The Relationship between Person Organization Fit, Person-Job-Fit and Turnover Intention in Banking Sector of Pakistan: The Mediating Role of Psychological Climate

Abstract

In last few decades, employees' job related attitudes and behaviors have remained topics of considerable interest in the fields of organizational behavior and human resource management. This study aims to explore the impact of person-organization-fit and person-job-fit on employee turnover intention while considering psychological climate as a mediating variable. Sample for this research is consisted of 260 employees from top five commercial banks of large cities of Pakistan. SPSS 17 is used for analyzing the data. Correlation and regression analysis is used to test the direct and mediating relationship between key variables. Results indicate that both person-organization-fit and person-job-fit have negative relationship with turnover intention. Psychological climate partially mediates the relationship between person-organization-fit and turnover intention while fully mediates

Turnover intention and job fit among nurses in Ghana: Does psychological climate matter?

“…The above finding is in line with that of Hassan et al () who found psychological climate to have fully mediated the relationship between person‐job fit and turnover among Bankers in Pakistan. This means that to reduce turnover intention among employees, management must not consider their fitness to the job alone but must also focus on creating an environment that will positively influence the psychological climate of the workers.…”

“…According to Shah, Deen and Szabist (2015), turnover intention rates are usually high where the unemployment rate is low and more attractive alternative opportunities are available. Although this finding did not support the usual position established in extant literature (Shah et al, 2015;Guan et al, 2010;Hassan et al, 2012;Leng & Chin 2016) that high person-job fit leads to lower turnover intention, it was, however, consistent with findings of Ilyas, (2013) and Chang, Chi & Chuang (2010).…”

“…For example, while the findings of Sahin () showed a partial mediation of affective commitment on the relationship between psychological climate and turnover intention, Langkamer and Ervin () recorded a full mediation. Similarly, a study by Hassan et al () among bankers in Pakistan indicates an inverse relationship between person‐job fit and turnover intention. However, the meditational analysis of psychological climate revealed a fully indirect effect on the relationship between turnover intention and P‐J fit.…”

Explaining Generation-Y Employees’ Turnover in Malaysian Context

“…It is further defined as the intention of an employee to terminate his/her organisational membership (Hassan, Akram, & Naz, 2012).…”

Peran Kepuasan Kerja Sebagai Variabel Moderasi Dalam Pengaruh Human Resources Practices Terhadap Komitmen Karyawan Di Polda Bengkulu

“…Item pertanyaan HR practices (reward dan training) diambil dari Caesario (2015) sedangkan item pertanyaan HR practices untuk person job fit diambil dari Hassan et al, (2012), lalu untuk item pertanyaan kepuasan kerja diambil dari Tania & Sutanto (2013), dan untuk item pertanyaan komitmen karyawan diambil dari BinBakr & Ahmes (2015). Skala Likert digunakan untuk mengukur setiap item pernyataan dimana skalanya adalah 1-5, yaitu 1 adalah Sangat tidak setuju, 2 adalah Tidak setuju, 3 adalah Cukup setuju, 4 adalah Setuju, dan 5 adalah Sangat setuju.…”