2018/03/07 by Mumtaz Ali Memon, Rohani Salleh, Shahrina M. Nordin +4 · 84 citations
Business, Management and Accounting · Psychology · Social Sciences · #Computer science #Customer Service Quality and Loyalty #Cyberloafing and Workplace Behavior #Economics #Human resource management #Job Satisfaction and Organizational Behavior #Knowledge management #Management #Organizational commitment #Originality #Psychology #Snowball sampling #Social psychology #Statistics #Structural equation modeling #Turnover #Turnover intention #Work (physics) #Work engagement
paper · doi:10.1108/jmd-07-2017-0232
published in Journal of Management Development 37(3), 285-298 (Emerald Publishing Limited)
openalex publication_date 2018/03/07 · crossref created 2018/03/07 · crossref issued 2018/04/09 · crossref published 2018/04/09 · crossref published-print 2018/04/09 · crossref deposited 2025/07/24 · openalex created_date 2025/10/10 · crossref indexed 2026/08/04 · openalex updated_date 2026/08/05
Purpose The purpose of this paper is twofold. First, it examines the impact of person-organisation fit (P-O fit) on work engagement (WE) and the impact of WE on turnover intention. Second, it examines the mediating role of WE between P-O fit and turnover intention. Design/methodology/approach A cross-sectional online survey design was used to collect data through snowball sampling procedure. In total, 422 oil and gas (O&G) professionals participated in this study. In total, 13 incomplete samples were excluded during initial screening. As a result, 409 samples were used for final data analysis. The partial least squares-structural equation modelling, using SmartPLS3.0, was performed to test the hypothesised model. Findings The results of the study revealed strong ties between P-O fit, WE, and turnover intention. Specifically, P-O fit was found to be a strong predictor of WE and WE is negatively related to employees’ turnover intention. Further, WE mediated the relationship between P-O fit and turnover intention. Practical implications The findings of this study suggest that O&G organisations must pay greater attention to P-O fit to increase employees’ level of engagement and decrease voluntary turnover rate. Overall, the findings provide pragmatic insights for human resource management practitioners and the relevant stakeholders. Originality/value To date, little attention has been devoted to understanding the mediating role of WE between P-O fit and turnover intention. The present study addresses this gap in the literature.