The Study Of Relationship Between Person-Job Fit And Turnover Intention

Globalization and knowledge economy have become the era theme. If an enterprise wants to survive in an increasingly competitive environment, it must constantly improve itself. China’s enterprises are faced with a changing external environment which includes the global slowdown in economic growth, increased downward pressure on domestic economy, the fierce business competition between enterprises etc. Today, employees’thoughts, wisdom, experience are the main tool to create value. But now, enterprises are faced with the main question are:on the one hand, they can’t attract talented person; on the other hand, they can’t retain qualified employees.Market economy is a competitive market, so a company should keep the core competitiveness. Therefore, the enterprise must pay attention to the acquisition and retention of human capital, the typical human capital includes:personal knowledge, experience and skills; personality; attitude and sense of loyalty; drive and learning ability. Person-Job fit (P-J) is based on the perspective of the interaction of people and working environment. In view of this, combining with Management, Organizational Behavior, and Psychology, this paper established a dynamic model in order to increase employee engagement and decrease employees’turnover intention.On the basis of the above problems, we need to conduct new research because the ways which Chinese view their organization may exist subtle differences compared with the west. So some very interesting question have produced: Whether the dimension of person-job fit in west is applicable in China? What kinds of path relationship exits between person-job fit and turnover intention? Does employee engagement mediate in this process? This paper is to conduct research on some concepts with China characteristic, which means to analyze the relationship among person-job fit, turnover intention and employee engagement using the regression model in order to bring new perspective into traditional behavioral variables.This paper consists of five chapters to discuss and work out the problems. The mian content and conclusions of each chapter are summarized as follows:Chapter1:Introduction. In the introduction part, this chapter introduced the theory and practice meaning, the structure and the main content arrangement, and the innovations of this study.Chapter2:Theory Background and Literature Review. As the base of study, this chapter divided inio two parts, namely, Theory Background and Literature Review. In the theory background part, this paper briefly discussed the theory of Behavior Doctrine. The theoretical goal of Behavior Doctrine is the prediction and control of behavior. In the literature review part, this paper gave a detailed review of person-job fit (P-J), turnover intention (TI) and employee engagement (EE) based on literatures. We found that many foreign scholars paid attention to the research on the impact on outcome variable of person-job fit which concludes demands-abilities fit (D-A), needs-supplies fit (N-S) and self consept-job fit (SC-J). Meanwhile, few scholars in China had measured person-job fit with scale of Chinese characteristic and studied the influence of person-job fit to turnover intention. Besides, though foreign scholars had paid attention to the mediation effect of employee engagement, there were few relevant literature reviewed in China.Chapter3:Research Design and the Pilot-Test. Based on the literature review and systematical methodology, this chapter built a theory model and then post several hypotheses, after that we had a pilot-test to test the Reliability and the Validity.Chapters4:Data Digital and Hypotheses Test. This study collected data through two ways, namely, field survey data collection and the online survey data collection. Based on the sample, this study conducted the Main Effect Test and Mediation Effect Test.Conelusions:(1) The P-J negatively relates to the TI (support)(2) The D-A negatively relates to the TI (reject) (3) The N-S negatively relates to the TI (support)(4) The SC-J negatively relates to the TI (support)(5) The P-J positively relates to the EE (support)(6) The D-A positively relates to the EE (reject)(7) The N-S positively relates to the EE (support)(8) The SC-J positively relates to the EE (support)(9) The EE negatively relates to the TI (support)(10) The EE mediates the relationship between P-J and TI (support)(11) The EE mediates the relationship between D-A and TI (reject)(12) The EE mediates the relationship between N-S and TI (support)(13) The EE mediates the relationship between SC-J and TI (support)Chapter5:Summary and Prediction. This chapter summarized four aspects as follows:the main conclusions from this study, analysis of the important conclusions, inspiration towards practical aspect, limitations and prospects of the research.