Mediating Role of Employee Engagement on Person-Organization Fit and Turnover Intention in Indonesia

• Autores: Meily Margaretha, Sri Zaniarti, Dava Indrawan
• Localización: International Journal of Professional Business Review: Int. J. Prof.Bus. Rev., ISSN 2525-3654, ISSN-e 2525-3654, Vol. 8, Nº. 7, 2023 (Ejemplar dedicado a: Continuous publication; e02568)
• Idioma: inglés
• DOI: 10.26668/businessreview/2023.v8i7.1320
• Enlaces
  • Texto completo (pdf)
• Resumen

  • Purpose: The aim of this study is to examine the effect of person-organizational fit (PO-fit) on turnover intention. It also analyzes employees' engagement (EE) as a variable that mediates the relationship between the two variables.

      Theoretical framework:  An organization tends not to avoid the problem of turnover intention when employees voluntarily submit resignations letter. Therefore, all companies need to understand the factors such as person-organization fit (PO-fit) that can affect this turnover. Previous studies failed to fully show a negative relationship between PO-fit and turnover intention. Theoretically, there is an increased engagement when employees have values that suit the organization's own. It ultimately increases individuals' intention to remain in the company where they work.

      Design/Methodology/Approach:  The respondents of this study were 366 employees from several big cities on Java island in Indonesia. The sampling criteria were those that had worked for at least 1 year. This survey was conducted using internet-based questionnaires and data were analyzed by testing the validity and reliability, as well as the hypotheses.

      Findings: The results showed a significant relationship between PO-fit and turnover intention while examining the total 366 employees in Indonesia. Furthermore, all hypotheses are supported because there was an indirect effect of EE on turnover intention.

      Research, practical & social implications: This study has several implications including managers being required to ensure that organizational culture is conveyed to increase the PO-fit value between employees and their organization.

      Originality/Value: The research focuses on studying examine the effect of person-organizational fit (PO-fit) on turnover intention. Moreover, only a few studies that discuss employee engagement to be a mediator of PO-fit and turnover intention. Therefore, this study examines the EE role as a mediating variable in explaining the relationship between PO-fit and employee turnover in Indonesia.

     

• Referencias bibliográficas
  • Achmad, L. I., Noermijati., Rofiaty., & Irawanto, D. W. (2023). Job satisfaction and employee engagement as mediators of the relationship...
  • Ali, M. N., Almagtome, A. H., & Hameedi, K. S. (2019). Impact of accounting earnings quality on the going-concern in the Iraqi tourism...
  • Arthur, W., Jr., Bell, S. T., Villado, A. J., & Doverspike, D. (2006). The use of person-organization fit in employment decision making:...
  • Bates, S. (2004). Getting engaged. HR Magazine, 49(2), pp. 44-51
  • Baumruk, R. 2004. The missing link: the role of employee engagement in business success. Workspan, 47, pp. 8-52
  • Biswas, S., & Bhatnagar, J. (2013). Mediator analysis of employee engagement: role of perceived organizational support, p-o fit, organizaional...
  • Cable, D. M., & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology,...
  • Dharma, C. (2013). Hubungan antara turnover intention dengan komitmen organisasional di PT. X Medan (The relationship between turnover intention...
  • Endres, G. M. & Mancheno-Smoak, L. (2008). The human resource craze: Human performance improvement and employee engagement. Organization...
  • Fatmasari, T. W. (2017). Pengaruh person organization fit terhadap kinerja dengan kepuasan kerja sebagai variabel intervening pada karyawan...
  • Ghozali, I. (2013). Aplikasi analisis multivariate dengan program IBMM SPSS 21 (Multivariate analysis analysis with SPSS program). Badan Penerbit...
  • Hair, J. F., Anderson, R. E., Babin, B. J., & Black, W. C. (2018). Multivariate data analysis: A global perspective. 8th Edition. Pearson...
  • Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit level relationship between employee satisfaction, employee engagement,...
  • Hoffman, B. J., & Woehr, D. J. (2006). A quantitative review of the relationship between person–organization fit and behavioral outcomes....
  • Juhdi, N., Pa'wan, F., & Hansaram, R. M. K. (2013). HR practices and turnover intention: The mediating roles of organizational commitment...
  • Jung, H. S., & Yoon, H. H. (2013). The effects of organizational service orientation on person–organization fit and turnover intent. The...
  • Ke, J., Zhang, F., Yan, X., Fu, Y. (2017). The Effect of University Teacher’s Workplace Spirituality on Employee Engagement: Professional...
  • Kim, T.-Y., Aryee, S., Loi, R., & Kim, S.-P. (2013). Person–organization fit and employee outcomes: test of a social exchange model. The...
  • Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals fit at work: a metaanalysis of person-job,...
  • Kristof-Brown, A.L., & Billsberry, J. (2013). Person-organizational fit: Key issues and new directions. Wiley-Blackwell
  • Kuswati, Y. (2020). The influence of organizational culture on employee performance. Budapest International Research and Critics Institute...
  • Lee, Y.-R. (2012). The internal marketing effects of corporate social responsibility (CSR) (The effects of employees’ participation in CSR...
  • Liu, B., Liu, J., & Hu, J. (2010). Person-organization fit, job satisfaction, and turnover intention: An empirical study in The Chinese...
  • May, D. R., Gilson, R. L., & Harter, L. M. (2004), The psychological conditions of meaningfulness, safety and availability and the engagement...
  • Memon, M. A., Salleh, R., Baharom, M. N. R., & Harun, H. (2014). Person-organization fit and turnover intention: the mediating role of...
  • Muala, I. A., Al-Ghalabi, R. R., Alsheikh .G. A. A., Hamdan, K. B., & Alnawafleh, E. A. T. (2022). Evaluating the effect of organizational...
  • Peng, J. C., Lee, Y. L., & Tseng, M. M. (2014). Person-organization fit and turnover intention: exploring the mediating effect of work...
  • Piasentin, K. A., & Chapman, D. S. (2006). Subjective person-organization fit: Bridging the gap between conceptualization and measurement....
  • Richman, A. (2006). Everyone wants an engaged workforce how can you create it? Workspan, 49, 36-39
  • Roczniewska, M., Retowski, S., & Higgins, E. T. (2018). How person-organization fit impacts employees ’ perceptions of justice and well-being....
  • Saeed, I. W. (2014). ). The relationship of turnover intention with job satisfaction, job performance, leader member exchange, emotional intelligence...
  • Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600-619
  • Saragih, S., & Margaretha, M. (2013). Anteseden dan konsekuensi employee engagement: Studi pada industri perbankan. Prosiding pada Seminar...
  • Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national...
  • Scroggins, W. A. (2008). Antecedents and outcomes of experienced meaningful work: A person-job fit perspective. Journal of Business Inquiry,...
  • Soelton, M., Noermijati, N., Rohman, F., Mugiono, M., Noviandy, I., & Siregar, R. E. (2020). Reawakening perceived person organization...
  • Tariq, M., Ramzan, M., & Raiz, A. (2013). The impact of employee turnover on the efficiency of the organization. Interdisciplinary Journal...
  • Tugal, F. N., & Kilic, K. C. (2015). Person-organization fit: it’s relationship with job attitudes and behaviors of Turkish Academician....
  • Verquer, M. L., Beehr, T. A., & Wagner, S. H. (2003). A meta-analysis of relations between person– organization fit and work attitudes....