The effect of person-organization fit on organizational identification and turnover intention: The role of organizational attractiveness

The aim of this study is to determine whether person-organization fit has an effect on organizational identification and intention to leave. In addition, the study examines whether organizational attractiveness plays a moderating role in the relationship between person-organization fit and intention to leave. Finally, whether the person-organization fit differs according to the working time in the organization is all so discusset within the scope of the study. The hypotheses of the study were tested using data obtained from 300 employees of a factory in Manisa that produces cooling systems, and the data were collected through a survey method. Factor analysis and reliability analysis were conducted to test the suitability of the data and scales collected in the study. Linear regression analysis was used to test the direct effects between variables included in the model. SPSS Process Macro analysis was used to determine whether organizational attractiveness plays a moderating role in the relationship between person-organization fit and intention to leave. ANOVA test was applied to determine whether person-organization fit differed significantly according to length of employment in the organization According to the analysis, it has been determined that person-organization fit has a negative effect on turnover intention and a positive effect on organizational identification level. In addition, it has been found that organizational attractiveness plays a moderating role in the relationship between person-organization fit and turnover intention. The results of the study also indicate that as the length of employment in the organization increases, the degree of person-organization fit also increases.