service industries

Chao, Yang; Wen, Honglan; Ye, Lu

doi:10.1109/icbmei.2011.5917911

Cited by 6 publications

(7 citation statements)

References 4 publications

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“…The fit plays a vital role in all kind of organizations. Similarly, (Chunjiang, 2011) demonstrated that the person-organization fit correlated to job satisfaction.…”

Section: Journal Of Entrepreneurship Management and Innovationmentioning

confidence: 93%

The Impact of Person-Job Fit, Person-Organization Fit on Job Satisfaction

Shah¹,

Ayub²

2021

JEMI

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It has been observed in many organizations that some employees feel unsatisfied with their work, the justification behind the dissatisfaction could be due to various reasons such as skills and abilities of an employee if not match with the job or task requirements or the work assigned is not according to individual capabilities. As far as the previous studies are concerned, it is revealed that person job fit, and person organization fit have a significant positive relationship with job satisfaction. Thus, in this regard, this study was conducted to examine the relationship between person-job fit, and person-organization fit on job satisfaction. To gather the primary data, a questionnaire was adopted from previous similar published studies. The data were collected from employees working at Aspin Pharma, a pharmaceutical company in Karachi, Pakistan. The total number of study sample was 313 employees out of which 173 useable responses were employed for data analyses. In addition, this research study has adopted a descriptive survey design, and which utilized primary data to obtain information on the study variables. The method of the research is mono method, and the examination of the study is based in quantitative research through descriptive statistics to measure the multi-dimension of employee satisfaction, person job fit, and person organization fit. To conclude, the result reveals that Person Job Fit as well as Person Organization Fit have a significant relationship with job satisfaction. The study findings will be useful for managerial decision makers to improve person job and organization fit dimensions in their organization to enhance employee satisfaction and work productivity.

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“…The fit plays a vital role in all kind of organizations. Similarly, (Chunjiang, 2011) demonstrated that the person-organization fit correlated to job satisfaction.…”

Section: Journal Of Entrepreneurship Management and Innovationmentioning

confidence: 93%

The Impact of Person-Job Fit, Person-Organization Fit on Job Satisfaction

Shah¹,

Ayub²

2021

JEMI

View full text Add to dashboard Cite

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“…Not much different from the relationship between P-O fit and turnover intentions, the relationship between job satisfaction and turnover intentions also needs a moderating variable, which can link the relationship between P-O fit and turnover intention and the relationship between P-J fit and turnover intention (Chunjiang et al, 2011;Findik et al, 2013;Jin et al, 2016;Memon et al, 2015;Verquer et al, 2003;Zhang et al, 2019). We also propose WS as a moderating variable in this relationship because spiritually-based organizations can also provide meaningful work for employees with spiritual fulfillment needs.…”

Section: Workplace Spirituality As the Moderating Variablementioning

confidence: 95%

“…Job satisfaction is an effective predictor of employee behavior and allows employees to evaluate their behavior for change (Falkenburg and Schyns, 2007). Most of the previous studies that discussed job satisfaction and turnover intention reveal that job satisfaction is negatively correlated to turnover intention (Chunjiang et al, 2011;Findik et al, 2013;Jin et al, 2016;Zhang et al, 2019), meaning that the more satisfied employees are with their job, the less likely they intend to quit. It is crucial to assess the employee's perceived satisfaction to predict future behavior, especially when they carry out turnover intention in SMEs, since it can directly affect the employee's intention to stay or leave the organization (Mehmood et al, 2016).…”

Section: Job Satisfaction and Turnover Intentionmentioning

confidence: 99%

“…On the other hand, some researchers suggest that P-O fit and job satisfaction have a more direct and significant effect on turnover intention (Findik et al, 2013;Jin et al, 2016;Ko and Campbell, 2020;Zhang et al, 2019). In contrast with (Chunjiang et al, 2011;Memon et al, 2015;Verquer et al, 2003), P-O fit and job satisfaction indirectly have a significant effect on turnover intentions. Thus, this study aims to bridge the gap in previous research by proposing workplace spirituality (WS) as a moderating variable.…”

Section: Introductionmentioning

confidence: 99%

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Does workplace spirituality predict turnover intention in small- and medium-sized enterprises (SMEs)

Pariyanti,

Adawiyah,

Wulandari

2023

EBHRM

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PurposeThe main objective of this study is to examine the relationship between person-organization fit (P-O fit), job satisfaction (JS), workplace spirituality (WS) and turnover intentions in small and medium-sized enterprises (SMEs) and the moderate role of WS in these relationships.Design/methodology/approachResearch data were collected by cross-sectional data collection methods. The sample contains 242 employees of SMEs in Indonesia. The analytical method used to test research hypotheses is moderate regression analysis.FindingsThe results show that P-O fit is an antecedent that can reduce turnover intention. JS has a negative effect on turnover intention and WS has a negative effect on turnover intention. WS moderates the relationship between P-O fit and turnover intention and the relationship between JS and turnover intention.Research limitations/implicationsThis study enhances the understanding of the importance of WS in reducing employee turnover intentions. This research also contributes to the research model based on fit theory and social exchange theory.Practical implicationsThe practical implication of this research is to improve P-O fit in employees. Managers can manage the right people for the environment and the right environment for the individual. In other words, the organization must choose both. The most basic way to create a P-O fit for employees is to recruit employees suitable to organizational goals because, in general, SMEs rarely have a written vision and mission.Social implicationsThrough the of spirituality in the workplace, employees will experience a sense of meaning and purpose in their work, foster a sense of unity through positive relationships and achieve alignment between personal and organizational values. Consequently, this will diminish the inclination to seek employment elsewhere.Originality/valueAlthough turnover intention in employees is considered necessary, there is still minimal research that discusses turnover intention and WS in SMEs. To the authors' knowledge, no one has tested WS on the relationship between PO fit and JS with turnover intention in SMEs.

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“…e quality of service and the retention of key workers can be related to workplaces in which staff can achieve a sense of satisfaction [47]. Prior investigations have proclaimed a relationship between P-J fit and JS using multiple contextual settings [48,49]. For instance, Lauver and Kristof-Brown's [42] investigation concluded that P-J fit has a unique impact on JS.…”

Section: Person-job (P-j)mentioning

confidence: 99%

The Influence of Person-Environment Fit on the Turnover Intention of Nurses in Jordan: The Moderating Effect of Psychological Empowerment

Amarneh

Raza

Matloob

et al. 2021

Nursing Research and Practice

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There is an acute shortage of nurses worldwide, including in Jordan. The nursing shortage is considered to be a crucial and complex challenge across healthcare systems and has stretched to a warning threshold. High turnover among nurses in Jordan is an enduring problem and is believed to be the foremost cause of the nurse shortage. The purpose of this study was to investigate the multidimensional impact of the person-environment (P-E) fit on the job satisfaction (JS) and turnover intention (TI) of registered nurses. The moderating effect of psychological empowerment (PE) on the relationship between JS and TI was also investigated. Based on a quantitative research design, data were collected purposively from 383 registered nurses working at private Jordanian hospitals through self-administered structured questionnaires. Statistical Package for Social Sciences (SPSS) 25 and Smart Partial Least Squares (PLS) 3.2.8 were used to analyze the statistical data. The results showed that there is a significant relationship between person-job fit (P-J fit), person-supervisor fit (P-S fit), and JS. However, this study found an insignificant relationship between person-organization fit (P-O fit) and JS. Moreover, PE was also significantly moderate between JS and TI of nurses. This study offers an important policy intervention that helps healthcare organizations to understand the enduring issue of nurse turnover. Additionally, policy recommendations to mitigate nurse turnover in Jordan are outlined.

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The effects of person-organization fit on job satisfaction and turnover intention — The case of service industries

Cited by 6 publications

References 4 publications

The Impact of Person-Job Fit, Person-Organization Fit on Job Satisfaction

The Impact of Person-Job Fit, Person-Organization Fit on Job Satisfaction

Does workplace spirituality predict turnover intention in small- and medium-sized enterprises (SMEs)

The Influence of Person-Environment Fit on the Turnover Intention of Nurses in Jordan: The Moderating Effect of Psychological Empowerment

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