The Relationship Between Employee Fit Perceptions, Job Performance, and Retention: Implications of Perceived Fit

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Fostering meaningful work in organizations: A multi-level review and integration (2019, background): “Research supports the idea that with a greater person-job and person-organization fit, individuals experience a greater meaningful work (e.g., Barrick et al., 2013; Scroggins, 2008; Tims et al., 2016).”
Job crafting and its relationships with person–job fit and meaningfulness: A three-wave study (2016, background): “Stated this way, inherent in the existence of meaningful work is the development of person–job fit (Scroggins, 2008).”
Corporate Ethical Values, Group Creativity, Job Satisfaction and Turnover Intention: The Impact of Work Context on Work Response (2011, background): “For instance, not only are perceptions of work environment important influences on creative performance, the connection between the work environment and creative requirements of a job is related to such psychosocial outcomes as job satisfaction as well as intention to leave (Shalley et al., 2000). I”
Work-based identity and work engagement as potential antecedents of task performance and turnover intention: Unravelling a complex relationship (2012, result): “This contradicts previous withdrawal research findings which indicated that if employees decided to leave the organisation, their contextual performance (OCBs) deteriorated (Lee & Mitchell, 1994; Scroggins, 2008).”