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Person-environment fit, job satisfaction and intentions to leave : the moderating effect of leader empowering behaviour

Published on Feb 29, 2016in Journal of Psychology in Africa0.51
· DOI :10.1080/14330237.2015.1101273
Johannes Jacobus Redelinghuys1
Estimated H-index: 1
(NWU: North-West University)
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Abstract
This study sought to determine the possible indirect effect of person-environment (PE) fit on intentions to leave via job satisfaction and the moderating effect of leader empowering behaviour on job satisfaction and intentions to leave the work organisation. Participants were 398 employees working for a retail company in Gauteng Province, South Africa (females = 68.6 %, blacks = 58 %; managerial = 5.8 %; age range = under 20 to 60 years +). They completed the Perceived Fit Scale, Job Satisfaction Scale, Turnover Intentions Scale, and the Leader Empowering Behaviour Questionnaire. Statistical mediation analysis (of PE on JS and IL), and moderation analysis (of LEB on JS and IL) were conducted. Results indicated that PE fit has an indirect effect on intentions to leave via job satisfaction. Leader empowering behaviour moderated the relationship between job satisfaction and intentions to leave. Low PE fit leads to job dissatisfaction and intentions to leave, therefore leaders should instil a sense of empower...
  • References (62)
  • Citations (4)
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References62
Newest
Published on Nov 21, 2018
Gregory R. Hancock29
Estimated H-index: 29
,
Ralph O. Mueller10
Estimated H-index: 10
,
Laura M. Stapleton22
Estimated H-index: 22
The Reviewer’s Guide to Quantitative Methods in the Social Sciences is designed for evaluators of research manuscripts and proposals in the social and behavioral sciences, and beyond. Its 31 uniquely structured chapters cover both traditional and emerging methods of quantitative data analysis, which neither junior nor veteran reviewers can be expected to know in detail. The book updates readers on each technique’s key principles, appropriate usage, underlying assumptions, and limitations. It the...
Published on Apr 15, 2013in Sa Journal of Human Resource Management
Chris F.C. Bothma1
Estimated H-index: 1
(UJ: University of Johannesburg),
Gert Roodt16
Estimated H-index: 16
(UJ: University of Johannesburg)
Orientation: Turnover intention as a construct has attracted increased research attention in the recent past, but there are seemingly not many valid and reliable scales around to measure turnover intention. Research purpose: This study focused on the validation of a shortened, six-item version of the turnover intention scale (TIS-6). Motivation for the study: The research question of whether the TIS-6 is a reliable and a valid scale for measuring turnover intention and for predicting actual turn...
Published on Jan 1, 2013
Aries Susanty6
Estimated H-index: 6
,
Rizqi Miradipta2
Estimated H-index: 2
,
F Jie1
Estimated H-index: 1
Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one's job and job experiences. The happier the individual, the higher is level of job satisfaction. It is assumed that positive attitude towards work and greater organizational commitment increases job satisfaction which in return enhances performance of the individual. Based on this phenomenon, this study is aimed to explain and empirically test the effect of attitude toward work, job satisfaction, and...
Published on Jun 1, 2012in Career Development Quarterly0.93
Mark C. Rehfuss11
Estimated H-index: 11
(ODU: Old Dominion University),
Crista E. Gambrell1
Estimated H-index: 1
(Regent University),
Dixie Meyer1
Estimated H-index: 1
(Regent University)
This correlational study examined the relationship between career satisfaction and person-organization, demands-abilities, and needs-supplies fit with counselors (N = 464) using the Perceived Job Fit instrument (Cable & DeRue, 2002) and a scale of career satisfaction adapted from the Adult Career Concerns Inventory (Super, Thompson, Lindeman, Myers, & Jordaan, 1988). Using a linear, multiple regression analysis, the authors found that person-organization fit (p = .01) and needs-supplies fit (p =...
Published on Feb 15, 2012in African Journal of Business Management
Lesego Peejay Koketso1
Estimated H-index: 1
Local government municipalities in South Africa are faced with a serious challenge of service delivery. Research continues to point to a plethora of problems in the public service that lead to the failure of municipalities in the country to deliver services to the local population. One of the problems emanating from research is poor talent management strategies that fail to retain key talent in the public service. The aim of the study was to explore perceived challenges to talent management at t...
Published on Jun 1, 2011in Journal of Employment Counseling0.36
A. Chantelle Pseekos3
Estimated H-index: 3
(USM: University of Southern Mississippi),
Emily Bullock-Yowell1
Estimated H-index: 1
(UH: University of Houston),
Eric R. Dahlen18
Estimated H-index: 18
(UH: University of Houston)
The researchers examined the impact of person–environment (P-E) fit, as defined by Holland's (1997) theory, on interpersonal conflict at work (ICAW) and workplace aggression. In addition, previous relationships found in the job satisfaction literature were examined in the present sample of 244 United States employees. Internet-based surveys were completed by 244 participants in the current research. Results of hierarchical multiple regression and correlational analyses demonstrated a negative re...
Published on Apr 1, 2011in Journal of Vocational Behavior3.39
Jinkook Tak8
Estimated H-index: 8
(Kwangwoon University)
Abstract This study investigated the relationships between various person–environment fit types and employees' withdrawal attitudes and behaviors. I collected an initial survey data from 901 employees who had been with their organizations for 6 months at most and whose current organizations were their first employers. Of these respondents, only 297 responded to the second survey, 6 months after the first. The results showed person–job, person–supervisor, and person–organization fits correlated s...
Published on Mar 1, 2011in Sa Journal of Industrial Psychology
Fallen Mendes2
Estimated H-index: 2
(NWU: North-West University),
Marius W. Stander8
Estimated H-index: 8
(NWU: North-West University)
Orientation: The positive organisation creates a framework in which its elements can be investigated in relation to the retention of talent. Research purpose: The aim of this study was to investigate if leader empowering behaviour can positively impact on role clarity, psychological empowerment and work engagement, with the final outcome being the retention of talent. Motivation for the study: In the ever changing work environment organisations place great emphasis on their human capital. The po...
Published on Mar 1, 2011in Sa Journal of Industrial Psychology
Uanda Masia1
Estimated H-index: 1
(NWU: North-West University),
Jacobus J. Pienaar18
Estimated H-index: 18
(NWU: North-West University)
Unraveling safety compliance in the mining industry: Examining the role of work stress, job insecurity, satisfaction and commitment as antecedents.
Cited By4
Newest
Published on May 31, 2019in South African Journal of Psychology0.78
Fathima E. Mahomed1
Estimated H-index: 1
(Vaal University of Technology),
Sebastiaan Rothmann34
Estimated H-index: 34
(NWU: North-West University)
This study investigated the relationships among strength use, training and development, psychological need satisfaction, thriving, and intention to leave of academics in higher education institutions. A cross-sectional survey design was used, with a convenience sample of 276 academic employees from three universities of technology in South Africa. The Strength Use Scale, the High-Performance Human Resource Practices questionnaire, the Basic Psychological Need Satisfaction and Frustration Scale, ...
Published on Apr 1, 2019in Psychological Reports1.02
Kleinjan Redelinghuys (NWU: North-West University), Sebastiaan Rothmann34
Estimated H-index: 34
(NWU: North-West University),
Elrie Botha2
Estimated H-index: 2
(NWU: North-West University)
The first aim of the study was to investigate the effects of flourishing at work (as measured by the Flourishing-at-Work Scale—Short Form) on intention to leave, performance, and organizational citizenship behavior. The second aim was to determine the prevalence of workplace flourishing and to examine differences in the perceived flourishing levels of teachers based on the positive practices they experience in their organization. A sample of 258 secondary school educators in the Gauteng province...
Published on Jan 1, 2019
Elzabé Nel2
Estimated H-index: 2
(UNISA: University of South Africa)
This chapter provides insight into the role of person-centred characteristics as predictors of flourishing and well-being among diverse employees. The chapter discusses the empirical findings of a cross-sectional quantitative study conducted on a sample of employees from a South African university. The results of the study indicated that core person-centred characteristics, specifically race and job position, were significant predictors of flourishing as an indicator of well-being. Moreover, rac...
Published on Jun 21, 2018
Ingrid Lorraine Potgieter5
Estimated H-index: 5
(UNISA: University of South Africa),
Nadia Ferreira6
Estimated H-index: 6
(UNISA: University of South Africa)
Orientation: Managers and human resource practitioners who are concerned about managing talent as a critical resource need to recognise how employees’ job embeddedness relates to their commitment foci within the organisation. By understanding this relationship, gaps can be identified and talent can be managed optimally. Research purpose: The purpose of the study was, firstly, to establish whether a significant relationship exists between job embeddedness and a set of commitment foci and, secondl...
Published on Dec 31, 2017
Bu calismanin amaci birey-cevre uyumu, kulturel adaptasyon is tatmini, yasam tatmini ile isten ayrilma niyeti arasindaki dogrudan ve dolayli iliskileri ortaya koymaktir. Bu amac dogrultusunda Turkiye’deki kamu ve vakif universitelerinde gorev yapan 415 yabanci uyruklu akademisyene anket uygulanmistir. Yapilan analizler sonucu elde edilen bulgular birey-cevre uyumuyla kulturel adaptasyon, is tatmini, yasam tatmini ve isten ayrilma niyeti gibi calisan tutumlari arasinda anlamli bir iliski bulundug...