Organizational Commitment, Work Engagement, Person–Supervisor Fit, and Turnover Intention: A Total Effect Moderation Model
We conceptualized work engagement as a mediator and person–supervisor fit as a moderator for understanding the impact mechanism of organizational commitment on turnover intention. With survey data collected from a sample of 512 building engineers in Taiwan, we tested the total
effect moderation model that we proposed in this study via a path analysis procedure using a parametric bootstrap method. Results indicated that work engagement partially mediated the negative effect of organizational commitment on turnover intention, and that the negative relationship between
organizational commitment and turnover intention became weaker when person–supervisor fit was closer. Implications for management theory and practice are discussed.
Keywords: ORGANIZATIONAL COMMITMENT; PERSON–SUPERVISOR FIT; TOTAL EFFECT MODERATION; TURNOVER INTENTION; WORK ENGAGEMENT
Document Type: Research Article
Publication date: 01 November 2015
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