Does Person-organization Fit Moderate the Effects of Affective Commitment and Job Satisfaction on Turnover Intentions?☆
By Esra Alniacik, Umit Alniacik, Serhat Erat, Kultigin Akcin. 2013
128 citations recorded by the source corpus.
Abstract P-O fit is the congruence between the norms and values of organizations and the values of its employees. Among other factors, the extent of congruence between the values and norms of an employee, to that of the organization he works for, may influence important work outcomes such as organizational commitment, job satisfaction and turnover intentions. This study examines the moderating effect of person-organization fit on the relationships between affective organizational commitment, job satisfaction and turnover intentions. Research hypotheses are tested with the data from a convenient sample of 200 employees working at higher education institutions in Turkey. Analyses revealed that the level of person – organization fit significantly moderates the effects of job satisfaction on turnover intentions. However, no such effect is observed on the relationship between affective organizational commitment and turnover intention. Theoretical and managerial implications of the findings are discussed.
Subfields: Demography, Organizational Behavior and Human Resource Management, Strategy and Management
View Paper: https://www.semanticscholar.org/paper/409309e483f15d09677b2589ecedc58296adf9fc
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In Demography
In Organizational Behavior and Human Resource Management
Citations in the corpus
- Emotional exhaustion and its consequences for hotel service quality: the critical role of workload and supervisor support (2020, background): “Employees with strong affective commitment are motivated to a higher level of performance, making a more meaningful contribution than those who expressed other types of commitment (Alnıaçık et al., 2013).”