THE EFFECT OF PERSON-JOB FIT ON TURNOVER INTENTION:THE MODERATOR ROLE OF TIPPING SATISFACTION (ACADEMIC STUDIES IN SOCIAL, HUMAN AND ADMINISTRATIVE SCIENCES)
Yazarlar (1)
Prof. Dr. Gökhan KERSE Kafkas Üniversitesi, Türkiye
| Bölüm Adı | THE EFFECT OF PERSON-JOB FIT ON TURNOVER INTENTION:THE MODERATOR ROLE OF TIPPING SATISFACTION | ||
| Kitap Adı | ACADEMIC STUDIES IN SOCIAL, HUMAN AND ADMINISTRATIVE SCIENCES | ||
| Bölüm Sayfaları | 37-49 | ||
| Kitap Türü | Kitap Bölümü | ||
| Kitap Alt Türü | Alanında uluslararası yayınlanan kitap bölümü | ||
| Kitap Niteliği | Diğer uluslararası bilimsel kitap | ||
| Kitap Dili | İngilizce | Basım Tarihi | 01-2018 |
| DOI Numarası | – | ISBN | 978-605-288-606-9 |
| Basıldığı Ülke | Türkiye | Basıldığı Şehir | Ankara |
| UAK Araştırma Alanları |
Örgütsel Davranış
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| Özet |
| INTRODUCTION Achieving and sustaining organizational success depends on employees’ having knowledge, skills and talent and using them in their work. Employees’ being able to use their knowledge, skills and abilities depends on their job requirements being compatible with their abilities, in other words, on person-job fit. Person-job fit represents the degree to which an employee is fit to work conditions and characteristics. Person-job fit refers to the fit of an employee’s personality, skill and ability for the job s/he is supposed to do (Iqbal, 2016). Many individual and organizational positive outcomes are achieved when the employee perceives the mentioned fit. As the employees’ sense of fit with work increases, their well-being (Choi et al., 2017), job satisfaction, organizational commitment (Chhabra, 2015), work engagement (Bui et al. 2017) and performance also increase (Lin et al. 2014).Another positive result emerging from employees’ perceptions of work fit is the reduction in turnover intention (Chhabra, 2015). As the reduced turnover intention will decrease actual turnover (Kaur et al., 2013), it is important for organizations. There are negative results such as financial costs, loss of productivity, loss of know-how and low morale (Ramalho Luz et al., 2018). Therefore, it is necessary to reduce turnover intention in order to avoid such costs and negative consequences for organizations. |
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