Employee-fit and turnover intentions: The role of job engagement and psychological contract violation in the hospitality industry

被引：23

作者：

Saleem, Sharjeel ^{[1
]}

Rasheed, Muhammad Imran ^{[2
]}

Malik, Mehwish ^{[3
]}

Okumus, Fevzi ^{[4
]}

机构：

[1] Govt Coll Univ Faisalabad, Lyallpur Business Sch, Faisalabad, Pakistan

[2] Islamia Univ Bahawalpur, Inst Business Management & Adm Sci, Bahawalpur, Pakistan

[3] Griffith Univ, Sch Engn & Built Environm, Southport, Qld 4215, Australia

[4] Univ Cent Florida, Rosen Coll Hospitality Management, 9907 Universal Blvd, Orlando, FL 32819 USA

来源：

JOURNAL OF HOSPITALITY AND TOURISM MANAGEMENT | 2021年 / 49卷

关键词：

P-O fit; P-J fit; Employee engagement; Turnover intention; Hospitality industry; Psychological contract violations; PERSON-ORGANIZATION FIT; MEDIATING ROLE; WORK; PERFORMANCE; METAANALYSIS; IMPACT; BREACH; EMBEDDEDNESS; ORIENTATION; PERCEPTIONS;

D O I：

10.1016/j.jhtm.2021.10.009

中图分类号：

F [经济];

学科分类号：

02 ;

摘要：

The primary goal of this study is to develop and test a comprehensive model concerning the association between employee-fit and turnover intention (TI) in the hospitality industry. A multi-wave survey was conducted in the metropolitan cities of Pakistan to collect data from 362 frontline hotel industry employees. The findings reveal that person-organization (P-O) fit and person-job (P-J) fit are negatively associated with employee TI in the hospitality industry, while employee engagement plays the underlying mediating role in these relationships. In addition, the psychological contract violation (PCV) has been found as a boundary condition to our proposed linear relationships such that the indirect effects of P-O fit and P-J fit on employee TI are weaker for the em-ployees having high PCV. Theoretical and practical implications for the hospitality industry as well as limitations and future research directions have been discussed.

引用

页码：385 / 395

页数：11

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