Work value fit and turnover intention: same‐source or different‐source fit

Abstract

PurposeThe purpose of this article is to examine the relationship between work value PO fit with fit being operationalized as a same‐source or different‐source measure.Design/methodology/approachA sample of 94 employees from a company located in Curac¸ao completed a questionnaire in which they rated their personal work values, their perceptions of the work values of the organization, and their turnover intention.FindingsThe different‐source work value fit measure was significantly and more strongly related to turnover intention than the same‐source work value fit measure.Research limitations/implicationsThis study underscores the need for a careful reflection on the content and operationalization of fit measures.Practical implicationsManagers are able to manage the fit of their employees by creating positive group level perceptions of the work environment.Originality/valueThis study examines the effects of different fit measures on individuals' turnover intention. Moreover, work values fit was investigated.

Work Identity: Clarifying the Concept

“…In the work context, a distinction is made between person-team fi t and person-environment fi t (Ballout 2007 ;Van Vianen et al 2007 ). Person-organisation fi t "…pertains to how an individual matches an organisation's values, goals and mission" (Lauver and Kristof-Brown 2001 : 455).…”

Value Congruence in Organizations: Literature Review, Theoretical Perspectives, and Future Directions

“…Another study also examined the additive effects of different types of fit (Scroggins, 2007). Objective fit was found to be more predictive of turnover intention than subjective fit (van Vianen, De Pater, & Van Dijk, 2007). Ostroff and colleagues examined different types, levels, and dimensions of value congruence simultaneously and found that they related to outcomes in different ways (Ostroff et al, 2005).…”

Attitudinal variables predicting intent to quit among Pacific healthcare workers

“…Our research was specifically on Pacific healthcare workers, and our results may not generalize beyond this sample. However, recent research on employees in Curacao (in the Dutch Antilles), a collective culture, found collective perceptions of fit to be more important than individual perceptions of fit in predicting intent to quit for employees (Van Vianen, De Pater and Van Dijk 2007). In the context of collective cultures, it would be interesting to investigate community fit within and beyond the work setting, such as fit with patients and other stakeholders (Mitchell et al 2001).…”