Individual, Organizational and Interactional Determinants of Employee Turnover: A longitudinal Study Testing a New Model of Voluntary Employee Turnover
Date
2013-09-20
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Abstract
The purpose of this study was to examine person-organization (P-O) fit within a longitudinal model predicting voluntary turnover. Data was collected from a sample of 477 part time employees working in a wide variety of organizations. Results indicated that indirect (P-O) fit can be used within a model of voluntary employee turnover. Indirect subjective P-O fit had a main effect on job satisfaction partially mediated by perceived fit. Job satisfaction reliably classified voluntary turnover within 12 months. The relationship between job satisfaction and voluntary turnover was partially mediated by job search behaviour. Post hoc analysis indicated that perceived fit also had a direct relationship with voluntary turnover partially mediated by job search behaviour. Further analysis showed the incremental variance accounted for in perceived fit using polynomial regression analysis as an alternative to difference scores. Strengths, limitations and suggestions for future research are discussed.
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Keywords
Industrial, Industrial, Industrial
Citation
Mayers, D. (2013). Individual, Organizational and Interactional Determinants of Employee Turnover: A longitudinal Study Testing a New Model of Voluntary Employee Turnover (Master's thesis, University of Calgary, Calgary, Canada). Retrieved from https://prism.ucalgary.ca. doi:10.11575/PRISM/26506