The role of person-environment fit in the job satisfaction and tenure intentions of African American employees.

Abstract

In light of speculation that the determinants of job satisfaction and tenure for African American employees may not be adequately captured by the theory of work adjustment (TWA; Dawis & Lofquist, 1984), in the present study the authors tested assumptions of the TWA with an African American sample by (a) examining the strength of fit-satisfaction and fit-turnover intentions relationships, (b) testing the ability of racial climate to moderate the fit-satisfaction and fit-turnover intentions relationships, (c) analyzing qualitative data related to the determinants of job satisfaction, and (d) investigating potential differences in the fit-satisfaction and fit-turnover intentions relationships for African Americans and European Americans. Self-report data were collected from African American employees (n = 204) that assessed fit perceptions, departmental racial climate, job satisfaction, and turnover intentions. African American employees' reports of fit perceptions explained variance in job satisfaction (43.20%) and turnover intentions (20.20%); however, racial climate did not emerge as a moderator. Qualitative results supported these findings.