Relationship between person-environment fit types and turnover intention : a moderated mediation model

In this study, drawing on Hobfoll’s Conservation of Resources (COR) Theory, we tested a moderated mediation model that investigates person–organization (PO) fit as the mediator and per- son–job (PJ) fit as the moderator in the relationship between person–supervisor (PS) fit and turnover intention. D...
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Autor*in:	Kerse, Gökhan [verfasserIn] Koçak, Daimi [verfasserIn] Babadağ, Mustafa [verfasserIn]

Format:	E-Artikel
Sprache:	Englisch

Erschienen:	2022

Rechteinformationen:	Open Access Namensnennung 4.0 International ; CC BY 4.0

Schlagwörter:	Person-environment fit person-job fit person-organization fit person-supervisor fit turnover intention

Übergeordnetes Werk:	Enthalten in: Organizations and markets in emerging economies - Vilnius : Vilniaus Universiteto Leidykla, 2010, 13(2022), 2/26, Seite 384-405
Übergeordnetes Werk:	volume:13 ; year:2022 ; number:2/26 ; pages:384-405

Links:	Link aufrufen Link aufrufen

DOI / URN:	10.15388/omee.2022.13.85

Katalog-ID:	188965700X

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allfields	10.15388/omee.2022.13.85 doi (DE-627)188965700X (DE-599)KXP188965700X DE-627 ger DE-627 rda eng Kerse, Gökhan verfasserin aut Relationship between person-environment fit types and turnover intention a moderated mediation model Gökhan Kerse, Daimi Koçak, Mustafa Babadağ 2022 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier DE-206 Open Access Controlled Vocabulary for Access Rights http://purl.org/coar/access_right/c_abf2 In this study, drawing on Hobfoll’s Conservation of Resources (COR) Theory, we tested a moderated mediation model that investigates person–organization (PO) fit as the mediator and per- son–job (PJ) fit as the moderator in the relationship between person–supervisor (PS) fit and turnover intention. Data were collected from 232 bank employees in Turkey by using a survey method. Consistent with hypothesized conceptual scheme, results showed that PO fit mediated the relationship between PS fit and turnover intention. Furthermore, moderated mediation results indicate that PJ fit not only moderated the relationship between PS fit and PO fit but also reinforced the indirect effect of PS fit on turnover intention (via PO fit). We argue that indirect effect of PS fit on turnover intention through PO fit was stronger for employees with high job fit than for employees with low job fit. The theoretical and practical implications, limitations, and future research directions are also discussed. DE-206 Namensnennung 4.0 International CC BY 4.0 cc https://creativecommons.org/licenses/by/4.0/deed.de Person-environment fit (dpeaa)DE-206 person-job fit (dpeaa)DE-206 person-organization fit (dpeaa)DE-206 person-supervisor fit (dpeaa)DE-206 turnover intention (dpeaa)DE-206 Koçak, Daimi verfasserin aut Babadağ, Mustafa verfasserin aut Enthalten in Organizations and markets in emerging economies Vilnius : Vilniaus Universiteto Leidykla, 2010 13(2022), 2/26, Seite 384-405 Online-Ressource (DE-627)636679373 (DE-600)2576493-7 (DE-576)332347443 2345-0037 nnns volume:13 year:2022 number:2/26 pages:384-405 https://www.journals.vu.lt/omee/article/download/26684/29192/70100 Verlag kostenfrei https://doi.org/10.15388/omee.2022.13.85 Resolving-System kostenfrei GBV_USEFLAG_U GBV_ILN_26 ISIL_DE-206 SYSFLAG_1 GBV_KXP GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_70 GBV_ILN_73 GBV_ILN_95 GBV_ILN_105 GBV_ILN_110 GBV_ILN_151 GBV_ILN_152 GBV_ILN_161 GBV_ILN_206 GBV_ILN_213 GBV_ILN_230 GBV_ILN_285 GBV_ILN_293 GBV_ILN_370 GBV_ILN_374 GBV_ILN_602 GBV_ILN_2006 GBV_ILN_2009 GBV_ILN_2010 GBV_ILN_2014 GBV_ILN_2020 GBV_ILN_2021 GBV_ILN_2027 GBV_ILN_2034 GBV_ILN_2055 GBV_ILN_2108 GBV_ILN_2111 GBV_ILN_2863 GBV_ILN_4012 GBV_ILN_4037 GBV_ILN_4046 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4249 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4326 GBV_ILN_4335 GBV_ILN_4338 GBV_ILN_4367 GBV_ILN_4700 GBV_ILN_2403 GBV_ILN_2403 ISIL_DE-LFER AR 13 2022 2/26 384-405 26 01 0206 4527977156 x1z 23-05-24 2403 01 DE-LFER 4536363718 00 --%%-- --%%-- n --%%-- l01 11-06-24 2403 01 DE-LFER https://doi.org/10.15388/omee.2022.13.85 2403 01 DE-LFER https://www.journals.vu.lt/omee/article/download/26684/29192/70100
spelling	10.15388/omee.2022.13.85 doi (DE-627)188965700X (DE-599)KXP188965700X DE-627 ger DE-627 rda eng Kerse, Gökhan verfasserin aut Relationship between person-environment fit types and turnover intention a moderated mediation model Gökhan Kerse, Daimi Koçak, Mustafa Babadağ 2022 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier DE-206 Open Access Controlled Vocabulary for Access Rights http://purl.org/coar/access_right/c_abf2 In this study, drawing on Hobfoll’s Conservation of Resources (COR) Theory, we tested a moderated mediation model that investigates person–organization (PO) fit as the mediator and per- son–job (PJ) fit as the moderator in the relationship between person–supervisor (PS) fit and turnover intention. Data were collected from 232 bank employees in Turkey by using a survey method. Consistent with hypothesized conceptual scheme, results showed that PO fit mediated the relationship between PS fit and turnover intention. Furthermore, moderated mediation results indicate that PJ fit not only moderated the relationship between PS fit and PO fit but also reinforced the indirect effect of PS fit on turnover intention (via PO fit). We argue that indirect effect of PS fit on turnover intention through PO fit was stronger for employees with high job fit than for employees with low job fit. The theoretical and practical implications, limitations, and future research directions are also discussed. DE-206 Namensnennung 4.0 International CC BY 4.0 cc https://creativecommons.org/licenses/by/4.0/deed.de Person-environment fit (dpeaa)DE-206 person-job fit (dpeaa)DE-206 person-organization fit (dpeaa)DE-206 person-supervisor fit (dpeaa)DE-206 turnover intention (dpeaa)DE-206 Koçak, Daimi verfasserin aut Babadağ, Mustafa verfasserin aut Enthalten in Organizations and markets in emerging economies Vilnius : Vilniaus Universiteto Leidykla, 2010 13(2022), 2/26, Seite 384-405 Online-Ressource (DE-627)636679373 (DE-600)2576493-7 (DE-576)332347443 2345-0037 nnns volume:13 year:2022 number:2/26 pages:384-405 https://www.journals.vu.lt/omee/article/download/26684/29192/70100 Verlag kostenfrei https://doi.org/10.15388/omee.2022.13.85 Resolving-System kostenfrei GBV_USEFLAG_U GBV_ILN_26 ISIL_DE-206 SYSFLAG_1 GBV_KXP GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_70 GBV_ILN_73 GBV_ILN_95 GBV_ILN_105 GBV_ILN_110 GBV_ILN_151 GBV_ILN_152 GBV_ILN_161 GBV_ILN_206 GBV_ILN_213 GBV_ILN_230 GBV_ILN_285 GBV_ILN_293 GBV_ILN_370 GBV_ILN_374 GBV_ILN_602 GBV_ILN_2006 GBV_ILN_2009 GBV_ILN_2010 GBV_ILN_2014 GBV_ILN_2020 GBV_ILN_2021 GBV_ILN_2027 GBV_ILN_2034 GBV_ILN_2055 GBV_ILN_2108 GBV_ILN_2111 GBV_ILN_2863 GBV_ILN_4012 GBV_ILN_4037 GBV_ILN_4046 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4249 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4326 GBV_ILN_4335 GBV_ILN_4338 GBV_ILN_4367 GBV_ILN_4700 GBV_ILN_2403 GBV_ILN_2403 ISIL_DE-LFER AR 13 2022 2/26 384-405 26 01 0206 4527977156 x1z 23-05-24 2403 01 DE-LFER 4536363718 00 --%%-- --%%-- n --%%-- l01 11-06-24 2403 01 DE-LFER https://doi.org/10.15388/omee.2022.13.85 2403 01 DE-LFER https://www.journals.vu.lt/omee/article/download/26684/29192/70100
allfields_unstemmed	10.15388/omee.2022.13.85 doi (DE-627)188965700X (DE-599)KXP188965700X DE-627 ger DE-627 rda eng Kerse, Gökhan verfasserin aut Relationship between person-environment fit types and turnover intention a moderated mediation model Gökhan Kerse, Daimi Koçak, Mustafa Babadağ 2022 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier DE-206 Open Access Controlled Vocabulary for Access Rights http://purl.org/coar/access_right/c_abf2 In this study, drawing on Hobfoll’s Conservation of Resources (COR) Theory, we tested a moderated mediation model that investigates person–organization (PO) fit as the mediator and per- son–job (PJ) fit as the moderator in the relationship between person–supervisor (PS) fit and turnover intention. Data were collected from 232 bank employees in Turkey by using a survey method. Consistent with hypothesized conceptual scheme, results showed that PO fit mediated the relationship between PS fit and turnover intention. Furthermore, moderated mediation results indicate that PJ fit not only moderated the relationship between PS fit and PO fit but also reinforced the indirect effect of PS fit on turnover intention (via PO fit). We argue that indirect effect of PS fit on turnover intention through PO fit was stronger for employees with high job fit than for employees with low job fit. The theoretical and practical implications, limitations, and future research directions are also discussed. DE-206 Namensnennung 4.0 International CC BY 4.0 cc https://creativecommons.org/licenses/by/4.0/deed.de Person-environment fit (dpeaa)DE-206 person-job fit (dpeaa)DE-206 person-organization fit (dpeaa)DE-206 person-supervisor fit (dpeaa)DE-206 turnover intention (dpeaa)DE-206 Koçak, Daimi verfasserin aut Babadağ, Mustafa verfasserin aut Enthalten in Organizations and markets in emerging economies Vilnius : Vilniaus Universiteto Leidykla, 2010 13(2022), 2/26, Seite 384-405 Online-Ressource (DE-627)636679373 (DE-600)2576493-7 (DE-576)332347443 2345-0037 nnns volume:13 year:2022 number:2/26 pages:384-405 https://www.journals.vu.lt/omee/article/download/26684/29192/70100 Verlag kostenfrei https://doi.org/10.15388/omee.2022.13.85 Resolving-System kostenfrei GBV_USEFLAG_U GBV_ILN_26 ISIL_DE-206 SYSFLAG_1 GBV_KXP GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_70 GBV_ILN_73 GBV_ILN_95 GBV_ILN_105 GBV_ILN_110 GBV_ILN_151 GBV_ILN_152 GBV_ILN_161 GBV_ILN_206 GBV_ILN_213 GBV_ILN_230 GBV_ILN_285 GBV_ILN_293 GBV_ILN_370 GBV_ILN_374 GBV_ILN_602 GBV_ILN_2006 GBV_ILN_2009 GBV_ILN_2010 GBV_ILN_2014 GBV_ILN_2020 GBV_ILN_2021 GBV_ILN_2027 GBV_ILN_2034 GBV_ILN_2055 GBV_ILN_2108 GBV_ILN_2111 GBV_ILN_2863 GBV_ILN_4012 GBV_ILN_4037 GBV_ILN_4046 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4249 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4326 GBV_ILN_4335 GBV_ILN_4338 GBV_ILN_4367 GBV_ILN_4700 GBV_ILN_2403 GBV_ILN_2403 ISIL_DE-LFER AR 13 2022 2/26 384-405 26 01 0206 4527977156 x1z 23-05-24 2403 01 DE-LFER 4536363718 00 --%%-- --%%-- n --%%-- l01 11-06-24 2403 01 DE-LFER https://doi.org/10.15388/omee.2022.13.85 2403 01 DE-LFER https://www.journals.vu.lt/omee/article/download/26684/29192/70100
allfieldsGer	10.15388/omee.2022.13.85 doi (DE-627)188965700X (DE-599)KXP188965700X DE-627 ger DE-627 rda eng Kerse, Gökhan verfasserin aut Relationship between person-environment fit types and turnover intention a moderated mediation model Gökhan Kerse, Daimi Koçak, Mustafa Babadağ 2022 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier DE-206 Open Access Controlled Vocabulary for Access Rights http://purl.org/coar/access_right/c_abf2 In this study, drawing on Hobfoll’s Conservation of Resources (COR) Theory, we tested a moderated mediation model that investigates person–organization (PO) fit as the mediator and per- son–job (PJ) fit as the moderator in the relationship between person–supervisor (PS) fit and turnover intention. Data were collected from 232 bank employees in Turkey by using a survey method. Consistent with hypothesized conceptual scheme, results showed that PO fit mediated the relationship between PS fit and turnover intention. Furthermore, moderated mediation results indicate that PJ fit not only moderated the relationship between PS fit and PO fit but also reinforced the indirect effect of PS fit on turnover intention (via PO fit). We argue that indirect effect of PS fit on turnover intention through PO fit was stronger for employees with high job fit than for employees with low job fit. The theoretical and practical implications, limitations, and future research directions are also discussed. DE-206 Namensnennung 4.0 International CC BY 4.0 cc https://creativecommons.org/licenses/by/4.0/deed.de Person-environment fit (dpeaa)DE-206 person-job fit (dpeaa)DE-206 person-organization fit (dpeaa)DE-206 person-supervisor fit (dpeaa)DE-206 turnover intention (dpeaa)DE-206 Koçak, Daimi verfasserin aut Babadağ, Mustafa verfasserin aut Enthalten in Organizations and markets in emerging economies Vilnius : Vilniaus Universiteto Leidykla, 2010 13(2022), 2/26, Seite 384-405 Online-Ressource (DE-627)636679373 (DE-600)2576493-7 (DE-576)332347443 2345-0037 nnns volume:13 year:2022 number:2/26 pages:384-405 https://www.journals.vu.lt/omee/article/download/26684/29192/70100 Verlag kostenfrei https://doi.org/10.15388/omee.2022.13.85 Resolving-System kostenfrei GBV_USEFLAG_U GBV_ILN_26 ISIL_DE-206 SYSFLAG_1 GBV_KXP GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_70 GBV_ILN_73 GBV_ILN_95 GBV_ILN_105 GBV_ILN_110 GBV_ILN_151 GBV_ILN_152 GBV_ILN_161 GBV_ILN_206 GBV_ILN_213 GBV_ILN_230 GBV_ILN_285 GBV_ILN_293 GBV_ILN_370 GBV_ILN_374 GBV_ILN_602 GBV_ILN_2006 GBV_ILN_2009 GBV_ILN_2010 GBV_ILN_2014 GBV_ILN_2020 GBV_ILN_2021 GBV_ILN_2027 GBV_ILN_2034 GBV_ILN_2055 GBV_ILN_2108 GBV_ILN_2111 GBV_ILN_2863 GBV_ILN_4012 GBV_ILN_4037 GBV_ILN_4046 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4249 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4326 GBV_ILN_4335 GBV_ILN_4338 GBV_ILN_4367 GBV_ILN_4700 GBV_ILN_2403 GBV_ILN_2403 ISIL_DE-LFER AR 13 2022 2/26 384-405 26 01 0206 4527977156 x1z 23-05-24 2403 01 DE-LFER 4536363718 00 --%%-- --%%-- n --%%-- l01 11-06-24 2403 01 DE-LFER https://doi.org/10.15388/omee.2022.13.85 2403 01 DE-LFER https://www.journals.vu.lt/omee/article/download/26684/29192/70100
allfieldsSound	10.15388/omee.2022.13.85 doi (DE-627)188965700X (DE-599)KXP188965700X DE-627 ger DE-627 rda eng Kerse, Gökhan verfasserin aut Relationship between person-environment fit types and turnover intention a moderated mediation model Gökhan Kerse, Daimi Koçak, Mustafa Babadağ 2022 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier DE-206 Open Access Controlled Vocabulary for Access Rights http://purl.org/coar/access_right/c_abf2 In this study, drawing on Hobfoll’s Conservation of Resources (COR) Theory, we tested a moderated mediation model that investigates person–organization (PO) fit as the mediator and per- son–job (PJ) fit as the moderator in the relationship between person–supervisor (PS) fit and turnover intention. Data were collected from 232 bank employees in Turkey by using a survey method. Consistent with hypothesized conceptual scheme, results showed that PO fit mediated the relationship between PS fit and turnover intention. Furthermore, moderated mediation results indicate that PJ fit not only moderated the relationship between PS fit and PO fit but also reinforced the indirect effect of PS fit on turnover intention (via PO fit). We argue that indirect effect of PS fit on turnover intention through PO fit was stronger for employees with high job fit than for employees with low job fit. The theoretical and practical implications, limitations, and future research directions are also discussed. DE-206 Namensnennung 4.0 International CC BY 4.0 cc https://creativecommons.org/licenses/by/4.0/deed.de Person-environment fit (dpeaa)DE-206 person-job fit (dpeaa)DE-206 person-organization fit (dpeaa)DE-206 person-supervisor fit (dpeaa)DE-206 turnover intention (dpeaa)DE-206 Koçak, Daimi verfasserin aut Babadağ, Mustafa verfasserin aut Enthalten in Organizations and markets in emerging economies Vilnius : Vilniaus Universiteto Leidykla, 2010 13(2022), 2/26, Seite 384-405 Online-Ressource (DE-627)636679373 (DE-600)2576493-7 (DE-576)332347443 2345-0037 nnns volume:13 year:2022 number:2/26 pages:384-405 https://www.journals.vu.lt/omee/article/download/26684/29192/70100 Verlag kostenfrei https://doi.org/10.15388/omee.2022.13.85 Resolving-System kostenfrei GBV_USEFLAG_U GBV_ILN_26 ISIL_DE-206 SYSFLAG_1 GBV_KXP GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_70 GBV_ILN_73 GBV_ILN_95 GBV_ILN_105 GBV_ILN_110 GBV_ILN_151 GBV_ILN_152 GBV_ILN_161 GBV_ILN_206 GBV_ILN_213 GBV_ILN_230 GBV_ILN_285 GBV_ILN_293 GBV_ILN_370 GBV_ILN_374 GBV_ILN_602 GBV_ILN_2006 GBV_ILN_2009 GBV_ILN_2010 GBV_ILN_2014 GBV_ILN_2020 GBV_ILN_2021 GBV_ILN_2027 GBV_ILN_2034 GBV_ILN_2055 GBV_ILN_2108 GBV_ILN_2111 GBV_ILN_2863 GBV_ILN_4012 GBV_ILN_4037 GBV_ILN_4046 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4249 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4326 GBV_ILN_4335 GBV_ILN_4338 GBV_ILN_4367 GBV_ILN_4700 GBV_ILN_2403 GBV_ILN_2403 ISIL_DE-LFER AR 13 2022 2/26 384-405 26 01 0206 4527977156 x1z 23-05-24 2403 01 DE-LFER 4536363718 00 --%%-- --%%-- n --%%-- l01 11-06-24 2403 01 DE-LFER https://doi.org/10.15388/omee.2022.13.85 2403 01 DE-LFER https://www.journals.vu.lt/omee/article/download/26684/29192/70100
language	English
source	Enthalten in Organizations and markets in emerging economies 13(2022), 2/26, Seite 384-405 volume:13 year:2022 number:2/26 pages:384-405
sourceStr	Enthalten in Organizations and markets in emerging economies 13(2022), 2/26, Seite 384-405 volume:13 year:2022 number:2/26 pages:384-405
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topic_facet	Person-environment fit person-job fit person-organization fit person-supervisor fit turnover intention
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container_title	Organizations and markets in emerging economies
authorswithroles_txt_mv	Kerse, Gökhan @@aut@@ Koçak, Daimi @@aut@@ Babadağ, Mustafa @@aut@@
publishDateDaySort_date	2022-01-01T00:00:00Z
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author	Kerse, Gökhan
spellingShingle	Kerse, Gökhan misc Person-environment fit misc person-job fit misc person-organization fit misc person-supervisor fit misc turnover intention Relationship between person-environment fit types and turnover intention a moderated mediation model
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topic_title	Relationship between person-environment fit types and turnover intention a moderated mediation model Gökhan Kerse, Daimi Koçak, Mustafa Babadağ Person-environment fit (dpeaa)DE-206 person-job fit (dpeaa)DE-206 person-organization fit (dpeaa)DE-206 person-supervisor fit (dpeaa)DE-206 turnover intention (dpeaa)DE-206
topic	misc Person-environment fit misc person-job fit misc person-organization fit misc person-supervisor fit misc turnover intention
topic_unstemmed	misc Person-environment fit misc person-job fit misc person-organization fit misc person-supervisor fit misc turnover intention
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title	Relationship between person-environment fit types and turnover intention a moderated mediation model
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title_full	Relationship between person-environment fit types and turnover intention a moderated mediation model Gökhan Kerse, Daimi Koçak, Mustafa Babadağ
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title_sub	a moderated mediation model
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title_sort	relationship between person-environment fit types and turnover intentiona moderated mediation model
title_auth	Relationship between person-environment fit types and turnover intention a moderated mediation model
abstract	In this study, drawing on Hobfoll’s Conservation of Resources (COR) Theory, we tested a moderated mediation model that investigates person–organization (PO) fit as the mediator and per- son–job (PJ) fit as the moderator in the relationship between person–supervisor (PS) fit and turnover intention. Data were collected from 232 bank employees in Turkey by using a survey method. Consistent with hypothesized conceptual scheme, results showed that PO fit mediated the relationship between PS fit and turnover intention. Furthermore, moderated mediation results indicate that PJ fit not only moderated the relationship between PS fit and PO fit but also reinforced the indirect effect of PS fit on turnover intention (via PO fit). We argue that indirect effect of PS fit on turnover intention through PO fit was stronger for employees with high job fit than for employees with low job fit. The theoretical and practical implications, limitations, and future research directions are also discussed.
abstractGer	In this study, drawing on Hobfoll’s Conservation of Resources (COR) Theory, we tested a moderated mediation model that investigates person–organization (PO) fit as the mediator and per- son–job (PJ) fit as the moderator in the relationship between person–supervisor (PS) fit and turnover intention. Data were collected from 232 bank employees in Turkey by using a survey method. Consistent with hypothesized conceptual scheme, results showed that PO fit mediated the relationship between PS fit and turnover intention. Furthermore, moderated mediation results indicate that PJ fit not only moderated the relationship between PS fit and PO fit but also reinforced the indirect effect of PS fit on turnover intention (via PO fit). We argue that indirect effect of PS fit on turnover intention through PO fit was stronger for employees with high job fit than for employees with low job fit. The theoretical and practical implications, limitations, and future research directions are also discussed.
abstract_unstemmed	In this study, drawing on Hobfoll’s Conservation of Resources (COR) Theory, we tested a moderated mediation model that investigates person–organization (PO) fit as the mediator and per- son–job (PJ) fit as the moderator in the relationship between person–supervisor (PS) fit and turnover intention. Data were collected from 232 bank employees in Turkey by using a survey method. Consistent with hypothesized conceptual scheme, results showed that PO fit mediated the relationship between PS fit and turnover intention. Furthermore, moderated mediation results indicate that PJ fit not only moderated the relationship between PS fit and PO fit but also reinforced the indirect effect of PS fit on turnover intention (via PO fit). We argue that indirect effect of PS fit on turnover intention through PO fit was stronger for employees with high job fit than for employees with low job fit. The theoretical and practical implications, limitations, and future research directions are also discussed.
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title_short	Relationship between person-environment fit types and turnover intention
url	https://www.journals.vu.lt/omee/article/download/26684/29192/70100 https://doi.org/10.15388/omee.2022.13.85
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