Person-Organization Fit and Turnover Intention: Exploring the Mediating Effect of Work Engagement and the Moderating Effect of Demand-Ability Fit
Person-Organization Fit and Turnover Intention: Exploring the Mediating Effect of Work Engagement and the Moderating Effect of Demand-Ability Fit
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DOI：
10.1097/jnr.0000000000000019
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发表时间：
2014-03-01
影响因子：
2.7
通讯作者：
Tseng, Mei-Man
中科院分区：
文献类型：
--
作者：
Peng, Jui-Chen;Lee, Yin-Ling;Tseng, Mei-Man
背景：人-组织（P-O）契合度是医院护士意愿和态度的重要影响因素。作者采用动机机制方法，将工作投入度概念化为中介变量，将需求能力（D-A）契合度作为调节变量，以引出 P-O 契合度在护士离职意向中的作用。目的：本文探讨了护士的工作投入度是否介导 P-O 契合度与离职意向之间的关系，并检验 D-A 契合度是否调节这种关系。方法：样本包括在台湾宜兰县两家地区医院工作的 349 名护士。进行线性回归模型分析来检验所提出的假设。结果：结果表明，P-O 拟合对参与者的离职意愿有负面影响。此外，还发现参与者的工作投入可以调节 P-O 契合度对离职意向的影响。发现了一种新的显着交互关系，即高 D-A 契合度强化了 P-O 契合度与离职意向之间的负相关关系。结论/实践启示：专业护士的工作投入在契合度文献中引起了越来越多的关注，特别是在 P-O 契合度与契合度-离职意向之间的联系方面。本研究通过考虑感知的 D-A 拟合增强了对 P-O 拟合功能的理解。护士流动是目前台湾护士短缺的主要原因。因此，如果护士的认知价值观和组织文化符合医院的价值体系，共同的价值观可能会促进护士更高程度的工作投入，进而降低离职意愿。此外，招聘D-A契合度高的员工可能有助于医院增强P-O契合度与护士离职意愿之间的负相关关系。
Background: Person-organization (P-O) fit is an important influencing factor on the intentions and attitudes of hospital nurses. The authors used a motivation-mechanism approach to conceptualize work engagement as a mediator and demand-ability (D-A) fit as a moderator to elicit the role of P-O fit in the turnover intention of nurses.Purpose: This article explores whether the work engagement of nurses mediates the relationship between P-O fit and turnover intention and examines whether D-A fit moderates this relationship.Methods: The sample comprised 349 nurses working for two regional hospitals in Yilan County, Taiwan. Linear regression modeling analysis was conducted to test the proposed hypotheses.Results: Results indicate that P-O fit has a negative effect on participant turnover intention. In addition, the work engagement of participants was found to mediate the impact of P-O fit on turnover intention. A new significant interactive relationship was discovered such that high D-A fit strengthened the negative relationship between P-O fit and turnover intention.Conclusions/Implications for Practice: The work engagement of professional nurses has attracted increasing attention in the literature on fit, particularly with regard to the linkage between P-O and fit-turnover intention. This study enhances the understanding of the function of P-O fit by considering perceived D-A fit. Nurse turnover is the main reason for the current shortage of nurses in Taiwan. Therefore, if the cognitive values of nurses and the organizational culture fit with hospital value systems, common values may facilitate a higher degree of nurse work engagement and, in turn, decrease turnover intention. In addition, recruiting employees with high D-A fit may help hospitals enhance the negative relationship between P-O fit and nurse turnover intention.