Person–Organization Fit and Turnover Intention: Exploring the Mediating Effect of Work Engagement and the Moderating Effect of Demand–Ability Fit

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Abstract

Background:

Person–organization (P–O) fit is an important influencing factor on the intentions and attitudes of hospital nurses. The authors used a motivation-mechanism approach to conceptualize work engagement as a mediator and demand–ability (D–A) fit as a moderator to elicit the role of P–O fit in the turnover intention of nurses.

Purpose:

This article explores whether the work engagement of nurses mediates the relationship between P–O fit and turnover intention and examines whether D–A fit moderates this relationship.

Methods:

The sample comprised 349 nurses working for two regional hospitals in Yilan County, Taiwan. Linear regression modeling analysis was conducted to test the proposed hypotheses.

Results:

Results indicate that P–O fit has a negative effect on participant turnover intention. In addition, the work engagement of participants was found to mediate the impact of P–O fit on turnover intention. A new significant interactive relationship was discovered such that high D–A fit strengthened the negative relationship between P–O fit and turnover intention.

Conclusions/Implications for Practice:

The work engagement of professional nurses has attracted increasing attention in the literature on fit, particularly with regard to the linkage between P–O and fit–turnover intention. This study enhances the understanding of the function of P–O fit by considering perceived D–A fit. Nurse turnover is the main reason for the current shortage of nurses in Taiwan. Therefore, if the cognitive values of nurses and the organizational culture fit with hospital value systems, common values may facilitate a higher degree of nurse work engagement and, in turn, decrease turnover intention. In addition, recruiting employees with high D–A fit may help hospitals enhance the negative relationship between P–O fit and nurse turnover intention.

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