The Effect of Person-Environment Fit on Task Performance and Turnover Intention, and the Mediating Effect of Work Motivation in SMEs

2019 ◽  
Vol 41 (3) ◽  
pp. 23-47
Author(s):  
Juyong Lee ◽  
Seong-Kyeun Kwun
Keyword(s):  
Task Performance ◽  
Turnover Intention ◽  
Work Motivation ◽  
Mediating Effect ◽  
Person Environment Fit

scholarly journals The Role of Person-Environment Fit in Mediating The Effects of Company Culture toward Employees’ Turnover Intention in PT. Berca Hardayaperkasa

2015 ◽  
Vol 6 (3) ◽  
pp. 424
Author(s):  
Tinjung Desy Nursanti ◽  
Masruroh Masruroh ◽  
Andela Putri Maharani
Keyword(s):  
Organizational Culture ◽  
Turnover Intention ◽  
Research Method ◽  
Mediating Effect ◽  
Staff Turnover ◽  
Person Environment Fit ◽  
Company Culture ◽  
Permanent Employees ◽  
The Relationship

The purpose of this study was to investigate the mediating effect of person-environment fit on the relationship between organizational culture and staff turnover intention. Data were obtained from permanent employees who were working in unit business at PT.Berca Hardayaperkasa (n = 75). This research method is explanatory survey. This type of research is associative. The analysis used in this study is a path analysis. The results indicate that the organizational culture has a significant influence to the staff turnover intention and person-environment fit has a significant mediating influence on the relationship between organizational culture with staff turnover intention.

scholarly journals From Perfection to performance: A Moderated Mediation process

2019 ◽  
Vol 1 (2) ◽  
pp. 28-44
Author(s):  
Hira Rani Shaikh ◽  
Syed Mir Muhammed Shah ◽  
Muzafar Hussain Shah ◽  
Asif Nawaz
Keyword(s):  
Task Performance ◽  
Work Motivation ◽  
Psychological Needs ◽  
Theoretical Background ◽  
Basic Psychological Needs ◽  
Mediating Effect ◽  
Mediation Process ◽  
Proactive Behaviour ◽  
Study Results ◽  
The Impact

The Present study empirically examines the impact of perfectionist striving on active behavior and task performance. Work motivation used as a mediating mechanism and basic psychological needs employed as a moderator between perfectionist striving and workplace behaviors. It’s a moderated mediating study because of the interest of knowing the conditional nature of mediating variable. Self-determination theory has been employed as theoretical background of these relationships in order to have full and thorough understanding of the link from perfection to performance. Data were collected from 220 subordinates-supervisor matching dyads of engineers from different organizations of Pakistan using convenient sampling technique. Exploratory factor analysis and hierarchical regression used to check the direct relationships. Indirect macro used for mediating relations and process macro used for moderating relation of the study. Results supported the positive association of perfectionist striving with task performance and proactive behaviour. Furthermore, results also supported the mediating effect of work motivation. However, results could not predict the moderating role of basic psychological needs. Moreover, findings of present research bring an important implications for organizations to consider perfectionism as positive attitude because it relates to adaptive outcome and positive work behaviours such as performance.

A Review on Employee’s Voluntary Turnover: A Psychological Perspective

2020 ◽  
Vol 5 (2) ◽  
pp. 107-112
Author(s):  
Yan Zhen ◽  
Zuraina Dato Mansor
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Turnover Rate ◽  
Psychological Capital ◽  
Voluntary Turnover ◽  
Work Conditions ◽  
Jel Classification ◽  
Mediating Effect ◽  
Psychological Perspective ◽  
The Individual

Objective – High voluntary turnover rate has become the focus of most employers and scholars in related fields. Although employers have attempted to use a variety of retention strategies to retain qualified and skilled employees, the turnover rate remains high in the vast majority of industries around the world. Methodology/Technique – Past studies are concerned mostly with employees’ external demands such as salaries, fringe benefits, work conditions and less focus has been given on the importance of employees’ internal needs based on psychological capital. Therefore, there is a need to perform a study on the turnover from this perspective as it is crucial not only to retain the individual but also to ensure their contentment and satisfaction are fulfilled by their organizations. Findings – This paper undertakes a review of existing literature which specifically addresses the perspectives of individual psychology, and simultaneously explains the relationship between the two psychological factors (namely psychological capital and person-environment fit) and the turnover intention with the mediating effect of job satisfaction. Novelty – The arguments are presented to emphasize the needs to carry out this study. Type of Paper: Review. Keywords: Psychological Capital; Person-organization Fit; Job Satisfaction; Turnover Intention. Reference to this paper should be made as follows: Zhen, Y; Mansor, Z.D. 2020. A Review on Employee’s Voluntary Turnover: A Psychological Perspective, J. Mgt. Mkt. Review 5(2) 107 – 112 https://doi.org/10.35609/jmmr.2020.5.2(3) JEL Classification: M54, Z32.

Effect of empowering leadership on the turnover intention of industrial workers

2020 ◽  
Vol 48 (8) ◽  
pp. 1-11
Author(s):  
Chenhui Ouyang ◽  
Yongyue Zhu ◽  
Minyu Guo
Keyword(s):  
Turnover Intention ◽  
Design Theory ◽  
Manufacturing Industry ◽  
Management Practices ◽  
Mediating Effect ◽  
Job Crafting ◽  
Empowerment Theory ◽  
Industrial Workers ◽  
Empowering Leadership ◽  
Moderation Model

We used empowerment theory and job design theory to build a mediated moderation model to examine the relationship between empowering leadership and the turnover intention of industrial workers. Participants were 272 industrial workers in Chinese manufacturing enterprises. Results show that empowering leadership significantly reduced participants' turnover intention and that job crafting exerted a partial mediating effect on the negative correlation between empowering leadership and turnover intention. Participants' proactive personality positively moderated the effect of empowering leadership on their turnover intention, and part of the moderating effect was transmitted via job crafting. Our results have theoretical implications for related research and practical implications for human resource management practices in the manufacturing industry.

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