The relationship between person-organization fit, organizational commitment and turnover intention: Moderator effect of interpersonal conflict

This research is designed to examine the mediator effect of organizational commitment and the moderator effect of interpersonal conflict upon the relationship between person-organization fit and turnover intention. Research sample was chosen from Research and Development company's employees in Ankara and data is collected via a survey conducted to 446 employees through internet. Reason of choosing R&D population is R&D groups have some cultural characteristics which make them difficult to work with, like resource interdependence, nonsymmetric expectations and ambiguity in task definition. Addition to that, innovative solutions requires too much interaction since they can't be completed by one person. These types of situations and interactions could lead to severe conflicts. Results show that organizational commitment is fully mediates the relationship between person-organization fit and turnover intention. But interpersonal conflict showed no moderation effect in this relationship. All the findings are discussed in the result and discussion part.