Employee-fit and turnover intentions: The role of job engagement and psychological contract violation in the hospitality industry

The primary goal of this study is to develop and test a comprehensive model concerning the association between employee-fit and turnover intention (TI) in the hospitality industry. A multi-wave survey was conducted in the metropolitan cities of Pakistan to collect data from 362 frontline hotel industry employees. The findings reveal that person-organization (P-O) fit and person-job (P-J) fit are negatively associated with employee TI in the hospitality industry, while employee engagement plays the underlying mediating role in these relationships. In addition, the psychological contract violation (PCV) has been found as a boundary condition to our proposed linear relationships such that the indirect effects of P-O fit and P-J fit on employee TI are weaker for the em-ployees having high PCV. Theoretical and practical implications for the hospitality industry as well as limitations and future research directions have been discussed.

Automated summary

The study aimed to develop and test a comprehensive model on the association between employee-fit and turnover intention in the hospitality industry. Results showed that person-organization fit and person-job fit are negatively associated with employee turnover intention, with employee engagement playing a mediating role. Additionally, psychological contract violation was found to weaken the indirect effects of fit on turnover intention for employees with high violation levels.