Exploring the Moderating Roles of Perceived Person-Job Fit and Person-Organisation Fit on the Relationship between Training Investment and Knowledge Workers' Turnover Intentions

Huo-Tsan Chang, Nai Wen Chi, Aichia Chuang

Research output: Contribution to journalArticle

25 Citations (Scopus)

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 languageEnglish
Pages (from-to)566-593
Number of pages28
JournalApplied Psychology
Volume59
Issue number4
DOIs
Publication statusPublished - 2010 Oct 1

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Organizations
Aptitude
Taiwan
Research
Regression Analysis
Intentions
Workers
Person
Turnover
Technology

All Science Journal Classification (ASJC) codes

  • Developmental and Educational Psychology
  • Arts and Humanities (miscellaneous)
  • Applied Psychology

Cite this

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