Cultural factors affecting early turnover intention moderated by person-job fit and person-supervisor fit

Abstract

The purpose of the study is to find out the impact of person-job (PJ) fit, person-supervisor (PS) fit and dimensions of perceived organisational culture (OCA) such as leadership, management styles and dominant characteristics on early attrition. An online questionnaire was administered on 273 newcomers in Indian industries. Person-job fit, person-supervisor fit and organisational culture were found to be negative indicators of early turnover intention. Moreover, if dominant characteristic of the organisation is to facilitate autonomy and family like environment to the newcomers then turnover intention is low. A leadership style which supports entrepreneurship, innovation, or risk taking behaviour will have significantly lower turnover intention. The organisations whose management style is characterised by ensuring security of employment, conformity, predictability and stability in relationships is likely to have lesser turnover intention. Person-job fit and person-supervisor fit significantly moderates impact of organisational culture on turnover intention.