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.
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.
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.
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.
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.
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
Emerald Publishing Limited
Copyright © 2018, Emerald Publishing Limited