Purpose – The purpose of this article is to examine the relationship between work value PO fit with fit being operationalized as a same‐source or different‐source measure. Design/methodology/approach – A sample of 94 employees from a company located in Curac¸ao completed a questionnaire in which they rated their personal work values, their perceptions of the work values of the organization, and their turnover intention. Findings – The different‐source work value fit measure was significantly and more strongly related to turnover intention than the same‐source work value fit measure. Research limitations/implications – This study underscores the need for a careful reflection on the content and operationalization of fit measures. Practical implications – Managers are able to manage the fit of their employees by creating positive group level perceptions of the work environment. Originality/value – This study examines the effects of different fit measures on individuals' turnover intention. Moreover, work values fit was investigated.
Journal of Managerial Psychology – Emerald Publishing
Published: Feb 20, 2007
Keywords: Employee turnover; Influence
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