Employee-fit and Turnover Intentions: The Role of Job Engagement and Psychological Contract Violation in the Hospitality Industry

Keywords

P–O fit; P-J fit; Employee engagement; Turnover intention; Hospitality industry; Psychological contract violations

Abstract

The primary goal of this study is to develop and test a comprehensive model concerning the association between employee-fit and turnover intention (TI) in the hospitality industry. A multi-wave survey was conducted in the metropolitan cities of Pakistan to collect data from 362 frontline hotel industry employees. The findings reveal that person-organization (P–O) fit and person-job (P-J) fit are negatively associated with employee TI in the hospitality industry, while employee engagement plays the underlying mediating role in these relationships. In addition, the psychological contract violation (PCV) has been found as a boundary condition to our proposed linear relationships such that the indirect effects of P–O fit and P-J fit on employee TI are weaker for the employees having high PCV. Theoretical and practical implications for the hospitality industry as well as limitations and future research directions have been discussed.

Publication Date

11-2021

Original Citation

Saleem, S., Rasheed, M.I., Malik, M., & Okumus, F. (2021). Employee-fit and turnover intentions: The role of job engagement and psychological contract violation in the hospitality industry. Journal of Hospitality and Tourism Management, 49, 385-395. https://doi.org/10.1016/j.jhtm.2021.10.009

Document Type

Paper

Language

English

Source Title

Journal of Hospitality and Tourism Management

Volume

49

College

Rosen College of Hospitality Management

Location

Rosen College of Hospitality Management

This document is currently not available for download.

View via DOI


Share

COinS