Fit to Last? Investigating How Person-Job Fit and Person-Organization Fit Affect Turnover Intention in the Retail Context

Gentrit Berisha,Rrezon Lajçi

doi:10.15388/omee.2020.11.40

Abstract

   Retail supermarket chains face high turnover that creates costs and compromises customer satisfaction. Turnover intention is influenced by the fit or misfit of employees to the job and the organization, as well as their satisfaction with the job and the commitment to the organization. This paper investigates the relationship of person-job (P-J) and person-organization (P-O) fit with job satisfaction and organizational commitment. A total of 211 questionnaires from employees in the retail supermarket chains in Kosovo were collected. Regression analysis is used to test the relationships between fit constructs and work attitudes as outcomes and their effect on turnover intention. Bootstrap mediation is used to test the direct and indirect effect of fits on turnover intention. Results show that person-job fit and person-organization fit have a significant positive effect on job satisfaction and organizational commitment. All these constructs have a negative effect on turnover intention. P-J and P-O fit have a direct negative effect on turnover intention, which is also partially mediated by job satisfaction and organizational commitment. This paper supports previous evidence that P-J and P-O fit have a positive effect on work attitudes and eventually reduce turnover intention. The direct effect of fits on turnover intention is stronger than the indirect effect, mediated by job satisfaction and organizational commitment.  

Highlights

Phillips and Connell (2004) consider that keeping the employees with the organization has become a serious problem, and reducing turnover is one of the most challenging issues for companies
This paper examines the relationship between person-job fit and person-organization fit and job satisfaction and organizational commitment as outcomes, and turnover intention as a consequence
Strong correlations in this study indicate interdependence and difficulty to distinguish the effect of each fit construct, which is expected when research measures behavioral constructs (Mason & Perreault Jr, 1991)

Summary

Introduction

Phillips and Connell (2004) consider that keeping the employees with the organization has become a serious problem, and reducing turnover is one of the most challenging issues for companies. Turnover costs are critical for businesses that are plagued by low retention, such as retail sales (Harrison & Gordon, 2014). Job satisfaction is assessed in the retail sales context due to its relationship with organizational commitment, turnover, and performance (Pettijohn et al, 2007). Employee commitment in retail is beneficial to organizations in pursuit of improved high performance, consumer-employee interaction, reduced recruitment costs, differentiation, and competitive advantage ( Jaramilloa et al, 2005; Foster et al, 2008). The retail sector thrives in providing job opportunities for students and youth (Oh et al, 2010). This holds for Kosovo in particular, where retail and service sector companies are the biggest employers. The retail sector in Kosovo is the largest employer, employing as much as 36% of the workforce (Culkin & Simmons, 2018)

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