Relationship between Person–Environment Fit Types and Turnover Intention: A Moderated Mediation Model
Articles
Gökhan Kerse
Kafkas University, Turkey
https://orcid.org/0000-0002-1565-9110
Daimi Koçak
Erzincan Binali Yıldırım University, Turkey
https://orcid.org/0000-0001-9099-2055
Mustafa Babadağ
Mugla Sitki Kocman University, Turkey
https://orcid.org/0000-0002-0198-7105
Published 2022-12-22
https://doi.org/10.15388/omee.2022.13.85
PDF
HTML

Keywords

Person-environment fit
person-supervisor fit
person-organization fit
person-job fit
turnover intention

How to Cite

Kerse, G., Koçak, D. and Babadağ, M. (2022) “Relationship between Person–Environment Fit Types and Turnover Intention: A Moderated Mediation Model”, Organizations and Markets in Emerging Economies, 13(2), pp. 384–405. doi:10.15388/omee.2022.13.85.

Abstract

In this study, drawing on Hobfoll’s Conservation of Resources (COR) Theory, we tested a moderated mediation model that investigates person–organization (PO) fit as the mediator and per- son–job (PJ) fit as the moderator in the relationship between person–supervisor (PS) fit and turnover intention. Data were collected from 232 bank employees in Turkey by using a survey method. Consistent with hypothesized conceptual scheme, results showed that PO fit mediated the relationship between PS fit and turnover intention. Furthermore, moderated mediation results indicate that PJ fit not only moderated the relationship between PS fit and PO fit but also reinforced the indirect effect of PS fit on turnover intention (via PO fit). We argue that indirect effect of PS fit on turnover intention through PO fit was stronger for employees with high job fit than for employees with low job fit. The theoretical and practical implications, limitations, and future research directions are also discussed.

PDF
HTML

References

Abdalla, A., Elsetouhi, A., Negm, A., & Abdou, H. (2018). Perceived person-organization fit and turnover intention in medical centers: The mediating roles of person-group fit and person-job fit perceptions. Personnel Review, 47(4), 863–881. https://doi.org/10.1108/PR-03-2017-0085.

Afsar, B., Badir, Y., & Khan, M. M. (2015). Person–job fit, person–organization fit and innovative work behavior: The mediating role of innovation trust. The Journal of High Technology Management Research, 26(2), 105–116. https://doi.org/10.1016/j.hitech.2015.09.001.

Akova, O., Cetin, G., & Cifci, İ. (2015). The Relation between Demographic Factors and the Turnover Intention in Pre-opening Hotel Businesses. Procedia–Social and Behavioral Sciences, 207, 377–384. https://doi.org/10.1016/j.sbspro.2015.10.177.

Andela, M., & van der Doef, M. (2019). A Comprehensive Assessment of the Person–Environment Fit Dimensions and Their Relationships with Work-related Outcome. Journal of Career Development, 46(5), 567–582. https://doi.org/10.1177/0894845318789512.

Aslan, H. (2019). Mediating Role of Person–Organization Fit in Person–Job Fit’s Effect on Job Satisfaction. Osmaniye Korkut Ata University Journal of Economics and Administrative Sciences, 3(2), 275–284.

Astakhova, M. N. (2016). Explaining the Effects of Perceived Person–Supervisor Fit and Person–Organization Fit on Organizational Commitment in the US and Japan. Journal of Business Research, 69(2), 956–963. https://doi.org/10.1016/j.jbusres.2015.08.039.

Babbie, E. (1990). Survey Research Methods. Belmont, CA: Wadsworth.

Boon, C., & Biron, M. (2016). Temporal Issues in Person–Organization Fit, Person–Job Fit and Turnover: The Role of Leader–Member Exchange. Human Relations, 69(12), 2177–2200. https:// doi.org/10.1177/0018726716636945.

Brislin, R. W. (1970). Back-Translation for Cross–Cultural Research. Journal of Cross-Cultural Psychology, 1(3), 185–216. https://doi.org/10.1177/135910457000100301

Brkich, M., Jeffs, D., & Carless, S.A. (2002). A Global Self–Report Measure of Person-Job Fit. European Journal of Psychological Assessment, 18(1), 43–51. https://doi.org/10.1027/1015- 5759.18.1.43.

Bui, H.T.M., Zeng, Y., & Higgs, M. (2017). The Role of Person–Job Fit in The Relationship be- tween Transformational Leadership and Job Engagement. Journal of Managerial Psychology, 32(5), 373–386. https://doi.org/10.1108/JMP-05-2016-0144.

Byrne, D. E. (1971). The Attraction Paradigm. New York, NY: Academic Press.

Cable, D. M., & DeRue, D. S. (2002). The Convergent and Discriminant Validity of Subjective Fit Perceptions. Journal of Applied Psychology, 87(5), 875–884. https://doi.org/10.1037/0021- 9010.87.5.875

Cammann, C., Fichman, M., Jenkins, D., & Klesh, J. (1979). The Michigan Organizational Assessment Questionnaire. Unpublished manuscript, University of Michigan, Ann Arbor, Michigan.

Caplan, R. D. (1987). Person–Environment Fit Theory and Organizations: Commensurate Dimensions, Time Perspectives, and Mechanisms. Journal of Vocational Behavior, 31(3), 248–267. https://doi.org/10.1016/0001-8791(87)90042-X.

Chapman, D. S., Uggerslev, K. L., Carroll, S. A., Piasentin, K. A., & Jones, D. A. (2005). Applicant Attraction to Organizations and Job Choice: A Meta–Analytic Review of the Correlates of Recruiting Outcomes. Journal of Applied Psychology, 90(5), 928–944. https://doi.org/10.1037/0021- 9010.90.5.928

Chatman J. (1991). Matching People and Organizations: Selection and Socialization in Public Accounting Firms. Administrative Science Quarterly, 36(1991), 459–484. https://doi. org/10.2307/2393204.

Chatman, J. A. (1989). Improving Interactional Organizational Research: A Model of Person–Organization Fit. Academy of Management Review, 14(3), 333–349. https://doi.org/10.2307/258171. Chen, Z. X., Tsui, A. S., & Farh, J. L. (2002). Loyalty to Supervisor vs. Organizational Commit-

ment: Relationships to Employee Performance in China. Journal of Occupational and Organizational Psychology, 75(3), 339–356. https://doi.org/10.1348/096317902320369749.

Chhabra, B. (2015). Person–Job Fit: Mediating Role of Job Satisfaction & Organizational Com- mitment. The Indian Journal of Industrial Relations, 50(4), 638–651.

Crossley, C. D., Bennett, R. J., Jex, S. M., & Burnfield, J. L. (2007). Development of a Global Mea- sure of Job Embeddedness and Integration into a Traditional Model of Voluntary Turnover. Journal of Applied Psychology, 92, 1031–1042. http://dx.doi.org/10.1037/0021-9010.92.4.1031.

Deniz, N., Noyan, A., & Ertosun, Ö. G. (2015). Linking Person–Job Fit to Job Stress: The Mediating Effect of Perceived Person–Organization Fit. Procedia – Social and Behavioral Sciences, 207, 369–376. https://doi.org/10.1016/j.sbspro.2015.10.107.

Duffy, R. D., Autin, K. L., & Bott, E. M. (2015). Work Volition and Job Satisfaction: Examining the Role of Work Meaning and Person–Environment Fit. The Career Development Quarterly, 63, 126–140. https://doi.org/10.1002/cdq.12009

Edwards, J. R. (1996). An Examination of Competing Versions of the Person-Environment Fit Approach to Stress. Academy of Management Journal, 39(2), 292–339. https://doi. org/10.2307/256782.

Edwards, J. R., & Shipp, A. J. (2007). The Relationship between Person-Environment Fit and Outcomes: An Integrative Theoretical Framework. In C. Ostroff & T. A. Judge (Eds.), Perspectives on Organizational Fit (pp. 209–258). Lawrence Erlbaum Associates Publishers.

Edwards, J. R., & Cable, D. M. (2009). The Value of Value Congruence. Journal of Applied Psychology, 94(3), 654–677. https://doi.org/10.1037/a0014891.

Edwards, J. R., Caplan, R. D., & Harrison, R. V. (1998). Person–Environment Fit Theory: Conceptual Foundations, Empirical Evidence, and Directions for Future Research. In C. L. Cooper (Ed.), Theories of Organizational Stress (pp. 28–67). Oxford: Oxford University Press.

Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived Supervisor Support: Contributions to Perceived Organizational Support and Employee Retention. Journal of Applied Psychology, 87(3), 565–573. https://doi.org/10.1037/0021- 9010.87.3.565.

Emiroğlu, B. D., Akova, O., & Tanrıverdi, H. (2015). The Relationship Between Turnover Intention and Demographic Factors in Hotel Businesses: A Study at Five Stars Hotels in Istanbul. Procedia - Social and Behavioral Sciences, 207, 385–397. https://doi.org/10.1016/j.sbspro.2015.10.108.

Esty, K., Griffin, R., & Hirsch, M.S. (1995). Workplace Diversity: A Manager’s Guide to Solving Problems and Turning Diversity into a Competitive Advantage. Avon, Massachusetts: Adams Media Corporation.

Falahat, M., Kit, G. S., & Min, L. C. (2019). A Model for Turnover Intention: Banking Indus- try in Malaysia. Asian Academy of Management Journal, 24(2), 79–91. https://doi.org/10.21315/ aamj2019.24.s2.6.

Farooqui, M. S., & Nagendra, A. (2014). The Impact of Person Organization Fit on Job Satisfaction and Performance of the Employees. Procedia Economics and Finance, 11, 122–129. https://doi. org/10.1016/S2212-5671(14)00182-8.

Giao, H. N. K., Vuong, B. N., Huan, D. D. Tushar, H., & Quan, T. N. (2020). The Effect of Emotional Intelligence on Turnover Intention and the Moderating Role of Perceived Organizational Support: Evidence from the Banking Industry of Vietnam. Sustainability, 12, 1857. https://doi. org/10.3390/su12051857.

Greguras, G.J., & Diefendorff, J. M. (2009). Different Fits Satisfy Different Needs: Linking Per- son-Environment Fit to Employee Commitment and Performance Using Self-Determination Theory. Journal of Applied Psychology, 94(2), 465–477. https://doi.org/10.1016/S2212-5671(14)00182-8.

Griffeth R. W., Hom P. W., & Gaertner S. (2000). A Meta-Analysis of Antecedents and Correlates of Employee Turnover: Update, Moderator Tests, and Research Implications for the Next Millennium. Journal of Management, 26, 463–488. https://doi.org/10.1016/S0149-2063(00)00043-X.

Guay, R. P., Kim, Y.-J., Oh, I.-S., & Vogel, R. M. (2019). The Interaction Effects of Leader and Follower Conscientiousness on Person–Supervisor Fit Perceptions and Follower Outcomes: A Cross-level Moderated Indirect Effects Model. Human Performance, 32(3-4), 181–199. https://doi. org/10.1080/08959285.2019.1649677.

Hamstra, M.R.W., Van Vianen, A.E.M., & Koen, J. (2019). Does Employee Perceived Person–Organization Fit Promote Performance? The Moderating Role of Supervisor Perceived Person–Organization Fit. European Journal of Work and Organizational Psychology, 28(5), 594–601, https://doi. org/10.1080/1359432X.2018.1485734.

Hayes, A. F. (2013). Introduction to Mediation, Moderation, and Conditional Process Analysis. New York, NY: The Guilford Press.

Hobfoll, S. E. (1989). Conservation of Resources: A New Attempt at Conceptualizing Stress. The American Psychologist, 44(3), 513–524. https://doi.org/10.1037//0003-066x.44.3.513

Huang, W., Yuan, C., & Li, M. (2019). Person–Job Fit and Innovation Behavior: Roles of Job Involvement and Career Commitment. Frontiers in Psychology, 10, 1134, 1–10. https://doi. org/10.3389/fpsyg.2019.01134.

Jin, M. H., McDonald, B., & Park, J. (2018). Person–Organization Fit and Turnover Intention: Exploring the Mediating Role of Employee Followership and Job Satisfaction through Conservation of Resources Theory. Review of Public Personnel Administration, 38(2) 167–192. https://doi. org/10.1177/0734371X16658334.

Kerse, G., & Babadag, M. (2018). I’m Out if Nepotism is in: The Relationship between Nepotism, Job Standardization and Turnover Intention. EGE Academic Review, 18(4), 631–644, https:// doi.org/10.21121/eab.2018442992.

Khaola, P. P., & Sebotsa, T. (2015). Person–Organisation Fit, Organisational Commitment and Organisational Citizenship Behaviour. Danish Journal of Management and Business Sciences, July, 67– 74. https://doi.org/10.6084/M9.FIGSHARE.1487700

Kılıç, K. C., & Yener, D. (2015). Birey-Örgüt ve Birey-Iş Uyumunun Çalışanların Iş Tutumlarına Etkisi: Adana Ilinde Bankacılık Sektöründe Çalışanlar Üzerine Bir Araştırma. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 24(1), 161–174.

Kiazad, K., Seibert, S. E., & Kraimer, M. L. (2014). Psychological Contract Breach and Employee Innovation: A Conservation of Resources Perspective. Journal of Occupational and Organizational Psychology, 87(3), 535–556. https://doi.org/10.1111/joop.12062.

Kim, T.-Y., & Kim, M. (2013). Leaders’ Moral Competence and Employee Outcomes: The Effects of Psychological Empowerment and Person–Supervisor Fit. Journal of Business Ethics, 112, 155–166. https://doi.org/10.1007/s10551-012-1238-1.

Ko, M. C., & Campbell, J. W. (2021). Social Capital, Person–Organization Fit and Cynicism: A Multi-Stage Mediation Model of Turnover Intention in Public Organizations. Employee Relations: The International Journal, 43(4), 936–954. https://doi.org/10.1108/ER-05-2020-0237.

Koçak, D. (2018). Kişi–Örgüt Uyumu, Zorunlu Örgütsel Vatandaşlık Davranışı ve Lider–Üye Etkileşimi Ilişkisi. Atatürk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 22(3), 1487–1508.

Koksal, K., Kara, A. U., & Meydan, C. H. (2018). The Effect of Person–Organization Fit on The Organizational Silence within The Ethical Value Context. Omer Halisdemir University Academic Review of Economics and Administrative Sciences, 11(2), 1–9. https://doi.org/10.25287/ohuiibf.305301

Krausz, M., Koslowsky, M., Shalom, N., & Elyakim, N. (1995). Predictors of Intentions to Leave The Ward, The Hospital, and The Nursing Profession: A Longitudinal Study. Journal of Organiza- tional Behavior, 16(3), 277–288. https://doi.org/10.1002/job.4030160308.

Kristof, A. L. (1996). Person–Organization Fit: An Integrative Review of its Conceptualizations, Measurement, and Implications. Personnel Psychology, 49(1), 1–49. https://doi. org/10.1111/j.1744-6570.1996.tb01790.x.

Kristof-Brown, A. L. (2000). Perceived Applicant Fit: Distinguishing between Recruiters’ Perceptions of Person–Job and Person–Organization Fit. Personnel Psychology, 53, 643–671. https:// doi.org/10.1111/j.1744-6570.2000.tb00217.x.

Kristof‐Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of Indi- viduals’ Fit at Work: A Meta‐Analysis of Person–Job, Person–Organization, Person–Group, and Person–Supervisor Fit. Personnel Psychology, 58(2), 281–342. https://doi.org/10.1111/j.1744- 6570.2005.00672.x.

Kristof-Brown, A. L., Jansen, K. J. & Colbert, A. E. (2002). A Policy-Capturing Study of The Simultaneous Effects of Fit with Jobs, Groups, and Organizations. Journal of Applied Psychology, 87(5), 985-993. https://doi.org/10.5465/apbpp.2001.27461493

Lauver, K. J., & Kristof-Brown, A. (2001). Distinguishing between Employees’ Perceptions of Person–Job and Person–Organization Fit. Journal of Vocational Behavior, 59(3), 454–470. https:// doi.org/10.1006/jvbe.2001.1807.

Liu, B., Liu, J., & Hu, J. (2010). Person-Organization Fit, Job Satisfaction, and Turnover Intention: An Empirical Study in the Chinese Public Sector. Social Behavior and Personality: An International Journal, 38(5), 615–625. https://doi.org/10.2224/sbp.2010.38.5.615.

Netemeyer, R. G., Boles, J. S., McKee, D. O., & McMurrian, R. (1997). An Investigation into the Antecedents of Organizational Citizenship Behaviors in a Personal Selling Context. Journal of Marketing, 61(3), 85–98. https://doi.org/10.2307/1251791.

O’Reilly C.A., Chatman J., & Caldwell D.F. (1991). People and Organizational Culture: A Profile Comparison Approach to Assessing Person–Organization Fit. Academy of Management Journal, 34, 487–516. https://doi.org/10.5465/256404.

Oh, I.-S., Guay, R. P., Kim, K., Harold, C. M., Lee, J.-H., Heo, C.-G., & Shin, K.-H. (2014). Fit Happens Globally: A Meta-Analytic Comparison of the Relationships of Person–Environment Fit Dimensions with Work Attitudes and Performance Across East Asia, Europe, and North America. Personnel Psychology, 67, 99–152. https://doi.org/10.1111/peps.2014.67.issue-1

Ostroff, C., Shin, Y., & Kinicki, A. J. (2005). Multiple Perspectives of Congruence: Relationships between Value Congruence and Employee Attitudes. Journal of Organizational Behavior, 26(6), 591–623. https://doi.org/10.1002/job.33.

Ozkan, A. H., Elci, M., Karabay, M. E., Kitapci, H. & Garip, C. (2020). Antecedents of Turnover Intention: A Meta-Analysis Study in the United States. E&M Ekonomics and Management, 23(1), 93–110. https://doi.org/10.15240/tul/001/2020-1-007.

Peng, J. C., Lee, Y. L., & Tseng, M. M. (2014). Person–Organization Fit and Turnover Intention: Exploring The Mediating Effect of Work Engagement and The Moderating Effect of Demand–Ability Fit. Journal of Nursing Research, 22(1), 1-11. https://doi.org/10.1097/jnr.0000000000000019

Peng, Y., & Mao, C. (2015). The Impact of Person–Job Fit on Job Satisfaction: The Mediator Role of Self Efficacy. Social Indicators Research, 121(3), 805–813. https://doi.org/10.1007/s11205- 014-0659-x.

Peryön (2018, January 10). 2017-2018 yılı çalışan devir oranı araştırması. https://www. peryon.org.tr/upload/files/PERYO%CC%88N_C%CC%A7al%C4%B1s%CC%A7an_Devir_ Oran%C4%B1_Sonuc%CC%A7_Raporu_2017-2018.pdf.

Phillips, J. J., & Connell, A. O. (2004). Managing Employee Retention. London: Routledge.

Preacher, K. J., Rucker, D. D., & Hayes, A. F. (2007). Addressing Moderated Mediation Hypotheses: Theory, Methods, and Prescriptions. Multivariate Behavioral Research, 42, 185–227. https:// doi.org/10.1080/00273170701341316.

Pudjiarti, E. S., & Hutomo, P. T. P. (2020). Innovative Work Behaviour: An Integrative Inves- tigation of Person–Job Fit, Person–Organization Fit, and Person–Group Fit. Business: Theory and Practice, 21(1), 39–47. https://doi.org/10.3846/btp.2020.9487

Saks, A. M., & Ashforth, B. E. (1997). A Longitudinal Investigation of The Relationships between Job Information Sources, Applicant Perceptions of Fit, and Work Outcomes. Personnel Psychology, 50(2), 395–426. https://doi.org/10.1111/j.1744-6570.1997.tb00913.x.

Saleem, S., & Qamar, B. (2017). An Investigation of The Antecedents of Turnover Intentions and Job Hopping Behavior: An Empirical Study of Universities in Pakistan. South Asian Journal of Business Studies, 6(2), 161–176. https://doi.org/10.1108/SAJBS-05-2016-0046.

Schneider, B. (1987). The People Make the Place. Personnel Psychology, 40(3), 437–453. https:// doi.org/10.1111/j.1744-6570.1987.tb00609.x.

Suwanti, S., Udin, U., & Widodo, W. (2018). Person–Organization Fit, Person–Job Fit, and Innovative Work Behavior: The Role of Organizational Citizenship Behavior. European Research Studies, 21, 389–402. https://doi.org/10.1016/j.hitech.2015.09.001.

Sürgevil, O. (2008). Farklılık Kavramına Ve Farklılıkların Yönetimine Temel Oluşturan Sosyo- Psikolojik Kuramlar ve Yaklaşımlar. Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 11(20), 111–124.

Tak, J. (2011). Relationships Between Various Person–Environment Fit Types and Employee Withdrawal Behavior: A Longitudinal Study. Journal of Vocational Behavior, 78(2), 315–320. https:// doi.org/10.1016/j.jvb.2010.11.006.

Treglown, L., Zivkov, K., Zarola, A., & Furnham, A. (2018). Intention To Quit and The Role of Dark Personality and Perceived Organizational Support: A Moderation and Mediation Model. PloS One, 13(3), 1–13. https://doi.org/10.1371/journal.pone.0195155

Ugwu, F. O., & Onyishi, I. E. (2020). The Moderating Role of Person-Environment Fit on The Relationship between Perceived Workload and Work Engagement among Hospital Nurses. International Journal of Africa Nursing Sciences, 13, 100225. https://doi.org/10.1016/j.ijans.2020.100225.

Van Knippenberg, D., & Sleebos, E. (2006). Organizational Identification versus Organizational Commitment: Self‐Definition, Social Exchange, and Job Attitudes. Journal of Organizational Behavior, 27(5), 571–584. https://doi.org/10.1002/job.359.

Van Vianen, A. E., Shen, C. T., & Chuang, A. (2011). Person–Organization and Person–Super- visor Fits: Employee Commitments in a Chinese Context. Journal of Organizational Behavior, 32(6), 906–926. https://doi.org/10.1002/job.726.

Verquer, M. L., Beehr, T. A., & Wagner, S. H. (2003). A Meta-Analysis of Relations between Person–Organization Fit and Work Attitudes. Journal of Vocational Behavior, 63(3), 473–489. https:// doi.org/10.1016/S0001-8791(02)00036-2.

Walsh, J. P., Ashford, S. J., & Hill, T. E. (1985). Feedback Obstruction: The Influence of the Information Environment on Employee Turnover Intentions. Human Relations, 38, 23–36. https:// doi.org/10.1177/001872678503800102.

Weisberg, J. (1993). Gender and Turnover: A Re-examination of the Impact of Sex on Intent and Actual Job Changes. Human Relations, 46(8), 987–1006. https://doi. org/10.1177/001872679304600805

Wen, T., Zhang, Y., Wang, X., & Tang, G. (2018). Factors Influencing Turnover Intention among Primary Care Doctors: A Cross-Sectional Study in Chongqing, China. Human Resources for Health, 16(1), 1–11. https://doi.org/10.1186/s12960-018-0274-z.

Wheeler, A. R., Halbesleben, J. R. B., & Shanine, K. (2013). Exploring The Middle Range of Person-Environment Fit Theories Through A Conservation of Resources Perspective. In A. L. Kristof- Brown & J. Billsberry (Eds.), Organizational Fit: Key Issues and New Directions (pp. 170–194). Wiley- Blackwell.

Wong, C. M., & Tetrick, L. E. (2017). Job Crafting: Older Workers’ Mechanism for Maintaining Person–Job Fit. Frontiers in Psychology, 8, 1548, 1–12. https://doi.org/10.3389/fpsyg.2017.01548.

Yanfei, W., Xiaoxia, Y., Nan, S. & Xiling, Z. (2010). Mediating Effect of Person-Organization Fit on The Relationship between Organizational Socialization and Employee Performance. In The 2nd International Conference on Information Science and Engineering (pp. 2918–2921). https://doi. org/10.1109/icise.2010.5689308

Yücel, I., & Koçak, D. (2018). Mediating Effect of Burnout on The Relationship between Job Satisfaction and Intentions to Leave: A Study in the Health Sector. Manas Journal of Social Studies, 7(2), 297–321.

Zhang, J., Ling, W., Zhang, Z., & Xie, J. (2015). Organizational Commitment, Work Engagement, Person–Supervisor Fit, and Turnover Intention: A Total Effect Moderation Model. Social Behavior and Personality: An International Journal, 43(10), 1657–1666. https://doi.org/10.2224/ sbp.2015.43.10.1657.

Zhang, M., Yan, F., Wang, W., & Li, G. (2017). Is The Effect of Person-Organization Fit on Turn- over Intention Mediated by Job Satisfaction? A Survey of Community Health Workers in China. BMJ Open, 7(2), 1–8. https://doi.org/10.1136/bmjopen-2016-013872.

Most read articles by the same author(s)

1 2 3 4 5 > >>