• Corpus ID: 55810847

Person-Organization Fit and Turnover Intention: The Mediating Role of Employee Engagement

  title={Person-Organization Fit and Turnover Intention: The Mediating Role of Employee Engagement},
  author={Mumtaz Ali Memon and Rohani Salleh and Mohamed Noor Rosli Baharom and Haryaani Harun},
  journal={Global Business and Management Research: An International Journal},
  • M. Memon, R. Salleh, H. Harun
  • Published 1 July 2014
  • Business
  • Global Business and Management Research: An International Journal
Introduction Employees constitute the most powerful resource for an organization to sustain long-term competitive advantage (Huselid, Jackson, & Schuler, 1997). Organizations that attract, develop, and retain top talent will thrive while those that do not will struggle to remain competitive (Holtom, Mitchell, Lee, & Inderrieden, 2005, p. 337). However, the issue of employee turnover, which is described as the unplanned loss of workers who voluntarily leave despite their employers' preference to… 

Figures from this paper

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

Purpose: The congruence between the values employees hold and the culture of an organization (personorganization fit) is important in influencing employee turnover. Generally, studies have shown that

Employees’ perceptions on the relationship between human resource management practices and employee turnover

The purpose of this paper is to explore hotel employees’ views on how human resource management (HRM) practices influence their turnover intentions.,The data for this empirical study were collected

Leadership ’ s Role in Employee Retention

Using a framework of social exchange theory (SET) to demonstrate the outcome of a leadership-employee centered model, this study demonstrated the vital role that the relationship between employee and

Comparing Person Organization Fit and Person Job Fit

IntroductionPerson-environment fit has been a popular topic for long years [Schneider 1986; Holland 1997; Kristof-Brown, Zimmerman & Johnson 2005; Edwards 1991; Goodman & Svyantek 1999; Arthur et al.

Moderating Role of Person Job-Fit Facet between Hierarchical Plateau and Turnover Intention

This study aims to examine the impact of hierarchical plateau on turnover intention with moderating role of person job-fit facet. Hierarchical plateau is a point of an individual's career life where


The accessible writing is occupied with affirmation proposing the necessity for picking and utilizing proper individuals for the organization's, likewise as reporting the significance of congruence

Organizational cynicism and employee performance

  • M. Arslan
  • Business
    Journal of Global Responsibility
  • 2018
Purpose Organizational cynicism is a growing trend in contemporary organizations. However, its impact on employee performance remains understudied. The purpose of this study is to address this gap

The relationship between Person-Organization Fit, burnout, and turnover Intention among CIC academic staff

The purpose of this study was to investigate the relationship between person organization fit (P-O fit), burnout ( as a whole and its three dimensions) , and turnover intention, between CIC (Canadian

The impacts of work self-efficacy and person-organization fit on employee withdrawal behaviours and job embeddedness under the pay for performance system: An empirical study

Purpose - This study aims to investigate sales agents’ job embeddedness and withdrawal behaviour by using the Conservation of Resources (COR) as an overarching theoretical framework. It seeks to

Relationship Between Employee Wages, Number of Employee Referrals, and Employee Turnover Intention

Relationship Between Employee Wages, Number of Employee Referrals, and Employee Turnover Intention by Robert Brown MS, Walden University, 2014 BS, University of Florida, 2000 Doctoral Study Submitted



Mediator Analysis of Employee Engagement: Role of Perceived Organizational Support, P-O Fit, Organizational Commitment and Job Satisfaction

Given the multi-determinability of individual affect and attitudes, this paper seeks to explicate their display through some construct that captures the cognitive, emotional, and behavioural

HR practices and turnover intention: the mediating roles of organizational commitment and organizational engagement in a selected region in Malaysia

This study examined the mediating effects of organizational commitment (OC) and organizational engagement (OE) on the relationship between human resource (HR) practices (career management,

Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior.

Previous research on organizational commitment has typically not focused on the underlying dimensions of psychological attachment to the organization. Results of two studies using university

Individual Factors and Work Outcomes of Employee Engagement

Antecedents and consequences of employee engagement

Purpose – Employee engagement has become a hot topic in recent years among consulting firms and in the popular business press. However, employee engagement has rarely been studied in the academic


The main purpose of the study is to determine the impact of employee turnover on the performance of an organization. The research study supports the argument of Derek (2006) that the employee‟s

Job Satisfaction, Organizational Commitment, and Turnover Intention: A Case Study on Employees of a Retail Company in Malaysia

High employee turnover rate in Malaysia’s retail industry has become a major issue that needs to be addressed. This study determines the levels of job satisfaction, organizational commitment, and

The effects of organizational service orientation on person–organization fit and turnover intent

The purpose of this study is to understand interrelationship among organizational service orientation, person–organization fit, and turnover intent in a deluxe hotel. The study involved 311 Korean


A framework for understanding the etiology of organizational behavior is presented. The framework is based on theory and research from interactional psychology, vocational psychology, I/O psychology,

Person–organization fit and employee outcomes: test of a social exchange model

Data obtained from subordinate–supervisor dyads (N = 314) of a large manufacturing company in South Korea were used to test a moderated mediation model of the processes linking person–organization