THE ANALYSIS OF THE PERSON-ORGANIZATION FIT ONEMPLOYEEORGANIZATIONALCOMMITMENTON EMPLOYEE ORGANIZATIONAL COMMITMENT ANDTURNOVERINTENTIONINPRIVATEANDAND TURNOVER INTENTION IN PRIVATE AND PUBLICSECTORINGEORGIAPUBLIC SECTOR IN GEORGIA

Abstract

IdenƟ fying employees who align well with the organizaƟ on, commonly referred to as person-or-ganizaƟ on fi t (P-O fi t), is considered crucial for maintaining a producƟ ve and engaged workforce (Kristof, 1996). Al-though research has made signifi cant progress in predicƟ ng important job outcomes through person-organizaƟ on fi t, there remains a lack of understanding regarding how employees experience this fi t (Kristof-brown et al., 2005; Verquer et al., 2003)person-organizaƟ on (PO. This study aimed to fi ll the exisƟ ng research gaps by invesƟ gaƟ ng the disƟ ncƟ on between two perspecƟ ves of person-organizaƟ on fi t, namely supplementary and complementary fi t across diff erent working sectors. Furthermore, the study explored the connecƟ on between these two types of person-organizaƟ on fi t and three dimensions of organizaƟ onal commitment. Lastly, the study evaluated how dif-ferent types of organizaƟ onal commitment infl uence employees' intenƟ ons to leave the organizaƟ on.The research methodology employed in this study uƟ lized a structured and validated quesƟ onnaire to measure person-organizaƟ on fi t, organizaƟ onal commitment, and turnover intenƟ on variables. Data for the survey was col-lected from a diverse group of 390 administraƟ ve employees working in diff erent public and private organizaƟ ons. The study employed quanƟ taƟ ve approaches to ensure a comprehensive understanding and produce more robust results. The fi ndings indicate that person-organizaƟ on fi t did not vary across diff erent working sectors. Supplemen-tary fi t demonstrated a posiƟ ve correlaƟ on with all three types of organizaƟ onal commitment, whereas comple-mentary fi t showed a posiƟ ve correlaƟ on only with aff ecƟ ve commitment. The turnover intenƟ ons were found to have a negaƟ ve correlaƟ on with each type of organizaƟ onal commitment.