Person-organization Fit, Job satisFaction, and turnover intention: an emPirical study in the chinese Public sector

By Bangcheng Liu, Jianxin Liu, Jin Hu. 2010

198 citations recorded by the source corpus.

Based on a survey of 259 full-time employees in the public sector who were also part-time students for the Master of Public Administration program at a prestigious university in eastern China, it was found that person-organization (P-O) fit is a good predictor of job satisfaction and turnover intention in a Chinese context. In contrast to previous findings, the results of competition model analysis indicate that job satisfaction does work as a full mediator between P-O fit and turnover intention. In fact, P-O fit affects turnover intention through job satisfaction as a mediator.

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

View Paper: https://www.semanticscholar.org/paper/d02b6cd82793e9741cafb0f561147320399a22be

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Person–Organization Fit and Turnover Intention: Exploring the Mediating Role of Employee Followership and Job Satisfaction Through Conservation of Resources Theory (2016, background): “While P-O fit and turnover intent relationship has been investigated among government agencies (e.g., Liu et al., 2010; Moynihan & Pandey, 2007), the role of P-O fit in general as it pertains to various employee and organizational outcomes has not been discussed substantively in the context of…”
When Does Public Service Motivation Fuel the Job Satisfaction Fire? The Joint Moderation of Person–Organization Fit and Needs–Supplies Fit (2015, background): “Researchers have applied this construct in the Chinese context (Liu et al. 2010).”
The impact of human resource management practices and career satisfaction on employee’s turnover intention (2020, background): “Many studies in the field of turnover intention have been focused on job satisfaction as a mediating variable (Poon, 2004; Liu et al., 2010; Kuo et al., 2014; Huang & Su, 2016).”