Person–organization fit and turnover intention: Professional identity as a moderator

Yueran Wen1, Fei Zhu2, Liu Liu3
1School of Labor and Human Resources, Renmin University of China, People’s Republic of China
2Business School, Central University of Finance and Economics, People’s Republic of China
3School of Arts, Renmin University of China, People’s Republic of China
Cite this article:  Wen, Y., Zhu, F., & Liu, L. (2016). Person–organization fit and turnover intention: Professional identity as a moderator. Social Behavior and Personality: An international journal, 44(8), 1233-1242.

Volume 44 Issue 8 | e5401 | Published: September 2016 | DOI: https://doi.org/10.2224/sbp.2016.44.8.1233

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The significance of the role of person–organization (PO) fit in forming employees’ work attitudes, such as turnover intention, has been established. We examined whether or not Chinese employees’ professional identity can be both an additional predictor of, and moderate the effect of PO fit on, turnover intention. The results of a survey that we conducted among 256 Chinese civil servants showed that employees’ professional identity and perceived PO fit each made a unique contribution to predicting their turnover intention. Moreover, the established relationship between PO fit and turnover intention was significantly stronger among people with lower professional identity than among those with higher professional identity. Theoretical and practical implications for organizational management are discussed.

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