Abstract
Orientation: The continuous growth of employee attrition, especially within the highly skilled talent pool, is becoming increasingly problematic. Therefore, one should continually explore the different factors that impact employee retention and performance. This casts the attention to the person–environment fit and workplace flourishing (WF).Research purpose: This study explored relationships among person–environment fit, WF, intention to leave (ITL), in-role performance and organisational citizenship behaviour.Motivation for the study: Disease-driven research heavily outweighs health promotion research. Therefore, more research is needed regarding positive employee behaviours such as strengths, optimal functioning and flourishing.Research approach/design and method: A cross-sectional survey design was used with 258 secondary school teachers from two Gauteng districts. The Perceived Fit, Flourishing-at-Work, Turnover Intention, In-Role Behaviour and Organisational Citizenship Behaviour scales were administered. Structural equation modelling and mediational analyses were performed.Main findings: Results confirmed WF’s three-factor structure. Person–environment fit positively associated with WF. Workplace flourishing negatively related to ITL, while positively relating to in-role performance and organisational citizenship behaviour. Person–environment fit indirectly affected in-role performance and organisational citizenship behaviour via WF.Practical/managerial implications: Organisations should continually modify their strategic frameworks to maintain a healthy balance between individual and environmental characteristics. This will lay the foundation for a favourable work environment. When such an environment is institutionalised, talent retention and performance should follow.Contribution/value-add: The study results should provide new insight into the relationship between the person–environment fit and WF, as well as the effect it may have on ITL and performance.
Highlights
The continuous growth and manifestation of employee attrition, especially within the highly skilled talent pool, is becoming increasingly problematic
Organisational citizenship behaviour comprised two first-order factors: citizenship behaviour towards co-workers and citizenship behaviour towards the organisation
The results indicated that person–environment fit relates (PEF) positively associated with Workplace flourishing (WF)
Summary
The continuous growth and manifestation of employee attrition, especially within the highly skilled talent pool, is becoming increasingly problematic. When organisations establish policies that retain productive personnel, remove unproductive personnel and select the most suitable new candidates, they should have a favourable composition of qualified and talented employees (Adnot, Dee, Katz, & Wyckoff, 2017). Two factors are emphasised: employee retention and employee performance To address this persisting issue, researchers need to establish different factors that impact employee retention and employee performance, factors in addition to wellestablished disease-driven aspects such as stress, burnout and depression The preceding aspects are undeniably significant in their own right, they tend to ignore or fail in furthering our understanding of the role flourishing plays in employee well-being (Youssef-Morgan & Luthans, 2014). Building on the study of Keyes (2002), Rothmann (2013) studied the multidimensionality of flourishing, comprising emotional well-being, psychological well-being and social well-being in work and organisational contexts. Workplace flourishing (WF) has been defined as an employee’s perception that he or she is feeling and functioning well in the workplace (Rautenbach, 2015)
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