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

Abstract

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.

Citation

Memon, M.A., Salleh, R., Nordin, S.M., Cheah, J.-H., Ting, H. and Chuah, F. (2018), "Person-organisation fit and turnover intention: the mediating role of work engagement", Journal of Management Development, Vol. 37 No. 3, pp. 285-298. https://doi.org/10.1108/JMD-07-2017-0232