The Effect of Person-Organization Fit on Turnover Intentions of Employees in Steel Companies
DOI:
https://doi.org/10.54097/0e51v466Keywords:
Person-Organization Fit, Turnover Intention, Steel CompaniesAbstract
Turnover intention can be effectively used to predict the actual turnover behavior of employees (Zhang, X. et al., 2020). Employers and policymakers can provide intervention if employees’ turnover intentions can be correctly predicted, thus prevent actual turnover behavior from occurring (Matilde, L. et al.,2022). One of the main reasons employees leave their jobs is the mismatch between the individual and the organization. Kristof defined person-organization fit as compatibility between an individual and an organization that includes congruence and complementarity, where congruence is a consistent match between the individual and the organization's characteristics, and complementarity includes demand-supply fit and demand-ability fit (Kristof-Brown, A. et al., 2023). Study shows that individual-organizational fit is negatively associated with employees' willingness to leave (Kakar et al.,2019; Bernardo, A. L. et al., 2023). However, further research is necessary to confirm whether the finding is valid for different companies and to what extent is the effect, if there is. A study on the steel industry, having a big labor force may be considered as focus of the study.
Downloads
References
Abdalla, A., Elsetouhi, A, Nagm, A-E & Abdou, Hussein. (2018). Perceived person-organization fit and turnover intention in medical centers: The mediating roles of person-group fit and person-job fit perceptions. Personnel Review, 47 (4),863-881.
Aman-Ullah, A., Aziz, A., & Ibrahim, H. (2020). A Systematic Review of Employee Retention: What’s Next in Pakistan? Journal of Contemporary Issues and Thought, 10, 36–45.
Ardyputri, A. F. & Ariyanto, E. (2023). The Effect of Job Stress, Job Satisfaction and Organizational Commitment on Employee Turnover Intention of PT. Aplus Pacific Jakarta. European Journal of Business and Management Research, 8(2), 238–243.
Ariawan, J., Budi Akhmad Tarigan, Ainil Mardiah, Febri Sari Siahaan, & La Mema Parandy. (2023). Analysis of The Influence of Burnout, Job Satisfaction and Organizational Commitment on Turnover Intention of Electronic Manufacturer Employees in Indonesia. JEMSI (Jurnal Ekonomi, Manajemen, Dan Akuntansi), 9(5), 2016–2020.
Berisha, G. & Lajçi,R.(2020).Fit to Last? Investigating How Person-Job Fit and Person-Organization Fit Affect Turnover Intention in the Retail Context.Organizations and Markets in Emerging Economies, 11(2), 407-428.
Bernardo, A. L., Lacap, J. P., Talon, C., Bolante, P., Aumentado, Z. J., Capalao, M. W. ., Llado, M. C. E. ., & Dubrea, E. M. (2023). The Mediating Role of Employee Engagement on the Link Between Person-Organization Fit and Turnover Intention: Evidence from Business Process Outsourcing Companies in the Philippines. Journal of Entrepreneurship and Business, 11(2), 69–94.
Bharadwaj, S. (2023). Influence of training and development interventions on employee retention – an employer brand-based agenda. LBS Journal of Management & Research, 21(2), 157-170.
Chang, H. T., Liao, S. C., Miao, M. C., Huang, X. H. & Hsu, H. M. (2019). The effects of person-organization, person-group, person-job and person-supervisor fit on retention tendency. Journal of Administrative and Business Studies, 110-123.
Chun Yu Lin, Chung Kai Huang, Hung Xin Li, Tai Wei Chang & Yu Chia Hsu.(2022).Will They Stay or Leave? Interplay of Organizational Learning Culture and Workplace Mindfulness on Job Satisfaction and Turnover Intentions.Public Personnel Management, 51 (1), 24-47.
Cowan, R.L., Clayton, E., & Bochantin, J. (2021). Human Resources as an Important Actor in Workplace Bullying Situations: Where We Have Been and Where We Should Go. In: D'Cruz, P., et al. Pathways of Job-related Negative Behaviour. Handbooks of Workplace Bullying, Emotional Abuse and Harassment, vol 2. Springer, Singapore.
Dewi, R. S., & Nurhayati, M. (2021). The Effect of Career Development on Turnover Intention with Job Satisfaction and Organizational Commitment as Mediators, Study at PT Control Systems Arena Para Nusa. European Journal of Business and Management Research, 6(4), 11–18.
Dodanwala, T.C. & Santoso, D.S. (2022).The mediating role of job stress on the relationship between job satisfaction facets and turnover intention of the construction professionals. Engineering, Construction and Architectural Management, 29 (4), 1777-1796.
Dong,H.C.(2021).Research on Optimization of Person-Job Matching in TS Company. [Unpublished master dissertation]. Yangzhou University.
Esthi, R. B. & Panjaitan, S. (2023). The Effect of Work-Life Balance on Turnover Intention Mediated by Burnout. ProBisnis : Jurnal Manajemen, 14(1), 29–34.
Gu,H.,Alexandra Fernandes&Ding Y.W.(2024). Professional Training on the Propensity of R&D Personnel to Leave Their Jobs in Science and Technology SMEs. Impact Study--Work Embeddedness as a Mediating Variable,Journal of Xihua University (Philosophy & Social Sciences),43 (2),64-87.
Guoqiang Li & Zhiyuan Li (2021). The Fitting Strategy of Inter-school Exchange Between Urban and Rural Teachers: An Investigation Based on Person-Organization Fit. Journal of East China Normal University(Educational Sciences), 39(4): 83-95.
Guzeller, C.O. & Celiker, N. (2020).Examining the relationship between organizational commitment and turnover intention via a meta-analysis.International Journal of Culture, Tourism and Hospitality Research, 14(1), 102-120.
Hikmah Perkasa, D., Ryani Dhyan Parashakti, Dinar Nur Affini, Nur Endah Retno Wuryandari, & Leli Deswindi. (2023). Analysis of Factors Influencing Turnover Intention of Go Online’s Employees. Dinasti International Journal of Education Management And Social Science, 4(3), 362–373.
Jin, M.H., McDonald, B. & Park, J. (2018). Person–organization fit and turnover intention: Exploring the mediating role of employee followership and job satisfaction through conservation of resources theory. Review of Public Personnel Administration, 38(2).167–192.
Junaedi, M. & Wulani, F. (2021), The moderating effect of person–organization fit on the relationship between job stress and deviant behaviors of frontline employees. International Journal of Workplace Health Management, 14 (5), 492-505.
Kakar,A.S.,Rauza,D.,Raziq,A.,Akhtar,T.&Mohammad,N.(2023). Person-organization fit and turnover intention: The mediating role of need-supply fit and demand-ability fit. Global Business and Organizational Excellence, 43(1) ,72-89.
Kakar, A.S., Saufi, R.A. & Mansor, N.N.A. (2019). Person–organization fit and job opportunities matter in HRM practices-turnover intention relationship: A moderated mediation model. Amazonia Investigate, 8(20), 155–165.
Kin Fai Ellick Wong & Cecilia Cheng. (2020).The Turnover Intention–Behaviour Link: A Culture-Moderated Meta-Analysis. Journal of Management Studies,57(6),1174-1216.
Kooij, D.T. & Boon, C. (2018). Perceptions of HR practices, person–organization fit, and affective commitment: The moderating role of career stage. Human Resource Management Journal,28(1), 61–75.
Kristof-Brown, A., Schneider, B., & Su, R. (2023). Person-organization fit theory and research: Conundrums, conclusions, and calls to action. Personnel Psychology, 76, 375–412.
Kusaeni, N. (2023). Pengaruh Person Organization Fit Terhadap Kinerja Pegawai Dengan Mediasi Organizational Citizenship Behavior (Studi Pada Dindukcapil Demak). Innovation, Theory & Practice Management Journal, 2(1), 59–71.
Matilde,L., Jose,M. A. & Salvatore,R.(2022).Predicting and explaining employee turnover intention. International Journal of Data Science and Analytics, 14, 279–292.
Mohyi,A.(2021).The Effect of Job Satisfaction on Turnover Intention Through Organizational Commitment as a Mediation.Asia Pacific Journal of Management and Education (APJME), 4(3), 62-75.
Maloba, M.N., & Pillay-Naidoo, Daphne. (2022). Person-organization fit, job satisfaction and intention to leave in the South African social development sector. South African Journal of Economic and Management Sciences, 25(1), 1-11.
Mulang, H. (2022). Analysis of The Effect of Organizational Justice, Worklife Balance on Employee Engagement and Turnover Intention. Golden Ratio of Human Resource Management, 2(2), 86 - 97.
Muzhou Li & Sixin Zeng (2024).Research on the Adaptability Model of Senior High School Teachers under the Background of New College Entrance Examination: From the Perspective of Personal-environmental Fit Theory. Journal of East China Normal University(Educational Sciences), 42(3), 26-37.
Ngo-Henha, P.E. (2018). A review of existing turnover intention theories. International Journal of Economics and Management Engineering, 11(11), 2760–2767.
Park, S., Oh, S., & Lee, Y. (2018). The relationships between person-organization value fit and employee attitudes in a Korean government sector. The International Journal of Human Resource Management, 31(16), 2089–2114.
Pattnaik, L.,Mishra,S.& Tripathy,S.K. (2023).Perceived Organizational Support and Organizational Commitment: Moderating Role of Person–Organization Fit. Global Business Review, 24(5), 902-915.
Pawestri, D. A., & Dewi, Y. E. P. (2023). Pengaruh personorganization fit dan kepuasan kerja terhadap turnover intention dengan budaya organisasi sebagai variabel mediasi. Jurnal Samudra Ekonomi dan Bisnis, 14(1), 177-187.
Pratama,N.E.,Suwarni,E.&Handayani,A.M.(2022). The Effect of Job Satisfaction And Organizational Commitment on Turnover Intention With Person Organization Fit As Moderator Variable. Aptisi Transactions on Management (ATM), 6(1), 74-81.
Qu, W. (2020). Study on the causes and counter measures for management and technical talent drain in DL Iron and Steel Limited Company. [Unpublished master dissertation]. Hebei University of Technology.
Rifqi, M.F. & Ningsih, L.S.R.(2022). Pengaruh Person Organization Fit dan Person Job Fit Terhadap Kinerja Karyawan Pada Kopontren MBS Water Suci Manyar Gresik. BIMA: Journal of Business and Innovation Management, 4(2), 209–222.
Rostiana,R.(2017).The Quality of Work Life Influence to Turnover Intention With Person Organization Fit and Organizational Commitment as Mediators. Journal of Economics and Management, 11 (S1): 45–57.
Setyanto, S. H.& Hermawan. (2018). Analysis of the effect of job stress to turnover intention among employees of Hotel X Surabaya. Jurnal Hospitality Dan Manajemen Jasa, 6(2015), 245–254.
Shah, S., & Ayub, M. (2021). The Impact of Person-Job fit, Person-Organization fit on Job Satistfication. Journal of Entrepreneurship, Management and Innovation, 57-76.
Utami,A.F.,Nur Suci,R.P.&Shakira, A. (2023). Unveiling Employee Turnover Phenomena in South East Asia’s Largest Population. Jurnal Manajemen Indonesia, 23(3), 265 - 276.
Xiong,B., Wu,X. &Sui,Q. (2023). The impact of transformational leadership on the turnover intention of the new generation of knowledgeable employees: A moderated mediation model. Front. Psychol. 13:1090987. doi:10. 3389/ fpsyg. 2022.1090987.
Yeon Hee Kim, Sooll Shin, Hye-Kyung Kim, Myunghee Jun, Michael Wreen.(2023). Organization Commitment: Impact of Job Environment, Job Satisfaction, and Person-Organization Fit. Advanced Practice Nurses,17(2), 91-101.
Zang,L. & Chen,Y. (2022) Relationship Between Person-Organization Fit and Teacher Burnout in Kindergarten: The Mediating Role of Job Satisfaction. Front. Psychiatry, 13: 948934.
Zhang,X., Bian,L., Bai X., Kong,D., Liu L., Chen,Q. &Li,N.(2020). The influence of job satisfaction, resilience and work engagement on turnover intention among village doctors in China: a cross-sectional study. BMC Health Serv Res,20,1–11.
Zhang,Y. (2023). Research on influence factors of turnover of front-line employees in GT factory. [Unpublished master dissertation]. Guangdong University of Finance and Economics.Guzeller, C.O. & Celiker, N. (2020).Examining the.
Downloads
Published
Issue
Section
License
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.