Person-organisation fit and turnover intention: the mediating role of work engagement

The influence of person-organization fit on employee engagement: Psychological contract as a mediating effect in Thailand's logistics industry

This study examines the influence of person-organization (PO) fit on employee engagement (EE) within Thailand's logistics industry, emphasizing the mediating role of a psychological contract (PC). As the logistics sector undergoes rapid growth, aligning employees' values with organizational priorities is becoming critical. Employees with a high PO fit are likely to exhibit positive attitudes and behaviors, contributing significantly to organizational success. This research investigates the extent to which a PC, representing mutual expectations and obligations, mediates the relationship between PO fit and EE. Structural equation modeling was used to analyze data collected from 400 employees across various logistics firms in Thailand to test the proposed hypotheses. Our findings show that a strong PO fit enhances EE, both directly and indirectly, through a positive PC characterized by trust and fairness. The results suggest that fostering a high PO fit and maintaining a positive PC are essential for sustaining EE and reducing turnover intentions. This study provides valuable insights for logistics firms aiming to enhance workforce commitment and performance in a competitive environment.

Calling and job involvement: the role of prosocial motivation in the performance of mission-driven organization

Previous studies suggested that individuals with prosocial motivation have better job performance in mission-driven organizations. However, the mediating mechanisms underlying this link remain unclear. On the basis of person-environment theory, this research proposed that work as a calling and job involvement are two important mediators between employees' prosocial motivation and their job performance in mission-driven organizations. Through a multi-wave and muti-source approach, 420 independent subordinate-immediate supervisor dyads from 173 divisions or stations of the police department in Taiwan were obtained. Our results illustrated that the prosocial motivation-job performance relationship is sequentially mediated by work as a calling and job involvement. We further discuss implications for future research and practices in light of these findings.

How work stress influence turnover intention among Chinese local undergraduate university teachers: the mediating effect of job burnout and the moderating effect of self-efficacy

Background

Turnover intention is one of the common disturbances that affect the career development and management of university teachers. With an aim to solve this thorny issue, the study examined the associations between turnover intention and work stress among local undergraduate university teachers in China.

Methods

A questionnaire survey was carried out on 7,565 local university teachers. Initially, confirmatory factor analysis was employed to validate the reliability and validity of the scale. Subsequently, descriptive statistics and correlation analyses were conducted. Following this, a latent moderated structural equation (LMS) was used to explore the relationship among work stress, job burnout, self-efficacy, and turnover intention. Moreover, the bias-corrected Bootstrap method was applied to further examine the mediating effects, moderating effects, and moderated mediating effects in the model.

Results

The hypothesized moderated mediation model was verified significant. Work stress directly and positively predicted job burnout and turnover intention, with job burnout serving a partial mediating role between work stress and turnover intention. Additionally, self-efficacy negatively moderated the direct impact of work stress on job burnout, as well as the mediating effect of job burnout. As the self-efficacy of university teachers increased, the direct effect of work stress on job burnout and the mediating effect of job burnout decreased.

Conclusion

This study expanded the research on the antecedent variables of university teachers' turnover intention and revealed the individual contingency mechanism by which work stress affected turnover intention: the negative moderating effect of self-efficacy. Work stress induced university teachers' turnover intention, and this phenomenon was more obvious for faculties with low self-efficacy. Administrators of local undergraduate universities need to rationalize the allocation of teachers' job responsibilities and pay attention to the negative consequences of work stress in order to reduce turnover intentions. Particular attention should be paid to enhance teachers' self-efficacy. The findings of this study can provide in-depth recommendations for university faculty management and policy making, which can help shape a working atmosphere more conducive to teaching and research, thus enhancing the overall quality and competitiveness of faculty members within universities.

Corporate social responsibility and performance in the workplace: a meta-analysis

Despite stakeholders' desire for organizations to participate in corporate social responsibility (CSR) activities, some organizations do not invest in CSR due to uncertainty around the value it provides to performance. This research investigates the effect size of the relationship between CSR and performance via a meta-analysis of 17 articles. A series of performance-indicating groups emerged and effect sizes were calculated using the Comprehensive Meta-Analysis software. These groups include in-role performance, extra-role performance, employees' affective attitudes towards organizations, and organizational-level outputs. Results suggest that CSR has a large effect on performance across a range of contexts. Implications for career counseling are discussed.

Identifying determinants in the first turnover of new graduate employees in Korea: applying a discrete-time survival analysis

Purpose

The high turnover of new graduate employees has become a concern for many organizations in Korea. This study explores when new graduate employees leave first jobs and what makes these employees decide to leave employees' organizations.

Design/methodology/approach

Using national panel data from South Korea, the authors employed a survival analysis and examined the factors that explain the turnover of new graduate employees.

Findings

The findings of this study reveal that many new graduate employees leave the employees' organizations within two years. Moreover, work conditions, work satisfaction and job-skill match were associated with new graduate employee turnover.

Originality/value

Based on the results of survival analysis derived from actual turnover data, not turnover intentions, the authors emphasize appropriate human resources (HR) intervention, a working environment and organizational culture, and employee development opportunities.

Job Competency and Intention to Stay among Nursing Assistants: The Mediating Effects of Intrinsic and Extrinsic Job Satisfaction

This study investigated the influences of nursing assistants' job competency on their intrinsic and extrinsic satisfaction and intention to stay in the profession of long-term care institutions. Understanding the relationship between job competency and job satisfaction, both intrinsic and extrinsic, would enable institutions to strengthen service workers' intention to stay and to retain essential personnel. This study was a cross-sectional study in which nursing assistants from 26 nursing homes and 15 elderly welfare institutions in Taiwan. The relationship between job competency and intention to stay was discovered to be significantly mediated by intrinsic and extrinsic job satisfaction. Given the staff shortages and difficulty retaining staff in long-term care environments, organizations must be able to strengthen employees' intention to stay; one suggestion is to improve the employees' competency, because higher competency results in higher quality of care and greater extrinsic job satisfaction. Furthermore, greater job competency is more likely to result in affirmation and accomplishment, both of which increase intrinsic job satisfaction and thus positively influence intention to stay.

The role of job involvement and career commitment between person–job fit and organizational commitment: a study of higher education sector

Purpose

Organizations try to appoint individuals who fit in with their values and goals. Employees who do not fit in with the organization's core values and goals prefer not to stay on for a longer period of time. The present study is an attempt to explore the impact of person–job (P–J) fit on organizational commitment through job involvement and career commitment with an application of a serial multiple mediation model.

Design/methodology/approach

Data have been collected through a structured questionnaire. The population comprised the teachers, working in the higher education sector. The different constructs used have been duly validated with the help of exploratory and confirmatory factor analyses. Further data reliability and scale validity have been checked too. In order to test the serial multiple mediation model, the authors adopted a regression-based approach and bootstrapping method suggested by Hayes (2012; 2013). Accordingly, PROCESS developed by Hayes (2012) has been used.

Findings

The results revealed that job involvement and career commitment mediate the relationship between P–J fit and organizational commitment individually as well as together.

Research limitations/implications

The present study is confined to government degree colleges only. The element of subjectivity might not have been checked completely as teachers have responded on the basis of their own experience and perceptions regarding the items in the questionnaire. The study is cross sectional in nature.

Practical implications

The paper addresses the interest of wide spectrum of stakeholders including the management, organizations and employees. So, the authors have extended general implications, which are for all those organizations that want to improve person–organization (P–O) fit and commitment of their employees. These implications will help organizations to take specific initiatives to improve the P–J fit of their employees, which will subsequently enhance their commitment level.

Originality/value

The findings of the present study will help the stakeholders in the higher education sector to identify best employees and undertake the initiatives to generate better job involvement and commitment, which will be a win–win strategy for both (employees as well as the organizations).

Promoting Employee Green Behavior Through the Person-Organization Fit: The Moderating Effect of Psychological Distance

The importance of employee green behavior (EGB) to an enterprise’s green development goal is increasingly emphasized in many industries. However, to date promoting EGB through interaction, namely between individuals and organizations, has not been a central concern. Therefore, from the perspective of the person-organization fit, this study considers the psychological distance between employees and the organization as a moderating variable, exploring the mechanisms of values fit, needs-supplies fit, and demands-abilities fit on green behaviors as within and outside the scope of employee responsibility. After collecting the results of questionnaires from 412 employees, our hypotheses were tested using the Structural Equation Model (SEM). The results show that (1) person-organization fit can effectively promote EGB in the workplace. However, different types of person-organization fit have different influencing paths and effect-strengths on employees’ task-related green behavior and proactive green behavior. (2) Values fit has the greatest incentive effect on EGB, followed by demands-abilities fit, while needs-supplies fit promotes only eco-helping behavior. (3) Psychological distance has a significant moderating effect on the relationship between the person-organization fit and EGB. The effect of person-organization fit on EGB is enhanced when employees are close with less emotional distance, while the effect is weakened in the case of close expectation distance. Finally, this study provides suggestions for enterprise managers providing ways to motivate EGB through the selection and allocation of human resources.

Strategic human resource practices, emotional exhaustion and OCB: the mediator role of person-organization fit

Purpose

The paper examines the mediator role of person-organization fit on the relationships between reward management, employee training, emotional exhaustion and organizational citizenship behavior (OCB) among employees in the manufacturing sector in Uganda.

Design/methodology/approach

The study took a cross-sectional descriptive and analytical design. Using a sample of 380 respondents, data were obtained in two studies, the 2nd study being carried out after 8 months from the 1st. Using statistical program for social scientists (SPSS) and analysis of moment structures (AMOS), six hypotheses were tested and analyzed.

Findings

Results indicate that employee development and person-organization fit were significant predictors of OCB. The influence of Reward Management and Emotional Exhaustion on OCB was inconclusive since in the 1st study it was positive and significant while non-significant in the 2nd study. Person-organization fit emerged as a full mediator of the Reward Management, Emotional Exhaustion–OCB relationships; and a partial mediator of the Employee Development–OCB relationship.

Practical implications

Manufacturing firms will be able to implement HR policies and practices that are relevant for increased employee exhibition of extra role activities. They will be able to adhere to efforts that increase person-organization fit in order to reduce emotional exhaustion for OCB exhibition.

Originality/value

The study demonstrates that person-organization fit acts as a conduit for the translation of all the inputs of reward management and employee exhaustion and, part of the inputs of employee development into increased worker exhibition of extra role activities.

Person-Organization Fit in a military selection context

The goal of personnel selection is to find predictors that, together, maximize the explained variance in important job outcomes such as Task Performance or Work Engagement. Common predictors include Intelligence and Big Five Personality. Using Person-Organization Fit (P-O Fit) for selection purposes has been discussed, but, beyond Intelligence and Personality, evidence of the incremental predictive validity of P-O Fit in relation to task performance and work engagement is scarce. This study examines the practical utility of indirectly measured P-O Fit as a selection tool in a military setting. Measures of objective P-O Fit were obtained from actual applicants in a military selection setting and combined with self-report measures of Work Engagement upon organizational entry, and supervisor-rated Task Performance approximately two weeks later. P-O Fit predicted both Task Performance (R 2 = .041) and Work Engagement (R 2 = .038). More importantly, P-O Fit yielded incremental predictive validity in relation to both outcomes, also after controlling for intelligence and personality traits. While our initial models (including age, gender, intelligence, and personality) explained 25.1% and 5.8% of the variance in work engagement and task performance, respectively, this increased to 26.3% and 6.3%, respectively, after the inclusion of P-O Fit. Implications for practical use in selection systems are discussed.

The psychological mechanism linking employee work engagement and turnover intention: A moderated mediation study

BACKGROUND

In the global economy, motivating people to engage and stay in their work is a challenge for organizations. Researchers are increasingly recognizing the need for promoting strong employee engagement in the workplace.

OBJECTIVE

This paper examines the effect of employee work engagement on turnover intention. The study focuses on the mediating role of trust that underpins the relationship between employee work engagement and turnover intention, and the moderating role of job embeddedness in influencing the effect of trust.

METHOD

Survey data were collected from 418 employees from private media organizations. Hierarchical regression analysis and moderated mediation analysis were employed to test the hypotheses.

RESULTS

The results indicate that trust mediates the relationship between employee work engagement and turnover intention. Job embeddedness moderates the strength of the mediated relationship between employee work engagement and turnover intention via trust, such that the mediated relationship is weaker under high job embeddedness than under low job embeddedness.

CONCLUSION

This paper described the relationships among the concepts of work engagement, job embeddedness, trust, and turnover intention from a novel direction. Theoretical and practical consequences of these findings are discussed.