Abstract
Previous studies have documented inconsistent results in terms of the relationship between knowledge workers' perceived training investment and their turnover intentions. In order to clarify the inconsistencies, the present study extends previous research by exploring the moderating roles of perceived demand-ability (D-A) job fit and person-organisation (P-O) fit. Data were collected from 303 research and development (R&D) engineers from 30 high-technology firms in Taiwan. Hierarchical regression analyses were conducted to test the hypotheses. The results show that perceived D-A fit, P-O fit, and perceived training investment interact jointly to predict knowledge workers' turnover intentions. Specifically, while the main effect of perceived training investment on turnover intentions was negative, under situations of extremely high perceived D-A fit and extremely low P-O fit, the relationship between knowledge workers' perceived training investment and their turnover intentions became positive, and under situations of low perceived D-A fit and high P-O fit, the relationship between knowledge workers' perceived training investment and their turnover intentions remained negative. Theoretical and practical implications are also discussed.
| Original language | English |
|---|---|
| Pages (from-to) | 566-593 |
| Number of pages | 28 |
| Journal | Applied Psychology |
| Volume | 59 |
| Issue number | 4 |
| DOIs | |
| Publication status | Published - 2010 Oct 1 |
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All Science Journal Classification (ASJC) codes
- Developmental and Educational Psychology
- Arts and Humanities (miscellaneous)
- Applied Psychology
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Exploring the Moderating Roles of Perceived Person-Job Fit and Person-Organisation Fit on the Relationship between Training Investment and Knowledge Workers' Turnover Intentions. / Chang, Huo Tsan; Chi, Nai Wen; Chuang, Aichia.
In: Applied Psychology, Vol. 59, No. 4, 01.10.2010, p. 566-593.Research output: Contribution to journal › Article
TY - JOUR
T1 - Exploring the Moderating Roles of Perceived Person-Job Fit and Person-Organisation Fit on the Relationship between Training Investment and Knowledge Workers' Turnover Intentions
AU - Chang, Huo Tsan
AU - Chi, Nai Wen
AU - Chuang, Aichia
PY - 2010/10/1
Y1 - 2010/10/1
N2 - Previous studies have documented inconsistent results in terms of the relationship between knowledge workers' perceived training investment and their turnover intentions. In order to clarify the inconsistencies, the present study extends previous research by exploring the moderating roles of perceived demand-ability (D-A) job fit and person-organisation (P-O) fit. Data were collected from 303 research and development (R&D) engineers from 30 high-technology firms in Taiwan. Hierarchical regression analyses were conducted to test the hypotheses. The results show that perceived D-A fit, P-O fit, and perceived training investment interact jointly to predict knowledge workers' turnover intentions. Specifically, while the main effect of perceived training investment on turnover intentions was negative, under situations of extremely high perceived D-A fit and extremely low P-O fit, the relationship between knowledge workers' perceived training investment and their turnover intentions became positive, and under situations of low perceived D-A fit and high P-O fit, the relationship between knowledge workers' perceived training investment and their turnover intentions remained negative. Theoretical and practical implications are also discussed.
AB - Previous studies have documented inconsistent results in terms of the relationship between knowledge workers' perceived training investment and their turnover intentions. In order to clarify the inconsistencies, the present study extends previous research by exploring the moderating roles of perceived demand-ability (D-A) job fit and person-organisation (P-O) fit. Data were collected from 303 research and development (R&D) engineers from 30 high-technology firms in Taiwan. Hierarchical regression analyses were conducted to test the hypotheses. The results show that perceived D-A fit, P-O fit, and perceived training investment interact jointly to predict knowledge workers' turnover intentions. Specifically, while the main effect of perceived training investment on turnover intentions was negative, under situations of extremely high perceived D-A fit and extremely low P-O fit, the relationship between knowledge workers' perceived training investment and their turnover intentions became positive, and under situations of low perceived D-A fit and high P-O fit, the relationship between knowledge workers' perceived training investment and their turnover intentions remained negative. Theoretical and practical implications are also discussed.
UR - http://www.scopus.com/inward/record.url?scp=77957125249&partnerID=8YFLogxK
UR - http://www.scopus.com/inward/citedby.url?scp=77957125249&partnerID=8YFLogxK
U2 - 10.1111/j.1464-0597.2009.00412.x
DO - 10.1111/j.1464-0597.2009.00412.x
M3 - Article
AN - SCOPUS:77957125249
VL - 59
SP - 566
EP - 593
JO - Applied Psychology
JF - Applied Psychology
SN - 0269-994X
IS - 4
ER -