Abstract
Using the person-environment (PE) fit theory, this study aims to explore factors affecting medical professionals' job satisfaction, turnover intention, and professional efficacy, and to examine individual characters associated with PE fit. This study used data from the sixth National Health Service Survey conducted in 2018, with a focus on job outcomes among medical professionals in Shanghai. The reliability and validity of the tools for measuring PE and job outcomes were calculated. A structural equation model was used to examine the relationship among person-job (PJ) fit and person-group (PG) fit, job satisfaction, turnover intention, and professional efficacy. Finally, a hierarchical regression model was used to analyze the association between demographic variables and the PJ and PG fit. PG fit was directly and positively associated with job satisfaction and professional efficacy. PJ fit had a direct and positive association with job satisfaction but had a direct and negative association with turnover intention. The indirect association of PJ fit with turnover intention was statistically significant. The results from the hierarchical regression analysis showed that younger physicians generally had a lower level of PJ fit and older physicians with higher education tended to have a lower level of PG fit. Medical professionals with higher PJ or PG fit have higher job satisfaction, and those with higher PG fit have higher professional efficacy. The impact of PJ fit on turnover intention was mediated by job satisfaction. Healthcare managers should take actions to effectively promote medical professionals' PJ and PG fit to improve their retention and efficiency.
Highlights
Matching employees with their work environment is one of the most widely studied topics in the field of organizational behavior [1]
The impact of PJ fit on turnover intention was mediated by job satisfaction
We extend the PE fit theory to the health setting in China to examine the impact of PE fit among medical staff
Summary
Matching employees with their work environment is one of the most widely studied topics in the field of organizational behavior [1]. Person–environment (PE) fit is broadly defined as the compatibility between individuals and their work environment, which occurs when their characteristics match well [2]. It is important to understand the level of PE fit because it affects employees’ career development in various stages of the organization’s life cycle [4]. In the pre-hire stage, the measurement of PE fit is often used for career counseling and job searching [5]. A majority of PE fit research has been conducted during the post-hire period, and studies show a strong linkage between PE fit and employees’ attitude towards their jobs [6, 7]
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