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Work value fit and turnover intention: same‐source or different‐source fit

Work value fit and turnover intention: same‐source or different‐source fit 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. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Journal of Managerial Psychology Emerald Publishing

Work value fit and turnover intention: same‐source or different‐source fit

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Publisher
Emerald Publishing
Copyright
Copyright © 2007 Emerald Group Publishing Limited. All rights reserved.
ISSN
0268-3946
DOI
10.1108/02683940710726438
Publisher site
See Article on Publisher Site

Abstract

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

Journal of Managerial PsychologyEmerald Publishing

Published: Feb 20, 2007

Keywords: Employee turnover; Influence

References