Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model
Keywords:
Intention to leave; Turnover intention; Person-organization fit; Perceived human resource management practices; and Job opportunities.
Abstract
This study aims to develop and test a moderated-mediation model with the person-organisation fit as a mediator in the relations between human resource management (HRM) practices and intention to leave, and job opportunities as a moderator of the indirect link between HRM practices and the intention to leave via person-organisation fit. Data were collected from 250 faculty members of Higher Education Institutions (HEIs) in Pakistan. Hypotheses are tested through partial least squares structural equation modelling and PROCESS macro. The results showed that the relations between HRM practices and intention to leave was partially mediated by person-organization fit. The results also revealed that job opportunities not only moderated the direct relations between person-organisation fit and intention to quit but also moderated the mediated indirect relationship between HRM practices and intention to leave via person organisation fit thus providing evidence of moderated-mediation. This paper is the first of its kind to examine moderated-mediation among HRM practices, person-organisation fit and intention to leave the job.
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References
Alfes, K., Shantz, A. and Truss, C. (2012) ‘The link between perceived HRM practices, performance and well-being: The moderating effect of trust in the employer’, Human Resource Management Journal, 22(4), pp. 409–427.
Andela, M. and van der Doef, M. (2018) ‘A Comprehensive Assessment of the Person–Environment Fit Dimensions and Their Relationships With Work-Related Outcomes’, Journal of Career Development, pp. 1–16.
Badger Darrow, J. and Behrend, T. S. (2017) ‘Person-environment fit is a formative construct’, Journal of Vocational Behavior. Elsevier Inc, 103, pp. 117–131.
Bagozzi, R. P. and Yi, Y. (1988) ‘On the evaluation of structural equation models’, Journal of the Academy of Marketing Science, 16(1), pp. 74–94.
Banks, G. C. and Kepes, S. (2015) ‘The influence of internal HRM activity fit on the dynamics within the “black box”’, Human Resource Management Review, 25(4), pp. 352–367.
Becker, J. M., Klein, K. and Wetzels, M. (2012) ‘Hierarchical Latent Variable Models in PLS-SEM: Guidelines for Using Reflective-Formative Type Models’, Long Range Planning. Elsevier Ltd, 45(5–6), pp. 359–394.
Berntson, E., Näswall, K. and Sverke, M. (2010) ‘The moderating role of employability in the association between job insecurity and exit, voice, loyalty and neglect’, Economic and Industrial Democracy, 31(2), pp. 215–230.
Blau, P. M. (1964) ‘Justice in Social Exchange’, Sociological Inquiry, 34(2), pp. 193–206.
Boon, C. et al. (2011) ‘The relationship between perceptions of HR practices and employee outcomes: Examining the role of person–organisation and person–job fit’, The International Journal of Human Resource Management, 22(1), pp. 138–162.
Boon, C. et al. (2014) ‘Perceived human resource management practices: Their effect on employee absenteeism and time allocation at work’, Journal of Personnel Psychology, 13(1 A), pp. 21–33.
Bowen, D. E. and Ostroff, C. (2004) ‘Understanding HRM-firm performance linkages: The role of the “strength” of the HRM system’, Academy of Management Review, 29(2), pp. 203–221.
Cable, D. M. and DeRue, D. S. (2002) ‘The convergent and discriminant validity of subjective fit perceptions.’, The Journal of Applied Psychology, 87(5), pp. 875–884.
Cennamo, L. and Gardner, D. (2011) ‘Generational differences in work values, outcomes and person-organisation values fit’, IEEE Engineering Management Review, 39(2), pp. 24–36.
Chhabra, B. (2016) ‘Work role stressors and employee outcomes: Investigating the moderating role of subjective person-organization and person-job fit perceptions in Indian organizations’, International Journal of Organizational Analysis, 24(3), pp. 390–414.
Chin, W. W. (2010) Handbook of Partial Least Squares. doi: 10.1007/978-3-540-32827-8.
Daly, C. J. and Dee, J. R. (2006) ‘Greener Pastures: Faculty Turnover Intent in Urban Public Universities’, The Journal of Higher Education, 77(5), pp. 776–803.
Dess, G. G. and Shaw, J. D. (2001) ‘Voluntary Turnover, Social Capital, and Organizational Performance’, Academy of Management Review, pp. 446–456.
Farndale, E. and Sanders, K. (2017) ‘Conceptualizing HRM system strength through a cross-cultural lens’, International Journal of Human Resource Management. Routledge, 28(1), pp. 132–148.
Farouk, S. et al. (2016) ‘HRM practices and organizational performance in the UAE banking sector: The mediating role of organizational innovation’, International Journal of Productivity and Performance Management, 65(6), pp. 773–791.
Fornell, C. and Larcker, D. F. (1981) ‘Evaluating Structural Equation Models with Unobservable Variables and Measurement Error’, Journal of Marketing Research, 18(1), p. 39.
Gouldner, A. W. (1960) ‘The norm of reciprocity: A preliminary statement’, American sociological review. JSTOR, pp. 161–178.
Grobler, A. and Rensburg, M. J. van (2018) ‘Organisational climate, person–organisation fit and turn over intention: a generational perspective within a South African Higher Education Institution’, Studies in Higher Education, pp. 1–13.
Hair, J. F. et al. (2017) A primer on partial least squares structural equation modeling (PLS-SEM).
Hair, J. F., Ringle, C. M. and Sarstedt, M. (2011) ‘PLS-SEM: Indeed a Silver Bullet’, The Journal of Marketing Theory and Practice, 19(2), pp. 139–152.
Henseler, J., Ringle, C. M. and Sinkovics, R. R. (2009) ‘The use of partial least squares path modeling in international marketing’, Advances in International Marketing, 20(2009), pp. 277–319.
Jiang, K., Hu, J. I. A. and Liu, S. (2017) ‘Understanding Employees’ Perceptions of Human Resource Practices: Effects of Demographic Dissimilarity To Managers And Coworkers’, Human Resource Management, 56(1), pp. 69–91..
Kakar, A. S., Saufi, R. A. and Singh, H. (2018) ‘Understanding linkage between human resource management practices and intention to leave: a moderated-mediation conceptual model’, in Proceedings of the 2018 International Conference on Information Management & Management Science. ACM, pp. 114–118.
Kerstin Alfes, Catherine truss, Emma c. Soane, Chris Rees, and M. G. (2013) ‘The Relationship between Line Manager Behavior, Perceived HRM Practices, and Individual Performance: Examining The Mediating Role Of Engagement’, Human Resource Management, 52(6), pp. 839–859.
Kilroy, S. et al. (2016) ‘Perceptions of High involvement Work Practices, Person-Organization Fit, and Burnout: A Time-Lagged Study Of Health Care Employees’, Human Resource Management, 44(5), pp. 1–5.
Kooij, D. T. A. M. and Boon, C. (2018) ‘Perceptions of HR practices, person–organisation fit, and affective commitment: The moderating role of career stage’, Human Resource Management Journal, 28(1), pp. 61–75.
Kristof-brown, A. M. Y. L., Zimmerman, R. D. and Johnson, E. C. (2005) ‘Consequences of Individuals ’ Fit At Work : a Meta-Analysis of Person – Job , Person – Organization , Person – Group , and Person – Supervisor Fit’, Personnel Psychology, 58(2), pp. 281–342.
Kristof, A. L. (1996) ‘Person-Organization Fit: an Integrative Review of Its Conceptualizations, Measurement, and Implications’, Personnel Psychology, 49(1), pp. 1–49.
Li, X. et al. (2015) ‘Human resource practices and firm performance in China: The moderating roles of regional human capital quality and firm innovation strategy’, Management and Organization Review, 11(2), pp. 237–261.
MacKenzie, S. B., Podsakoff, P. M. and Jarvis, C. B. (2005) ‘The problem of measurement model misspecification in behavioral and organizational research and some recommended solutions’, Journal of Applied Psychology, 90(4), pp. 710–730.
Nelissen, J., Forrier, A. and Verbruggen, M. (2017) ‘Employee development and voluntary turnover: testing the employability paradox’, Human Resource Management Journal, 27(1), pp. 152–168.
Nishii, L. H. and Wright, P. M. (2008) ‘Variability Within Organizations : Implications for Strategic Human Resource Management’, in The people make the place: Dynamic linkages between individuals and organizations. D. B. S. Routledge, pp. 225–248.
O’Reilly, C. A., Chatman, J. and Caldwell, D. F. (1991) ‘People and organizational culture: A profile comparison approach to assessing person-fit’, Academy of Management Journal, 34(4), pp. 487–516.
Piasentin, K. A. and Chapman, D. S. (2006) ‘Subjective person-organization fit: Bridging the gap between conceptualization and measurement’, Journal of Vocational Behavior, 69(2), pp. 202–221.
Podsakoff, P. M., MacKenzie, S. B. and Podsakoff, N. P. (2012) ‘Sources of Method Bias in Social Science Research and Recommendations on How to Control It’, Annual Review of Psychology, 63(1), pp. 539–569.
Preacher, K. J., Rucker, D. D. and Hayes, A. F. (2007) ‘Addressing moderated mediation hypotheses: Theory, methods, and prescriptions’, Multivariate Behavioral Research, 42(1), pp. 185–227.
Presbitero, A., Roxas, B. and Chadee, D. (2015) ‘Looking beyond HRM practices in enhancing employee retention in BPOs: focus on employee–organisation value fit’, The International Journal of Human Resource Management, (May 2015), pp. 1–18.
Price, J. L. and Mueller, C. W. (1981) ‘Causal Model of Turnover for Nurses’, Academy of Management, 24(3), pp. 543–565.
Richter, N. F. et al. (2016) ‘A critical look at the use of SEM in international business research’, International Marketing Review, 33(3), pp. 376–404.
Rubenstein, A. L. et al. (2018) ‘Surveying the forest: A meta-analysis, moderator investigation, and future-oriented discussion of the antecedents of voluntary employee turnover’, Personnel Psychology, 71(1), pp. 23–65.
Ryan, J. F., Healy, R. and Sullivan, J. (2012) ‘Oh, won’t you stay? Predictors of faculty intent to leave a public research university’, Higher Education. Springer, 63(4), pp. 421–437.
Samad, A. and Saufi, R. A. (2017) ‘A Comparative Review of Turnover Models and Recent Trends in Turnover Literature’, Journal of Management and Marketing Review, 2(4), pp. 27–35.
Schneider, B. (1987) ‘The People Make the Place 58’, Personnel Psychology, 40(3), pp. 437–453.
Sousa-Poza, A. and Henneberger, F. (2004) ‘Analyzing Job Mobility with Job Turnover Intentions: An International Comparative Study’, Journal of Economic Issues, 38(1), pp. 113–137.
Vogel, R. M. and Feldman, D. C. (2009) ‘Integrating the levels of person-environment fit: The roles of vocational fit and group fit’, Journal of Vocational Behavior. Elsevier Inc., 75(1), pp. 68–81.
Weiler, W. C. (1985) ‘Why do faculty members leave a university?’, Research in Higher Education, 23(3), pp. 270–278.
Wheeler, A. R. et al. (2007) ‘When person-organization (mis) fit and (dis) satisfaction lead to turnover: The moderating role of perceived job mobility’, Journal of Managerial Psychology, 22(2), pp. 203–219.
Williams, L. J., Vandenberg, R. J. and Edwards, J. R. (2009) ‘Structural Equation Modeling in Management Research: A Guide for Improved Analysis’, The Academy of Management Annals, 3(1), pp. 543–604.
Wright, P. M., Smart, D. L. and McMahan, G. C. (1995) ‘Matches between human resources and strategy among NCAA basketball teams’, Academy of Management journal. Academy of Management Briarcliff Manor, NY 10510, 38(4), pp. 1052–1074.
Xu, Y. J. (2008) ‘Faculty turnover: Discipline-specific attention is warranted’, Research in Higher Education, 49(1), pp. 40–61.
Yu, K. Y. T. (2016) ‘Inter-Relationships among Different Types of Person-Environment Fit and Job Satisfaction’, Applied Psychology, 65(1), pp. 38–65.
Andela, M. and van der Doef, M. (2018) ‘A Comprehensive Assessment of the Person–Environment Fit Dimensions and Their Relationships With Work-Related Outcomes’, Journal of Career Development, pp. 1–16.
Badger Darrow, J. and Behrend, T. S. (2017) ‘Person-environment fit is a formative construct’, Journal of Vocational Behavior. Elsevier Inc, 103, pp. 117–131.
Bagozzi, R. P. and Yi, Y. (1988) ‘On the evaluation of structural equation models’, Journal of the Academy of Marketing Science, 16(1), pp. 74–94.
Banks, G. C. and Kepes, S. (2015) ‘The influence of internal HRM activity fit on the dynamics within the “black box”’, Human Resource Management Review, 25(4), pp. 352–367.
Becker, J. M., Klein, K. and Wetzels, M. (2012) ‘Hierarchical Latent Variable Models in PLS-SEM: Guidelines for Using Reflective-Formative Type Models’, Long Range Planning. Elsevier Ltd, 45(5–6), pp. 359–394.
Berntson, E., Näswall, K. and Sverke, M. (2010) ‘The moderating role of employability in the association between job insecurity and exit, voice, loyalty and neglect’, Economic and Industrial Democracy, 31(2), pp. 215–230.
Blau, P. M. (1964) ‘Justice in Social Exchange’, Sociological Inquiry, 34(2), pp. 193–206.
Boon, C. et al. (2011) ‘The relationship between perceptions of HR practices and employee outcomes: Examining the role of person–organisation and person–job fit’, The International Journal of Human Resource Management, 22(1), pp. 138–162.
Boon, C. et al. (2014) ‘Perceived human resource management practices: Their effect on employee absenteeism and time allocation at work’, Journal of Personnel Psychology, 13(1 A), pp. 21–33.
Bowen, D. E. and Ostroff, C. (2004) ‘Understanding HRM-firm performance linkages: The role of the “strength” of the HRM system’, Academy of Management Review, 29(2), pp. 203–221.
Cable, D. M. and DeRue, D. S. (2002) ‘The convergent and discriminant validity of subjective fit perceptions.’, The Journal of Applied Psychology, 87(5), pp. 875–884.
Cennamo, L. and Gardner, D. (2011) ‘Generational differences in work values, outcomes and person-organisation values fit’, IEEE Engineering Management Review, 39(2), pp. 24–36.
Chhabra, B. (2016) ‘Work role stressors and employee outcomes: Investigating the moderating role of subjective person-organization and person-job fit perceptions in Indian organizations’, International Journal of Organizational Analysis, 24(3), pp. 390–414.
Chin, W. W. (2010) Handbook of Partial Least Squares. doi: 10.1007/978-3-540-32827-8.
Daly, C. J. and Dee, J. R. (2006) ‘Greener Pastures: Faculty Turnover Intent in Urban Public Universities’, The Journal of Higher Education, 77(5), pp. 776–803.
Dess, G. G. and Shaw, J. D. (2001) ‘Voluntary Turnover, Social Capital, and Organizational Performance’, Academy of Management Review, pp. 446–456.
Farndale, E. and Sanders, K. (2017) ‘Conceptualizing HRM system strength through a cross-cultural lens’, International Journal of Human Resource Management. Routledge, 28(1), pp. 132–148.
Farouk, S. et al. (2016) ‘HRM practices and organizational performance in the UAE banking sector: The mediating role of organizational innovation’, International Journal of Productivity and Performance Management, 65(6), pp. 773–791.
Fornell, C. and Larcker, D. F. (1981) ‘Evaluating Structural Equation Models with Unobservable Variables and Measurement Error’, Journal of Marketing Research, 18(1), p. 39.
Gouldner, A. W. (1960) ‘The norm of reciprocity: A preliminary statement’, American sociological review. JSTOR, pp. 161–178.
Grobler, A. and Rensburg, M. J. van (2018) ‘Organisational climate, person–organisation fit and turn over intention: a generational perspective within a South African Higher Education Institution’, Studies in Higher Education, pp. 1–13.
Hair, J. F. et al. (2017) A primer on partial least squares structural equation modeling (PLS-SEM).
Hair, J. F., Ringle, C. M. and Sarstedt, M. (2011) ‘PLS-SEM: Indeed a Silver Bullet’, The Journal of Marketing Theory and Practice, 19(2), pp. 139–152.
Henseler, J., Ringle, C. M. and Sinkovics, R. R. (2009) ‘The use of partial least squares path modeling in international marketing’, Advances in International Marketing, 20(2009), pp. 277–319.
Jiang, K., Hu, J. I. A. and Liu, S. (2017) ‘Understanding Employees’ Perceptions of Human Resource Practices: Effects of Demographic Dissimilarity To Managers And Coworkers’, Human Resource Management, 56(1), pp. 69–91..
Kakar, A. S., Saufi, R. A. and Singh, H. (2018) ‘Understanding linkage between human resource management practices and intention to leave: a moderated-mediation conceptual model’, in Proceedings of the 2018 International Conference on Information Management & Management Science. ACM, pp. 114–118.
Kerstin Alfes, Catherine truss, Emma c. Soane, Chris Rees, and M. G. (2013) ‘The Relationship between Line Manager Behavior, Perceived HRM Practices, and Individual Performance: Examining The Mediating Role Of Engagement’, Human Resource Management, 52(6), pp. 839–859.
Kilroy, S. et al. (2016) ‘Perceptions of High involvement Work Practices, Person-Organization Fit, and Burnout: A Time-Lagged Study Of Health Care Employees’, Human Resource Management, 44(5), pp. 1–5.
Kooij, D. T. A. M. and Boon, C. (2018) ‘Perceptions of HR practices, person–organisation fit, and affective commitment: The moderating role of career stage’, Human Resource Management Journal, 28(1), pp. 61–75.
Kristof-brown, A. M. Y. L., Zimmerman, R. D. and Johnson, E. C. (2005) ‘Consequences of Individuals ’ Fit At Work : a Meta-Analysis of Person – Job , Person – Organization , Person – Group , and Person – Supervisor Fit’, Personnel Psychology, 58(2), pp. 281–342.
Kristof, A. L. (1996) ‘Person-Organization Fit: an Integrative Review of Its Conceptualizations, Measurement, and Implications’, Personnel Psychology, 49(1), pp. 1–49.
Li, X. et al. (2015) ‘Human resource practices and firm performance in China: The moderating roles of regional human capital quality and firm innovation strategy’, Management and Organization Review, 11(2), pp. 237–261.
MacKenzie, S. B., Podsakoff, P. M. and Jarvis, C. B. (2005) ‘The problem of measurement model misspecification in behavioral and organizational research and some recommended solutions’, Journal of Applied Psychology, 90(4), pp. 710–730.
Nelissen, J., Forrier, A. and Verbruggen, M. (2017) ‘Employee development and voluntary turnover: testing the employability paradox’, Human Resource Management Journal, 27(1), pp. 152–168.
Nishii, L. H. and Wright, P. M. (2008) ‘Variability Within Organizations : Implications for Strategic Human Resource Management’, in The people make the place: Dynamic linkages between individuals and organizations. D. B. S. Routledge, pp. 225–248.
O’Reilly, C. A., Chatman, J. and Caldwell, D. F. (1991) ‘People and organizational culture: A profile comparison approach to assessing person-fit’, Academy of Management Journal, 34(4), pp. 487–516.
Piasentin, K. A. and Chapman, D. S. (2006) ‘Subjective person-organization fit: Bridging the gap between conceptualization and measurement’, Journal of Vocational Behavior, 69(2), pp. 202–221.
Podsakoff, P. M., MacKenzie, S. B. and Podsakoff, N. P. (2012) ‘Sources of Method Bias in Social Science Research and Recommendations on How to Control It’, Annual Review of Psychology, 63(1), pp. 539–569.
Preacher, K. J., Rucker, D. D. and Hayes, A. F. (2007) ‘Addressing moderated mediation hypotheses: Theory, methods, and prescriptions’, Multivariate Behavioral Research, 42(1), pp. 185–227.
Presbitero, A., Roxas, B. and Chadee, D. (2015) ‘Looking beyond HRM practices in enhancing employee retention in BPOs: focus on employee–organisation value fit’, The International Journal of Human Resource Management, (May 2015), pp. 1–18.
Price, J. L. and Mueller, C. W. (1981) ‘Causal Model of Turnover for Nurses’, Academy of Management, 24(3), pp. 543–565.
Richter, N. F. et al. (2016) ‘A critical look at the use of SEM in international business research’, International Marketing Review, 33(3), pp. 376–404.
Rubenstein, A. L. et al. (2018) ‘Surveying the forest: A meta-analysis, moderator investigation, and future-oriented discussion of the antecedents of voluntary employee turnover’, Personnel Psychology, 71(1), pp. 23–65.
Ryan, J. F., Healy, R. and Sullivan, J. (2012) ‘Oh, won’t you stay? Predictors of faculty intent to leave a public research university’, Higher Education. Springer, 63(4), pp. 421–437.
Samad, A. and Saufi, R. A. (2017) ‘A Comparative Review of Turnover Models and Recent Trends in Turnover Literature’, Journal of Management and Marketing Review, 2(4), pp. 27–35.
Schneider, B. (1987) ‘The People Make the Place 58’, Personnel Psychology, 40(3), pp. 437–453.
Sousa-Poza, A. and Henneberger, F. (2004) ‘Analyzing Job Mobility with Job Turnover Intentions: An International Comparative Study’, Journal of Economic Issues, 38(1), pp. 113–137.
Vogel, R. M. and Feldman, D. C. (2009) ‘Integrating the levels of person-environment fit: The roles of vocational fit and group fit’, Journal of Vocational Behavior. Elsevier Inc., 75(1), pp. 68–81.
Weiler, W. C. (1985) ‘Why do faculty members leave a university?’, Research in Higher Education, 23(3), pp. 270–278.
Wheeler, A. R. et al. (2007) ‘When person-organization (mis) fit and (dis) satisfaction lead to turnover: The moderating role of perceived job mobility’, Journal of Managerial Psychology, 22(2), pp. 203–219.
Williams, L. J., Vandenberg, R. J. and Edwards, J. R. (2009) ‘Structural Equation Modeling in Management Research: A Guide for Improved Analysis’, The Academy of Management Annals, 3(1), pp. 543–604.
Wright, P. M., Smart, D. L. and McMahan, G. C. (1995) ‘Matches between human resources and strategy among NCAA basketball teams’, Academy of Management journal. Academy of Management Briarcliff Manor, NY 10510, 38(4), pp. 1052–1074.
Xu, Y. J. (2008) ‘Faculty turnover: Discipline-specific attention is warranted’, Research in Higher Education, 49(1), pp. 40–61.
Yu, K. Y. T. (2016) ‘Inter-Relationships among Different Types of Person-Environment Fit and Job Satisfaction’, Applied Psychology, 65(1), pp. 38–65.
Published
2019-06-25
How to Cite
Kakar, A., Saufi, R., & Mansor, N. (2019). Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model. Amazonia Investiga, 8(20), 155-165. Retrieved from https://amazoniainvestiga.info/index.php/amazonia/article/view/75
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