Moderating role of job involvement in the impact of perceived organization-person fit on intention to stay: A research in the textile industry of Marmara Region

The most valuable resource for organizations to achieve their aims and objectives is human resource. Organizations which realize that human is the most valuable capital will aspire to retain highly motivated, successful and engaged employees to ensure that their labor force is flexible, and that employee loyalty can be sustained. The fit between the organization and the employee is important in that sense. The fit between and organization and its employee affects the performance of the employee. Organization-person fit is a key to success for organizations. When individuals internalize organizational goals and when, in return, organizations mett expectations of its members, the performance of employees is positively affected leading to loyal, dedicated employees with strong intention to stay. The main aim of this study is to explore the moderating role of job involvement in the impact of perceived organization-person fit on the employee's intention to stay. A convenience sample of 340 employees working at different organizational levels from 4 textile companies operating in 3 different domains in the Marmara Region has been used to conduct the research. Data has been analyzed through SPSS 25 and AMOS 24 statistical software tools. Results have shown that sub-dimensions of organization-person fit, namely needs-supplies fit, value congruence, demands-abilities fit, have a statistically significant positive impact on intention to stay. Additionally, job involvement has a moderating role in the relationship between demands-abilities fit and intention to stay. Keywords: Organization-Person Fit, Intention to Stay, Job Involvement