Abstract
The purpose of this study was to investigate the mediating effect of person-environment fit on the relationship between organisational culture and staff turnover intentions. Data were obtained from full-time employees who were working in private and public sectors from various organisations in Malaysia (n = 204). Person-environment fit was found to be a significant mediator of the relationship between organisational culture and staff turnover intentions. This has wide-ranging implications for organisational development consultants who intend to shape the culture of various organisations, on the assumption that certain organisational cultures directly lead to certain desirable employee outcomes. Managers need to pay attention to not only their organisational culture such as training, rewards, teamwork and communication but to also ensure that they are aimed towards improving the fit between individuals and their work environment. Whereas previous research tends to look at P-E fit as a predictor of employee outcomes, this is one of the first few studies to provide evidence of P-E fit as a mediator of the relationship between organisational culture and staff turnover intentions.
Highlights
Organisational culture has been consistently an important theme in management and business research for the past few decades due to its potential to affect organisationally and individually desired outcomes
Whereas previous research looked at person-environment fit as a predictor of job outcomes such as staff turnover intentions, this research, on the other hand, looked at person-environment fit as a mediator of the relationship between organisational culture and the said job outcome
This has wide-ranging implications for organisational development consultants who intend to shape the culture of various organisations, on the assumption that certain organisational cultures lead to certain desirable employee outcomes
Summary
Organisational culture has been consistently an important theme in management and business research for the past few decades due to its potential to affect organisationally and individually desired outcomes. From the various studies, cited in Kristof(1996), Kristof et al,(2005) and Verquer, Beehr and Wagner (2003), P-E fit waspopularly viewed in the past, as a predictor or an independent variable affecting the dependent variable of employee outcomes.more recent research have begun to look beyond the simple bivariate relationships between P-E fit and job outcomes, and begun to discover the mediating and moderating variables that exist within this relationship (Jelinek and Ahearne, 2010; DaSilva, 2010). Despite the current trend, according to our search in the Web of Science database, there was not a single empirical study that looked at how P-E fit was a mediating variable in the relationship between organisational culture (communication, teamwork, training and rewards) and work-related outcomes such as staff turnover intentions. This study can provide more evidence of such a contention
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