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Employee Turnover and Fit Factors

There are two types of employee turnover: involuntary, where firms terminate employees, and voluntary, where employees choose to leave their organization. Voluntary turnover is related to turnover intention, which is the willingness of an employee to permanently leave their organization. Studies have shown that poor person-job fit, where an employee's skills do not match their job requirements, has a significant negative relationship with turnover intention. Additionally, poor person-organization fit, where an employee's values do not align with their employer, is meaningfully related to increased employee turnover. Both types of poor fit have been found to reduce job satisfaction and increase the likelihood of employees leaving their roles.

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52 views1 page

Employee Turnover and Fit Factors

There are two types of employee turnover: involuntary, where firms terminate employees, and voluntary, where employees choose to leave their organization. Voluntary turnover is related to turnover intention, which is the willingness of an employee to permanently leave their organization. Studies have shown that poor person-job fit, where an employee's skills do not match their job requirements, has a significant negative relationship with turnover intention. Additionally, poor person-organization fit, where an employee's values do not align with their employer, is meaningfully related to increased employee turnover. Both types of poor fit have been found to reduce job satisfaction and increase the likelihood of employees leaving their roles.

Uploaded by

Sameer Faisal
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd

(Ali Memon, Salleh et al.

2014)

According to research, there are two types of employee turnover, Involuntary turnover (firms
getting rid of their employees) and, voluntary turnover (employees leaving the organization).
The latter relates to turnover intension, which is an individual’s willingness to voluntarily and
permanently withdraw from an organization. Turnover intension has evidently been noted as
the most immediate and most accurate construct to predict actual turnover (Breuklen, Vlist, &
Steensma, 2004; Mobley, 1977, 1982).

Studies show that the P-J fit has a significant negative relationship with turnover intention
among employees. Past studies (e.g., Edwards, 1991; Kristof-Brown, 1996) have conceptualized
two basic assumptions of P-J fit: demand abilities fit and need-supplies fit. In the former, the
employee’s knowledge, skills and abilities match with what their job and task require, while the
latter happens when the employee’s needs, desires, or preferences are met by the jobs that
they perform (Kirstof-Brown et al., 2005, p. 285). The subjective assessment of both of these
aspects of the P-J fit contributes to predicting employees’ work-related attitudes and
behaviours. The P-J fit has consistently been reported as an essential predictor of positive
work-related attitudes such as job satisfaction, quality of work life, and positive adjustment
in new organizations. Therefore, this confirms that the P-J fit is significantly related to several
work-related attitudes and behaviours, particularly employee turnover.

With regard to P-O fit, numerous studies have indicated that fit between individual and
organization generates positive outcomes for both the employee and employer (e.g., Kristof-
Brown, 1996; Kristof-Brown et al., 2005). For example, with regard to voluntary turnover,
several meta-analyses (e.g., Hoffman & Woehr, 2006; Kristof-Brown et al., 2005; Verquer,
Beehr, & Wagner, 2003) found statistical evidences that compared to those who were
perceived to be less fit, individuals who fit with their workplaces tended to stay longer and
were less intent on leaving their organization. Thus, this proves that employee turnover is
meaningfully related to P-O fit.

Ali Memon, M., et al. (2014). "Linking Person-Job Fit, Person-Organization Fit, Employee Engagement
and Turnover Intention: A Three-Step Conceptual Model." Asian Social Science 11(2).

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