When person‐organization (mis)fit and (dis)satisfaction lead to turnover

By Anthony R. Wheeler, Vickie Coleman Gallagher, Robyn L. Brouer, Chris J. Sablynski. 2007

278 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/cedf9743cb4bf6b3811bebea2f072fd219203ab0

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In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

The relative roles of engagement and embeddedness in predicting job performance and intention to leave (2008, background): “Wheeler, Gallagher, Brouer, and Sablynski ( 2007 ) suggested employee assistance programs as one mechanism for improving embeddedness and, subsequently, reducing turnover (see also Wayne, Shore, & Liden, 1997 ).”
Effects of Job Satisfaction and Conscientiousness on Extra-Role Behaviors (2010, methodology): “Although several recently published studies have used similar ‘‘snowballing methods’’ (Ferris et al. 2005; Wheeler et al. 2007; Zickar et al. 2004), this approach yields an inherently non-random sample.”
Resolution, Relief, and Resignation: A Qualitative Study of Responses to Misfit at Work (2017, unknown): “Yet, more recently, scholars have suggested that some degree of mis fit is present in most employees ’ work situations (Wheeler, Gallagher, Brouer, & Sablynski, 2007).”
A moderated mediation model of job stress, job satisfaction, and turnover intention for airport security screeners (2017, background): “Traditionally, research on turnover has considered job satisfaction as an important variable in understanding employees who voluntarily leave the organization (Wheeler et al., 2007).”
Internal marketing, internal branding, and organisational outcomes: The moderating role of perceived goal congruence (2013, background): “Lack of consensus between the organisation and employee can result in high employee turnover (Wheeler et al., 2007).”
The use of the psychological contract to explain turnover intentions in the hospitality industry: a research study on the impact of gender on the turnover intentions of highly educated employees (2010, background): “This outcome seems to confirm the outcomes of other research studies in industries other than the hospitality industry (Wheeler et al. 2007; Booth and Hamer 2006).”