Person‐organization fit and turnover intention: The mediating role of need‐supply fit and demand‐ability fit

Abstract The Great Resignation indicates that many organizations are grappling with the human resource challenge of staff retention and turnover, in which fit plays a prominent role. Extrapolating the role of fit, this study investigates the effects of person‐organization fit, need‐supply fit, and demand‐ability fit on turnover intention. The study also investigates whether need‐supply fit and demand‐ability fit mediates the effect of person‐organization fit on turnover intention. The data gathered from 250 full‐time faculty members was analyzed using partial least squares structural equation modeling (PLS‐SEM) through SmartPLS. The results showed that (i) need‐supply fit and person‐organization fit had a negative and direct impact on turnover intentions, (ii) the impact of demand‐ability fit on turnover intention was insignificant, and (iii) the association between person‐organization fit and turnover intention is mediated by need‐supply fit. These findings are useful for management and practitioners in designing strategies that enhance employees’ compatibility with their workplace and help in reducing employees’ turnover intention. Noteworthily, this is one of the first research to look at the direct and indirect effects of person‐organization fit on turnover intention through need‐supply fit and demand‐ability fit.