The effect of overload and job satisfaction on the turnover intent on the role of person-organization fit: A research in the public sector

Considered as a negative index of organizational effectiveness, voluntary turnover behavior has been at the center of empirical research for more than 20 years. Leaving employees is seriously costly for organization, which can lead to increased staffing costs, reduced organizational information capital and weakening of organizational prestige. Therefore, it is important to understand the process of employees leaving the organization at their own discretion in terms of retaining qualified personnel in the organization and increasing organizational effectiveness. The study was carried out in a holistic way to test the role of person-organisation fit in the impact of excessive workload and job satisfaction levels of contract workers in a public institution responsible for national security on their turnover intent. For this purpose, data were collected by survey method from 616 employees working in public institutions. T-test, one-way variance (ANOVA), correlation and hierarchical regression analysis and structural equality modeling were used to analyze the data obtained. When the findings were examined, it was found that excessive workload had a positive effect on the turnover intent and job satisfaction had a negative effect on the turnover intent. It has also been determined that person-organization fit plays a mediating role in these interactions. In addition to these, when the bilateral relations between variables are examined, the relations established within the framework of the structural equation model have generally been supported. When all the findings are evaluated, it has been found out that a model can be created, which accepts excessive workload, job satisfaction and person-organization fit as a precursor and examines the turnover intent as an organizational outcome variable.