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

• Main Authors: Memon, Mumtaz Ali, Salleh, Rohani, Nordin, Shahrina. M, Cheah, Jun Hwa, Ting, Hiram, Chuah, Francis
• Format: Article
• Language: English
• Published: Emerald Publishing Limited 2018
• Subjects: HD28 Management. Industrial Management
• Online Access: http://repo.uum.edu.my/25556/1/JMD%2037%203%202018%20285%20298.pdf; http://repo.uum.edu.my/25556/; http://doi.org/10.1108/JMD-07-2017-0232

Purpose – The purpose of this paper is twofold. First, it examines the impact of person organisation fit (P-O fit) on work engagement (WE) and the impact of WE on turnover intention. Second, it examines the mediating role of WE between P-O fit and turnover intention. Design/methodology/approach – A cross-sectional online survey design was used to collect data through snowball sampling procedure. In total, 422 oil and gas (O&G) professionals participated in this study. In total,13 incomplete samples were excluded during initial screening. As a result, 409 samples were used for final data analysis. The partial least squares-structural equation modelling, using SmartPLS3.0, was performed to test the hypothesised model.Findings – The results of the study revealed strong ties between P-O fit, WE, and turnover intention.Specifically, P-O fit was found to be a strong predictor of WE and WE is negatively related to employees’ turnover intention.Further, WE mediated the relationship between P-O fit and turnover intention. Practical implications – The findings of this study suggest that O&G organisations must pay greater attention to P-O fit to increase employees’ level of engagement and decrease voluntary turnover rate. Overall, the findings provide pragmatic insights for human resource management practitioners and the relevant stakeholders.Originality/value – To date, little attention has been devoted to understanding the mediating role of WE between P-O fit and turnover intention. The present study addresses this gap in the literature.