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Is the effect of person-organisation fit on turnover intention mediated by job satisfaction? A survey of community health workers in China
  1. Mingji Zhang1,2,3,
  2. Fei Yan2,3,
  3. Wei Wang2,3,
  4. Guohong Li1
  1. 1School of Public Health, Shanghai Jiaotong University, Shanghai, China
  2. 2School of Public Health, Fudan University, Shanghai, China
  3. 3Key Laboratory of Health Technology Assessment (Ministry of Health), Collaborative Innovation Center of Social Risks Governance in Health, Shanghai, China
  1. Correspondence to Guohong Li; guohongli{at}sjtu.edu.cn

Abstract

Objectives Person-organisation fit (P-O fit) is a predictor of work attitude. However, in the area of human resource for health, the literature of P-O fit is quite limited. It is unclear whether P-O fit directly or indirectly affects turnover intention. This study aims to examine the mediation effect of job satisfaction on the relationship between P-O fit and turnover intention based on data from China.

Design and methods This is a cross-sectional survey of community health workers (CHWs) in China in 2013. A questionnaire of P-O fit, job satisfaction and turnover intention was developed, and its validity and reliability were assessed. Multiple regression and structural equation modelling were used to examine the relationship among P-O fit, job satisfaction and turnover intention.

Setting and participants Multistage sampling was applied. In total, 656 valid questionnaire responses were collected from CHWs in four provincial regions in China, namely Shanghai, Shaanxi, Shandong and Anhui.

Results P-O fit was directly related to job satisfaction (standardised β 0.246) and inversely related to turnover intention (standardised β −0.186). In the mediation model, the total effect of P-O fit on turnover intention was −0.186 (p<0.001); the direct effect of P-O fit on turnover intention was −0.094 (p<0.01); the indirect effect of job satisfaction on the relationship between P-O fit and turnover intention was −0.092 (p<0.001).

Conclusions The effect of P-O fit on turnover intention was partially mediated through job satisfaction. It is suggested that more work attitude variables and different dimensions of P-O fit be taken into account to examine the complete mechanism of person-organisation interaction. Indirect measures of P-O fit should be encouraged in practice to enhance work attitudes of health workers.

  • Person organization fit
  • work attitude
  • community health workers

This is an Open Access article distributed in accordance with the terms of the Creative Commons Attribution (CC BY 4.0) license, which permits others to distribute, remix, adapt and build upon this work, for commercial use, provided the original work is properly cited. See: http://creativecommons.org/licenses/by/4.0/

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Footnotes

  • Contributors MZ, WW and FY were responsible for study design, data collection and data analysis. FY and GL contributed to manuscript writing and reviewing. All authors were justifiably credited with authorship.

  • Funding This survey was funded by the Statistics Centre, National Health and Family Planning Commission of the PRC, and Shanghai Municipal Commission of Health and Family Planning (the Fourth Round of 3-year Action Plan on Public Health Discipline and Talent Programme: Evidence-based Public Health and Health Economics, number 15GWZK0901).

  • Competing interests None declared.

  • Patient consent Obtained.

  • Ethics approval Ethics Review Board of School of Public health at Fudan University. The approval number is IRB number 2014-09-0533. All respondents provided written or verbal informed consent before being interviewed

  • Provenance and peer review Not commissioned; externally peer reviewed.

  • Data sharing statement Data set was available from the online supplementary file of this article.

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