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The effects of person-organization fit on job satisfaction and turnover intention — The case of service industries

Voluntary turnover is costly to both the organization and the employee. Given these effects, organizational turnover and employee's attitude has received substantial attention in the literature. This research, focusing on the service industries, aimed to discuss the effects of person-organization fit on job satisfaction and turnover intention. In this study, we divided person-organization fit into three dimensions, they are person-policy fit, person-supervisor fit and person-coworker fit, and built a path model with job satisfaction and turnover intention. The results showed that person-organization fit was positively correlated to job satisfaction, and only person-supervisor fit had a direct effect on turnover intention. Implications are discussed regarding the utility of these finds.