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data-broccoli-component="user-info.coauthors-count" data-click-track="profile-expand-user-info-coauthors"><p class="label">Co-authors</p><p class="data">3</p></div></a><span><div class="stat-container"><p class="label"><span class="js-profile-total-view-text">Public Views</span></p><p class="data"><span class="js-profile-view-count"></span></p></div></span></div><div class="user-bio-container"><div class="profile-bio fake-truncate js-profile-about" style="margin: 0px;">I am a PhD student<br /><div class="js-profile-less-about u-linkUnstyled u-tcGrayDarker u-textDecorationUnderline u-displayNone">less</div></div></div><div class="ri-section"><div class="ri-section-header"><span>Interests</span></div><div class="ri-tags-container"><a data-click-track="profile-user-info-expand-research-interests" data-has-card-for-ri-list="58576083" href="https://www.academia.edu/Documents/in/PV_cell_module"><div id="js-react-on-rails-context" style="display:none" 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data-trace="false" data-dom-id="Pill-react-component-115de28a-6716-4e72-981a-c74641132465"></div> <div id="Pill-react-component-115de28a-6716-4e72-981a-c74641132465"></div> </a><a data-click-track="profile-user-info-expand-research-interests" data-has-card-for-ri-list="58576083" href="https://www.academia.edu/Documents/in/Local_Knowledge"><div class="js-react-on-rails-component" style="display:none" data-component-name="Pill" data-props="{"color":"gray","children":["Local Knowledge"]}" data-trace="false" data-dom-id="Pill-react-component-d6abd6cd-40e6-479d-b71a-5ba71e9b945e"></div> <div id="Pill-react-component-d6abd6cd-40e6-479d-b71a-5ba71e9b945e"></div> </a><a data-click-track="profile-user-info-expand-research-interests" data-has-card-for-ri-list="58576083" href="https://www.academia.edu/Documents/in/Electricity_Market"><div class="js-react-on-rails-component" style="display:none" data-component-name="Pill" data-props="{"color":"gray","children":["Electricity Market"]}" data-trace="false" data-dom-id="Pill-react-component-67fa4ab6-bbfe-451f-ae14-f75e223b1103"></div> <div id="Pill-react-component-67fa4ab6-bbfe-451f-ae14-f75e223b1103"></div> </a><a data-click-track="profile-user-info-expand-research-interests" data-has-card-for-ri-list="58576083" href="https://www.academia.edu/Documents/in/Business_Marketing"><div class="js-react-on-rails-component" style="display:none" data-component-name="Pill" data-props="{"color":"gray","children":["Business Marketing"]}" data-trace="false" data-dom-id="Pill-react-component-b8435f5d-c146-415d-b345-d4446fc3dca3"></div> <div id="Pill-react-component-b8435f5d-c146-415d-b345-d4446fc3dca3"></div> </a></div></div></div></div><div class="right-panel-container"><div class="user-content-wrapper"><div class="uploads-container" id="social-redesign-work-container"><div class="upload-header"><h2 class="ds2-5-heading-sans-serif-xs">Uploads</h2></div><div class="documents-container backbone-social-profile-documents" style="width: 100%;"><div class="u-taCenter"></div><div class="profile--tab_content_container js-tab-pane tab-pane active" id="all"><div class="profile--tab_heading_container js-section-heading" data-section="Papers" id="Papers"><h3 class="profile--tab_heading_container">Papers by samad kakar</h3></div><div class="js-work-strip profile--work_container" data-work-id="88738344"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/88738344/The_turnover_intention_among_IT_professionals_A_person_organisation_fit_person_job_fit_and_HRM_perspective"><img alt="Research paper thumbnail of The turnover intention among IT professionals: A person-organisation fit, person-job fit, and HRM perspective" class="work-thumbnail" src="https://a.academia-assets.com/images/blank-paper.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/88738344/The_turnover_intention_among_IT_professionals_A_person_organisation_fit_person_job_fit_and_HRM_perspective">The turnover intention among IT professionals: A person-organisation fit, person-job fit, and HRM perspective</a></div><div class="wp-workCard_item"><span>Human Systems Management</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">OBJECTIVE: Turnover of IT professionals has become a pressing problem for the management of Banks...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">OBJECTIVE: Turnover of IT professionals has become a pressing problem for the management of Banks. To date, limited research has examined the role of human resource management practices (HRMP), person-organisation fit (POF), and person-job fit (PJF) in retaining IT professionals. This study provides an empirical analysis of the direct and indirect effect of HRMP on IT professionals’ turnover intention through POF and PJF. METHODS: The quantitative data collected from 292 IT professionals were analysed through PLS-SEM. RESULTS: The findings revealed a negative and significant relationship between HRMP and employees’ turnover intention. It was further revealed that HRMP relates positively to POF fit and PJF, whereas POF and PJF relate negatively to employees’ turnover intention. Moreover, the findings revealed that POF and PJF explain the intervening mechanism (mediation) between HRMP and turnover intention. CONCLUSIONS: This study shows that IT professionals’ turnover intention is af...</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="88738344"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="88738344"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 88738344; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=88738344]").text(description); $(".js-view-count[data-work-id=88738344]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 88738344; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='88738344']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 88738344, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (false){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "-1" } } $('.js-work-strip[data-work-id=88738344]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":88738344,"title":"The turnover intention among IT professionals: A person-organisation fit, person-job fit, and HRM perspective","translated_title":"","metadata":{"abstract":"OBJECTIVE: Turnover of IT professionals has become a pressing problem for the management of Banks. 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CONCLUSIONS: This study shows that IT professionals’ turnover intention is af...","publisher":"IOS Press","publication_name":"Human Systems Management"},"translated_abstract":"OBJECTIVE: Turnover of IT professionals has become a pressing problem for the management of Banks. To date, limited research has examined the role of human resource management practices (HRMP), person-organisation fit (POF), and person-job fit (PJF) in retaining IT professionals. This study provides an empirical analysis of the direct and indirect effect of HRMP on IT professionals’ turnover intention through POF and PJF. METHODS: The quantitative data collected from 292 IT professionals were analysed through PLS-SEM. RESULTS: The findings revealed a negative and significant relationship between HRMP and employees’ turnover intention. It was further revealed that HRMP relates positively to POF fit and PJF, whereas POF and PJF relate negatively to employees’ turnover intention. 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CONCLUSIONS: This study shows that IT professionals’ turnover intention is af...","internal_url":"https://www.academia.edu/88738344/The_turnover_intention_among_IT_professionals_A_person_organisation_fit_person_job_fit_and_HRM_perspective","translated_internal_url":"","created_at":"2022-10-18T10:17:13.200-07:00","preview_url":null,"current_user_can_edit":null,"current_user_is_owner":null,"owner_id":58576083,"coauthors_can_edit":true,"document_type":"paper","co_author_tags":[],"downloadable_attachments":[],"slug":"The_turnover_intention_among_IT_professionals_A_person_organisation_fit_person_job_fit_and_HRM_perspective","translated_slug":"","page_count":null,"language":"en","content_type":"Work","owner":{"id":58576083,"first_name":"samad","middle_initials":null,"last_name":"kakar","page_name":"samadkakar","domain_name":"independent","created_at":"2017-01-05T07:54:56.572-08:00","display_name":"samad kakar","url":"https://independent.academia.edu/samadkakar"},"attachments":[],"research_interests":[{"id":10174,"name":"Mediation","url":"https://www.academia.edu/Documents/in/Mediation"},{"id":73149,"name":"Business and Management","url":"https://www.academia.edu/Documents/in/Business_and_Management"},{"id":109951,"name":"Turnover","url":"https://www.academia.edu/Documents/in/Turnover"},{"id":176197,"name":"Turnover Intention","url":"https://www.academia.edu/Documents/in/Turnover_Intention"},{"id":1389342,"name":"Human Resources Management Information Systems","url":"https://www.academia.edu/Documents/in/Human_Resources_Management_Information_Systems"}],"urls":[{"id":24901005,"url":"https://content.iospress.com/download?id=10.3233/HSM-220072"}]}, dispatcherData: dispatcherData }); $(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="88738340"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/88738340/Exploring_the_impact_of_green_HRM_practices_on_pro_environmental_behavior_via_interplay_of_organization_citizenship_behavior"><img alt="Research paper thumbnail of Exploring the impact of green HRM practices on pro-environmental behavior via interplay of organization citizenship behavior" class="work-thumbnail" src="https://attachments.academia-assets.com/92732561/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/88738340/Exploring_the_impact_of_green_HRM_practices_on_pro_environmental_behavior_via_interplay_of_organization_citizenship_behavior">Exploring the impact of green HRM practices on pro-environmental behavior via interplay of organization citizenship behavior</a></div><div class="wp-workCard_item"><span>Green Finance</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">Using Green human resource management practices (HRMPs) as a multi-component construct, this stud...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">Using Green human resource management practices (HRMPs) as a multi-component construct, this study investigated the influence of bundle of Green HRMPs on pro-environmental behavior (Pro-EB) and organizational citizenship behavior towards the environment (OCBE), and examined the mediating effect of OCBE as a psychological mechanism that defines Green HRMPs and Pro-EB relationships. Data were obtained using self-administered questionnaires from a sample of 247 full-time academics working in public sector higher education institutions of Pakistan. The hypotheses were verified using partial least squares structural equation modelling (PLS-SEM). The results revealed that Green HRMPs bundle had a significant and positive effect on both Pro-EB and OCBE, and OCBE, in return, had a positive relationship with Pro-EB. It was further revealed that OCBE positively mediated the association between Green HRMPs bundles and Pro-EB. The originality of the study lies in conceptualizing Green HRMPs bun...</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="c65cff6163fad8151cef0246ae4930a9" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":92732561,"asset_id":88738340,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/92732561/download_file?st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="88738340"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="88738340"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 88738340; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=88738340]").text(description); $(".js-view-count[data-work-id=88738340]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 88738340; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='88738340']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 88738340, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "c65cff6163fad8151cef0246ae4930a9" } } $('.js-work-strip[data-work-id=88738340]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":88738340,"title":"Exploring the impact of green HRM practices on pro-environmental behavior via interplay of organization citizenship behavior","translated_title":"","metadata":{"abstract":"Using Green human resource management practices (HRMPs) as a multi-component construct, this study investigated the influence of bundle of Green HRMPs on pro-environmental behavior (Pro-EB) and organizational citizenship behavior towards the environment (OCBE), and examined the mediating effect of OCBE as a psychological mechanism that defines Green HRMPs and Pro-EB relationships. Data were obtained using self-administered questionnaires from a sample of 247 full-time academics working in public sector higher education institutions of Pakistan. The hypotheses were verified using partial least squares structural equation modelling (PLS-SEM). The results revealed that Green HRMPs bundle had a significant and positive effect on both Pro-EB and OCBE, and OCBE, in return, had a positive relationship with Pro-EB. It was further revealed that OCBE positively mediated the association between Green HRMPs bundles and Pro-EB. The originality of the study lies in conceptualizing Green HRMPs bun...","publisher":"American Institute of Mathematical Sciences (AIMS)","publication_name":"Green Finance"},"translated_abstract":"Using Green human resource management practices (HRMPs) as a multi-component construct, this study investigated the influence of bundle of Green HRMPs on pro-environmental behavior (Pro-EB) and organizational citizenship behavior towards the environment (OCBE), and examined the mediating effect of OCBE as a psychological mechanism that defines Green HRMPs and Pro-EB relationships. Data were obtained using self-administered questionnaires from a sample of 247 full-time academics working in public sector higher education institutions of Pakistan. The hypotheses were verified using partial least squares structural equation modelling (PLS-SEM). The results revealed that Green HRMPs bundle had a significant and positive effect on both Pro-EB and OCBE, and OCBE, in return, had a positive relationship with Pro-EB. It was further revealed that OCBE positively mediated the association between Green HRMPs bundles and Pro-EB. 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$(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="88738317"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/88738317/Work_life_balance_practices_and_organizational_cynicism_The_mediating_role_of_person_job_fit"><img alt="Research paper thumbnail of Work-life balance practices and organizational cynicism: The mediating role of person-job fit" class="work-thumbnail" src="https://attachments.academia-assets.com/92656635/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/88738317/Work_life_balance_practices_and_organizational_cynicism_The_mediating_role_of_person_job_fit">Work-life balance practices and organizational cynicism: The mediating role of person-job fit</a></div><div class="wp-workCard_item"><span>Frontiers in Psychology</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">This study aims to elaborate on how work-life balance (WLB) practices influence organizational cy...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">This study aims to elaborate on how work-life balance (WLB) practices influence organizational cynicism (OC) through the mediation effects of person-job fit (PJF). We collected data from 331 nurses through a self-administered survey, and we tested our hypothesized model through partial least square structural equation modeling techniques using SmartPLS software. The findings revealed that WLB practices influenced OC negatively and PJF positively. We further found that PJF negatively influenced OC and mediated WLB practices’ effect on OC. These findings imply that nurses should be provided WLB practices to meet their job and home responsibilities and thus have a less cynical attitude toward the organization.</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="8051a7a376dd4ef079ccca6585899163" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":92656635,"asset_id":88738317,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/92656635/download_file?st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="88738317"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="88738317"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 88738317; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=88738317]").text(description); $(".js-view-count[data-work-id=88738317]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 88738317; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='88738317']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 88738317, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "8051a7a376dd4ef079ccca6585899163" } } $('.js-work-strip[data-work-id=88738317]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":88738317,"title":"Work-life balance practices and organizational cynicism: The mediating role of person-job fit","translated_title":"","metadata":{"abstract":"This study aims to elaborate on how work-life balance (WLB) practices influence organizational cynicism (OC) through the mediation effects of person-job fit (PJF). We collected data from 331 nurses through a self-administered survey, and we tested our hypothesized model through partial least square structural equation modeling techniques using SmartPLS software. The findings revealed that WLB practices influenced OC negatively and PJF positively. We further found that PJF negatively influenced OC and mediated WLB practices’ effect on OC. These findings imply that nurses should be provided WLB practices to meet their job and home responsibilities and thus have a less cynical attitude toward the organization.","publisher":"Frontiers Media SA","publication_name":"Frontiers in Psychology"},"translated_abstract":"This study aims to elaborate on how work-life balance (WLB) practices influence organizational cynicism (OC) through the mediation effects of person-job fit (PJF). We collected data from 331 nurses through a self-administered survey, and we tested our hypothesized model through partial least square structural equation modeling techniques using SmartPLS software. The findings revealed that WLB practices influenced OC negatively and PJF positively. We further found that PJF negatively influenced OC and mediated WLB practices’ effect on OC. These findings imply that nurses should be provided WLB practices to meet their job and home responsibilities and thus have a less cynical attitude toward the organization.","internal_url":"https://www.academia.edu/88738317/Work_life_balance_practices_and_organizational_cynicism_The_mediating_role_of_person_job_fit","translated_internal_url":"","created_at":"2022-10-18T10:16:40.062-07:00","preview_url":null,"current_user_can_edit":null,"current_user_is_owner":null,"owner_id":58576083,"coauthors_can_edit":true,"document_type":"paper","co_author_tags":[],"downloadable_attachments":[{"id":92656635,"title":"","file_type":"pdf","scribd_thumbnail_url":"https://attachments.academia-assets.com/92656635/thumbnails/1.jpg","file_name":"pdf.pdf","download_url":"https://www.academia.edu/attachments/92656635/download_file?st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&","bulk_download_file_name":"Work_life_balance_practices_and_organiza.pdf","bulk_download_url":"https://d1wqtxts1xzle7.cloudfront.net/92656635/pdf-libre.pdf?1666114552=\u0026response-content-disposition=attachment%3B+filename%3DWork_life_balance_practices_and_organiza.pdf\u0026Expires=1733191037\u0026Signature=cK-oOc521FG-DhorRjGmb6fw6txzGKk4pU8s~OE-ZeEl~LeQ6GeAxJ9gma5ejk1ddaZbmiPG8-i4tuROAhAeg9iWv9-5jarz2-ilZ69UVPl3LATZ3CE7dir7JcKR79nv~PJgZzIR84QykYhV~IhZQmhvJRPs7esCQel6u9o3VsLR0BvMSzeThAOJD7id5q1d2audxwYETXxxNRC-bv9eEMi7G6eUj-OxT0v~y9bV0-wzI2GeazZhFyNbiLwXTpe6wPHMWzll8tOfJpQS1RILd3koTN7l7T1GZOJgaUIvI9CDBDBWs46h9WYBDxtvJXpQEG6xyxXTSu4X7qyKorXiSg__\u0026Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA"}],"slug":"Work_life_balance_practices_and_organizational_cynicism_The_mediating_role_of_person_job_fit","translated_slug":"","page_count":13,"language":"en","content_type":"Work","owner":{"id":58576083,"first_name":"samad","middle_initials":null,"last_name":"kakar","page_name":"samadkakar","domain_name":"independent","created_at":"2017-01-05T07:54:56.572-08:00","display_name":"samad kakar","url":"https://independent.academia.edu/samadkakar"},"attachments":[{"id":92656635,"title":"","file_type":"pdf","scribd_thumbnail_url":"https://attachments.academia-assets.com/92656635/thumbnails/1.jpg","file_name":"pdf.pdf","download_url":"https://www.academia.edu/attachments/92656635/download_file?st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&","bulk_download_file_name":"Work_life_balance_practices_and_organiza.pdf","bulk_download_url":"https://d1wqtxts1xzle7.cloudfront.net/92656635/pdf-libre.pdf?1666114552=\u0026response-content-disposition=attachment%3B+filename%3DWork_life_balance_practices_and_organiza.pdf\u0026Expires=1733191037\u0026Signature=cK-oOc521FG-DhorRjGmb6fw6txzGKk4pU8s~OE-ZeEl~LeQ6GeAxJ9gma5ejk1ddaZbmiPG8-i4tuROAhAeg9iWv9-5jarz2-ilZ69UVPl3LATZ3CE7dir7JcKR79nv~PJgZzIR84QykYhV~IhZQmhvJRPs7esCQel6u9o3VsLR0BvMSzeThAOJD7id5q1d2audxwYETXxxNRC-bv9eEMi7G6eUj-OxT0v~y9bV0-wzI2GeazZhFyNbiLwXTpe6wPHMWzll8tOfJpQS1RILd3koTN7l7T1GZOJgaUIvI9CDBDBWs46h9WYBDxtvJXpQEG6xyxXTSu4X7qyKorXiSg__\u0026Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA"}],"research_interests":[{"id":221,"name":"Psychology","url":"https://www.academia.edu/Documents/in/Psychology"},{"id":248,"name":"Social Psychology","url":"https://www.academia.edu/Documents/in/Social_Psychology"},{"id":10174,"name":"Mediation","url":"https://www.academia.edu/Documents/in/Mediation"},{"id":111516,"name":"Work Life Balance","url":"https://www.academia.edu/Documents/in/Work_Life_Balance-2"},{"id":150985,"name":"Cynicism","url":"https://www.academia.edu/Documents/in/Cynicism"},{"id":2498386,"name":"Frontiers in Psychology","url":"https://www.academia.edu/Documents/in/Frontiers_in_Psychology"}],"urls":[{"id":24900988,"url":"https://www.frontiersin.org/articles/10.3389/fpsyg.2022.979666/full"}]}, dispatcherData: dispatcherData }); $(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="84843022"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/84843022/Correction_Kakar_et_al_The_Mediating_Role_of_Person_Job_Fit_between_Work_Life_Balance_WLB_Practices_and_Academic_Turnover_Intentions_in_India_s_Higher_Educational_Institutions_Sustainability_2021_13_10497"><img alt="Research paper thumbnail of Correction: Kakar et al. The Mediating Role of Person-Job Fit between Work-Life Balance (WLB) Practices and Academic Turnover Intentions in India’s Higher Educational Institutions. Sustainability 2021, 13, 10497" class="work-thumbnail" src="https://attachments.academia-assets.com/89729829/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/84843022/Correction_Kakar_et_al_The_Mediating_Role_of_Person_Job_Fit_between_Work_Life_Balance_WLB_Practices_and_Academic_Turnover_Intentions_in_India_s_Higher_Educational_Institutions_Sustainability_2021_13_10497">Correction: Kakar et al. The Mediating Role of Person-Job Fit between Work-Life Balance (WLB) Practices and Academic Turnover Intentions in India’s Higher Educational Institutions. Sustainability 2021, 13, 10497</a></div><div class="wp-workCard_item"><span>Sustainability</span><span>, Mar 24, 2022</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="a7c926e941cd38c1a2639bf61341fd3d" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":89729829,"asset_id":84843022,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/89729829/download_file?st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="84843022"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="84843022"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 84843022; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=84843022]").text(description); $(".js-view-count[data-work-id=84843022]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 84843022; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='84843022']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 84843022, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "a7c926e941cd38c1a2639bf61341fd3d" } } $('.js-work-strip[data-work-id=84843022]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":84843022,"title":"Correction: Kakar et al. 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$(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="81207298"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/81207298/The_Mediating_Role_of_Person_Job_Fit_between_Work_Life_Balance_WLB_Practices_and_Academic_Turnover_Intentions_in_India_s_Higher_Educational_Institutions"><img alt="Research paper thumbnail of The Mediating Role of Person-Job Fit between Work-Life Balance (WLB) Practices and Academic Turnover Intentions in India’s Higher Educational Institutions" class="work-thumbnail" src="https://attachments.academia-assets.com/87332961/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/81207298/The_Mediating_Role_of_Person_Job_Fit_between_Work_Life_Balance_WLB_Practices_and_Academic_Turnover_Intentions_in_India_s_Higher_Educational_Institutions">The Mediating Role of Person-Job Fit between Work-Life Balance (WLB) Practices and Academic Turnover Intentions in India’s Higher Educational Institutions</a></div><div class="wp-workCard_item"><span>Sustainability</span><span>, 2021</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">This study examines the impact of work-life balance (WLB) practices concerning academics’ turnove...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">This study examines the impact of work-life balance (WLB) practices concerning academics’ turnover intention, person-job fit (PJF), and PJF’s relationship with academics’ intention to leave their jobs. The study further investigates person-job fit as an underlying mechanism of the association between WLB practices and turnover intention. The study’s data were collected through a self-administered questionnaire garnered from 550 full-time academics working in higher educational institutions in South India (Andhra Pradesh, Karnataka, Kerala, Tamil Nadu, and Telangana, as well as the union territories of Lakshadweep and Puducherry). Partial least squares structural equation modelling (PLS-SEM) was employed for the statistical analysis of the data, using Smart PLS 3.2.8 software. The study ascertained that WLB practices have a negative impact on academics’ turnover intention. Additionally, the study discovered that WLB practices have a positive impact on PJF. Similarly, PJF seems to hav...</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="d36593bb50f992d6a41c6db91bccf1bf" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":87332961,"asset_id":81207298,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/87332961/download_file?st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="81207298"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="81207298"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 81207298; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=81207298]").text(description); $(".js-view-count[data-work-id=81207298]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 81207298; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='81207298']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 81207298, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "d36593bb50f992d6a41c6db91bccf1bf" } } $('.js-work-strip[data-work-id=81207298]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":81207298,"title":"The Mediating Role of Person-Job Fit between Work-Life Balance (WLB) Practices and Academic Turnover Intentions in India’s Higher Educational Institutions","translated_title":"","metadata":{"abstract":"This study examines the impact of work-life balance (WLB) practices concerning academics’ turnover intention, person-job fit (PJF), and PJF’s relationship with academics’ intention to leave their jobs. 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The mediating role of person-organization fit and person-vocation fit between organizational reputation and turnover intention" class="work-thumbnail" src="https://a.academia-assets.com/images/blank-paper.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/76032250/Does_organizational_reputation_matter_in_Pakistan_s_higher_education_institutions_The_mediating_role_of_person_organization_fit_and_person_vocation_fit_between_organizational_reputation_and_turnover_intention">Does organizational reputation matter in Pakistan’s higher education institutions? The mediating role of person-organization fit and person-vocation fit between organizational reputation and turnover intention</a></div><div class="wp-workCard_item"><span>International Review on Public and Nonprofit Marketing</span><span>, 2020</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">Drawing on social identity theory (SIT), signaling theory, and attraction-selection-attrition (AS...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">Drawing on social identity theory (SIT), signaling theory, and attraction-selection-attrition (ASA) model, we proposed and developed a model linking organizational reputation to turnover intention, both directly and indirectly through person-vocation fit (P-V fit) and person-organization fit (P-O fit). The model was tested using partial least squares structural equation modeling (PLS-SEM) on a sample of 250 full-time faculty members from Pakistan’s higher educational institutions. The findings supported the model and found that organization reputation had a negative and direct influence on turnover intention and positive impact on P-V fit and P-O fit. P-O fit and P-V fit, in turn, had negative relationships with faculty turnover intention. Moreover, the study revealed that P-O fit and P-V fit partially mediated the negative relationship between organizational reputation and faculty turnover intention. The findings of the study has important practical implications for the adoption of marketing concepts in non-profit seeking organizations, especially in higher educational institutions. The practical and theoretical implications and some interesting avenues for future research are discussed at the end of the study.</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="76032250"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="76032250"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 76032250; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=76032250]").text(description); $(".js-view-count[data-work-id=76032250]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 76032250; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='76032250']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 76032250, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (false){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "-1" } } $('.js-work-strip[data-work-id=76032250]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":76032250,"title":"Does organizational reputation matter in Pakistan’s higher education institutions? 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Moreover, the study revealed that P-O fit and P-V fit partially mediated the negative relationship between organizational reputation and faculty turnover intention. The findings of the study has important practical implications for the adoption of marketing concepts in non-profit seeking organizations, especially in higher educational institutions. 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The findings supported the model and found that organization reputation had a negative and direct influence on turnover intention and positive impact on P-V fit and P-O fit. P-O fit and P-V fit, in turn, had negative relationships with faculty turnover intention. Moreover, the study revealed that P-O fit and P-V fit partially mediated the negative relationship between organizational reputation and faculty turnover intention. The findings of the study has important practical implications for the adoption of marketing concepts in non-profit seeking organizations, especially in higher educational institutions. 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$(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="76032220"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/76032220/Achieving_Sustainable_Development_Through_Employees_Innovative_Behaviour_and_Knowledge_Management"><img alt="Research paper thumbnail of Achieving Sustainable Development Through Employees’ Innovative Behaviour and Knowledge Management" class="work-thumbnail" src="https://attachments.academia-assets.com/83715474/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/76032220/Achieving_Sustainable_Development_Through_Employees_Innovative_Behaviour_and_Knowledge_Management">Achieving Sustainable Development Through Employees’ Innovative Behaviour and Knowledge Management</a></div><div class="wp-workCard_item"><span>The Journal of Social Sciences Research</span><span>, 2018</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="430c62c648b6d64888da89b7afb029cf" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":83715474,"asset_id":76032220,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/83715474/download_file?st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="76032220"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="76032220"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 76032220; 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src="https://attachments.academia-assets.com/83219190/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/75458923/The_Mediating_Role_of_Person_Job_Fit_between_Work_Life_Balance_WLB_Practices_and_Academic_Turnover_Intentions_in_Indias_Higher_Educational_Institutions">The Mediating Role of Person-Job Fit between Work-Life Balance (WLB) Practices and Academic Turnover Intentions in India's Higher Educational Institutions</a></div><div class="wp-workCard_item wp-workCard--coauthors"><span>by </span><span><a class="" data-click-track="profile-work-strip-authors" href="https://independent.academia.edu/samadkakar">samad kakar</a> and <a class="" data-click-track="profile-work-strip-authors" href="https://independent.academia.edu/MeyerNatanya">Natanya Meyer</a></span></div><div class="wp-workCard_item"><span>MDPI</span><span>, 2021</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">This article is an open access article distributed under the terms and conditions of the Creative...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">This article is an open access article distributed under the terms and conditions of the Creative Commons Attribution (CC BY</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="df58e0e3c17faebe52c27aec17266e6a" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" 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wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/68218959/The_Office_Environment_And_Employees_Efficiency_In_The_Different_Private_Sectors_Of_Balochistan_Pakistan">The Office Environment And Employees' Efficiency In The Different Private Sectors Of Balochistan, Pakistan</a></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">Presently, worker's efficiency is a great contest for every institution. The current study examin...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">Presently, worker's efficiency is a great contest for every institution. The current study examines the impact of the office environment (OE) on employees' efficiency (EE) among the employees of private sectors of Balochistan, Pakistan. The study utilizes a questionnaire to collect the quantitative responses. Overall reliability of the questionnaire is noted as 0.868, while individuals' factor reliability is within the acceptable scores. By employing SPSS, the study's findings underline a significant impact of OE [career support (CS), manager support (MS) and physical work environment (PWE)] on EE. The outcomes of an investigation would help the executives to comprehend more about the dynamics of workers outcomes. 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$(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="68218206"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/68218206/Person_organization_fit_and_job_opportunities_matter_in_HRM_practices_turnover_intention_relationship_a_moderated_mediation_model"><img alt="Research paper thumbnail of Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model" class="work-thumbnail" src="https://a.academia-assets.com/images/blank-paper.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/68218206/Person_organization_fit_and_job_opportunities_matter_in_HRM_practices_turnover_intention_relationship_a_moderated_mediation_model">Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model</a></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">This study aims to develop and test a moderated-mediation model with the person-organisation fit ...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">This study aims to develop and test a moderated-mediation model with the person-organisation fit as a mediator in the relations between human resource management (HRM) practices and intention to leave, and job opportunities as a moderator of the indirect link between HRM practices and the intention to leave via person-organisation fit. Data were collected from 250 faculty members of Higher Education Institutions (HEIs) in Pakistan. Hypotheses are tested through partial least squares structural equation modelling and PROCESS macro. The results showed that the relations between HRM practices and intention to leave was partially mediated by person-organization fit. The results also revealed that job opportunities not only moderated the direct relations between person-organisation fit and intention to quit but also moderated the mediated indirect relationship between HRM practices and intention to leave via person organisation fit thus providing evidence of moderated-mediation. This pap...</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="68218206"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="68218206"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 68218206; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=68218206]").text(description); $(".js-view-count[data-work-id=68218206]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 68218206; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='68218206']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 68218206, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (false){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "-1" } } $('.js-work-strip[data-work-id=68218206]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":68218206,"title":"Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model","translated_title":"","metadata":{"abstract":"This study aims to develop and test a moderated-mediation model with the person-organisation fit as a mediator in the relations between human resource management (HRM) practices and intention to leave, and job opportunities as a moderator of the indirect link between HRM practices and the intention to leave via person-organisation fit. Data were collected from 250 faculty members of Higher Education Institutions (HEIs) in Pakistan. Hypotheses are tested through partial least squares structural equation modelling and PROCESS macro. The results showed that the relations between HRM practices and intention to leave was partially mediated by person-organization fit. The results also revealed that job opportunities not only moderated the direct relations between person-organisation fit and intention to quit but also moderated the mediated indirect relationship between HRM practices and intention to leave via person organisation fit thus providing evidence of moderated-mediation. This pap...","publication_date":{"day":null,"month":null,"year":2019,"errors":{}}},"translated_abstract":"This study aims to develop and test a moderated-mediation model with the person-organisation fit as a mediator in the relations between human resource management (HRM) practices and intention to leave, and job opportunities as a moderator of the indirect link between HRM practices and the intention to leave via person-organisation fit. Data were collected from 250 faculty members of Higher Education Institutions (HEIs) in Pakistan. Hypotheses are tested through partial least squares structural equation modelling and PROCESS macro. The results showed that the relations between HRM practices and intention to leave was partially mediated by person-organization fit. The results also revealed that job opportunities not only moderated the direct relations between person-organisation fit and intention to quit but also moderated the mediated indirect relationship between HRM practices and intention to leave via person organisation fit thus providing evidence of moderated-mediation. This pap...","internal_url":"https://www.academia.edu/68218206/Person_organization_fit_and_job_opportunities_matter_in_HRM_practices_turnover_intention_relationship_a_moderated_mediation_model","translated_internal_url":"","created_at":"2022-01-14T23:48:25.051-08:00","preview_url":null,"current_user_can_edit":null,"current_user_is_owner":null,"owner_id":58576083,"coauthors_can_edit":true,"document_type":"paper","co_author_tags":[],"downloadable_attachments":[],"slug":"Person_organization_fit_and_job_opportunities_matter_in_HRM_practices_turnover_intention_relationship_a_moderated_mediation_model","translated_slug":"","page_count":null,"language":"en","content_type":"Work","owner":{"id":58576083,"first_name":"samad","middle_initials":null,"last_name":"kakar","page_name":"samadkakar","domain_name":"independent","created_at":"2017-01-05T07:54:56.572-08:00","display_name":"samad kakar","url":"https://independent.academia.edu/samadkakar"},"attachments":[],"research_interests":[{"id":221,"name":"Psychology","url":"https://www.academia.edu/Documents/in/Psychology"},{"id":6416,"name":"Human Resource Management","url":"https://www.academia.edu/Documents/in/Human_Resource_Management"},{"id":127487,"name":"Job Opportunities","url":"https://www.academia.edu/Documents/in/Job_Opportunities"},{"id":176197,"name":"Turnover Intention","url":"https://www.academia.edu/Documents/in/Turnover_Intention"},{"id":221266,"name":"Person Organization Fit","url":"https://www.academia.edu/Documents/in/Person_Organization_Fit"},{"id":256126,"name":"Faculty Member","url":"https://www.academia.edu/Documents/in/Faculty_Member"},{"id":994836,"name":"Intention to Stay/quit","url":"https://www.academia.edu/Documents/in/Intention_to_Stay_quit"}],"urls":[]}, dispatcherData: dispatcherData }); $(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="68218205"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/68218205/Understanding_linkage_between_human_resource_management_practices_and_intention_to_leave_a_moderated_mediation_conceptual_model"><img alt="Research paper thumbnail of Understanding linkage between human resource management practices and intention to leave: a moderated-mediation conceptual model" class="work-thumbnail" src="https://a.academia-assets.com/images/blank-paper.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/68218205/Understanding_linkage_between_human_resource_management_practices_and_intention_to_leave_a_moderated_mediation_conceptual_model">Understanding linkage between human resource management practices and intention to leave: a moderated-mediation conceptual model</a></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">The concept of employees&#39; turnover has been well documented in literature. However, the mecha...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">The concept of employees&#39; turnover has been well documented in literature. However, the mechanism through which Perceived Human Resource Management Practices (HRMP) is linked to Intention to Leave (ITL) need further analysis. The present study proposes that employees&#39; perception of HRMP affects Person Job Fit (PJ Fit), which, in turn, affects their (employees&#39;) intention to leave. In addition, we conceptualize that the indirect effect of HRMP on intention to leave is moderated by Job Opportunities (JO); meaning that in case of higher JO, the strength and/or the direction of relationship between HRMP and intention to leave may vary. 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However, the mechanism through which Perceived Human Resource Management Practices (HRMP) is linked to Intention to Leave (ITL) need further analysis. The present study proposes that employees\u0026#39; perception of HRMP affects Person Job Fit (PJ Fit), which, in turn, affects their (employees\u0026#39;) intention to leave. In addition, we conceptualize that the indirect effect of HRMP on intention to leave is moderated by Job Opportunities (JO); meaning that in case of higher JO, the strength and/or the direction of relationship between HRMP and intention to leave may vary. Likewise, JO will also moderate the negative relationship between PJ Fit and intention to leave.","internal_url":"https://www.academia.edu/68218205/Understanding_linkage_between_human_resource_management_practices_and_intention_to_leave_a_moderated_mediation_conceptual_model","translated_internal_url":"","created_at":"2022-01-14T23:48:24.895-08:00","preview_url":null,"current_user_can_edit":null,"current_user_is_owner":null,"owner_id":58576083,"coauthors_can_edit":true,"document_type":"paper","co_author_tags":[],"downloadable_attachments":[],"slug":"Understanding_linkage_between_human_resource_management_practices_and_intention_to_leave_a_moderated_mediation_conceptual_model","translated_slug":"","page_count":null,"language":"en","content_type":"Work","owner":{"id":58576083,"first_name":"samad","middle_initials":null,"last_name":"kakar","page_name":"samadkakar","domain_name":"independent","created_at":"2017-01-05T07:54:56.572-08:00","display_name":"samad kakar","url":"https://independent.academia.edu/samadkakar"},"attachments":[],"research_interests":[],"urls":[]}, dispatcherData: dispatcherData }); $(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="57393987"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/57393987/The_Impact_of_Organizational_Learning_on_Firm_Performance_in_The_Context_of_Manufacturing_SMES_in_Malaysia_Mediating_Role_of_Innovation_Capability"><img alt="Research paper thumbnail of The Impact of Organizational Learning, on Firm Performance in The Context of Manufacturing SMES in Malaysia, Mediating Role of Innovation Capability" class="work-thumbnail" src="https://a.academia-assets.com/images/blank-paper.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/57393987/The_Impact_of_Organizational_Learning_on_Firm_Performance_in_The_Context_of_Manufacturing_SMES_in_Malaysia_Mediating_Role_of_Innovation_Capability">The Impact of Organizational Learning, on Firm Performance in The Context of Manufacturing SMES in Malaysia, Mediating Role of Innovation Capability</a></div><div class="wp-workCard_item"><span>International Journal of Academic Research in Business and Social Sciences</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="57393987"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="57393987"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 57393987; 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$(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="51169818"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/51169818/The_Mediating_Role_of_Person_Job_Fit_between_Person_Organisation_Fit_and_Intention_to_Leave_the_Job_Empirical_Evidence_from_Pakistan"><img alt="Research paper thumbnail of The Mediating Role of Person-Job Fit between Person-Organisation Fit and Intention to Leave the Job: Empirical Evidence from Pakistan" class="work-thumbnail" src="https://attachments.academia-assets.com/69003920/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/51169818/The_Mediating_Role_of_Person_Job_Fit_between_Person_Organisation_Fit_and_Intention_to_Leave_the_Job_Empirical_Evidence_from_Pakistan">The Mediating Role of Person-Job Fit between Person-Organisation Fit and Intention to Leave the Job: Empirical Evidence from Pakistan</a></div><div class="wp-workCard_item"><span>Sustainability</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">The turnover of faculty members is a pressing problem that has adversely affected the performance...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">The turnover of faculty members is a pressing problem that has adversely affected the performance and productivity of higher education institutions. The purpose of this study is to examine the direct effect of person-organisation fit (POF) and person-job fit (PJF) on faculty members’ turnover intentions. Furthermore, the study explores the mediating role of PJF between POF and turnover intention. Data collected from faculty members of public sector colleges (n = 250) were analysed using partial least squares structural equation modelling. The results, contrary to our expectations, revealed that POF is not a significant predictor of faculty turnover intention. However, the results provided support for the negative relationship between PJF and turnover intention. Additionally, as predicted, the results confirmed that PJF mediates the relationship between POF and turnover intention. The findings also revealed that the reliability and validity of the adopted/adapted scales change in the...</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="e173bb1cf63da0e321030527036aa457" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":69003920,"asset_id":51169818,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/69003920/download_file?st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="51169818"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="51169818"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 51169818; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=51169818]").text(description); $(".js-view-count[data-work-id=51169818]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 51169818; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='51169818']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 51169818, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "e173bb1cf63da0e321030527036aa457" } } $('.js-work-strip[data-work-id=51169818]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":51169818,"title":"The Mediating Role of Person-Job Fit between Person-Organisation Fit and Intention to Leave the Job: Empirical Evidence from Pakistan","translated_title":"","metadata":{"abstract":"The turnover of faculty members is a pressing problem that has adversely affected the performance and productivity of higher education institutions. The purpose of this study is to examine the direct effect of person-organisation fit (POF) and person-job fit (PJF) on faculty members’ turnover intentions. Furthermore, the study explores the mediating role of PJF between POF and turnover intention. Data collected from faculty members of public sector colleges (n = 250) were analysed using partial least squares structural equation modelling. The results, contrary to our expectations, revealed that POF is not a significant predictor of faculty turnover intention. However, the results provided support for the negative relationship between PJF and turnover intention. Additionally, as predicted, the results confirmed that PJF mediates the relationship between POF and turnover intention. The findings also revealed that the reliability and validity of the adopted/adapted scales change in the...","publisher":"MDPI AG","publication_name":"Sustainability"},"translated_abstract":"The turnover of faculty members is a pressing problem that has adversely affected the performance and productivity of higher education institutions. The purpose of this study is to examine the direct effect of person-organisation fit (POF) and person-job fit (PJF) on faculty members’ turnover intentions. Furthermore, the study explores the mediating role of PJF between POF and turnover intention. Data collected from faculty members of public sector colleges (n = 250) were analysed using partial least squares structural equation modelling. The results, contrary to our expectations, revealed that POF is not a significant predictor of faculty turnover intention. However, the results provided support for the negative relationship between PJF and turnover intention. Additionally, as predicted, the results confirmed that PJF mediates the relationship between POF and turnover intention. The findings also revealed that the reliability and validity of the adopted/adapted scales change in the...","internal_url":"https://www.academia.edu/51169818/The_Mediating_Role_of_Person_Job_Fit_between_Person_Organisation_Fit_and_Intention_to_Leave_the_Job_Empirical_Evidence_from_Pakistan","translated_internal_url":"","created_at":"2021-09-02T19:31:48.846-07:00","preview_url":null,"current_user_can_edit":null,"current_user_is_owner":null,"owner_id":58576083,"coauthors_can_edit":true,"document_type":"paper","co_author_tags":[],"downloadable_attachments":[{"id":69003920,"title":"","file_type":"pdf","scribd_thumbnail_url":"https://attachments.academia-assets.com/69003920/thumbnails/1.jpg","file_name":"pdf.pdf","download_url":"https://www.academia.edu/attachments/69003920/download_file?st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&","bulk_download_file_name":"The_Mediating_Role_of_Person_Job_Fit_bet.pdf","bulk_download_url":"https://d1wqtxts1xzle7.cloudfront.net/69003920/pdf-libre.pdf?1630640133=\u0026response-content-disposition=attachment%3B+filename%3DThe_Mediating_Role_of_Person_Job_Fit_bet.pdf\u0026Expires=1733191037\u0026Signature=HMJ5d1~bivbnMr-7qN0a6zXLPSQbi97yaPY2R5Krsnep-F3ztBjz1cx0HXJm25bP2060b6SP67bICQOSmWb2Ms0Yb39gF7-44-6TCQVxtNZYChRy3YSqRuvyKoBsc16w1viyEESiMhTrcgtyaLBZI0~tUIeUzKTiYSzFB-QCQbBHX1tSc9m81MZXqBXe0B89J~xY1a5fwdkGGUd2qXE2Ixhn~o62P9QytiakVmzPgIxIHy7BaHToOzfAKN8LDSFM9vBw6U6NLunh5N4I0QztNk7MIDTcA9ku7cHNRBGnJiGGIs7VmrRucmU~v7xXNMyi~bDgzmfXWpe-yH4m76vJ6w__\u0026Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA"}],"slug":"The_Mediating_Role_of_Person_Job_Fit_between_Person_Organisation_Fit_and_Intention_to_Leave_the_Job_Empirical_Evidence_from_Pakistan","translated_slug":"","page_count":12,"language":"en","content_type":"Work","owner":{"id":58576083,"first_name":"samad","middle_initials":null,"last_name":"kakar","page_name":"samadkakar","domain_name":"independent","created_at":"2017-01-05T07:54:56.572-08:00","display_name":"samad kakar","url":"https://independent.academia.edu/samadkakar"},"attachments":[{"id":69003920,"title":"","file_type":"pdf","scribd_thumbnail_url":"https://attachments.academia-assets.com/69003920/thumbnails/1.jpg","file_name":"pdf.pdf","download_url":"https://www.academia.edu/attachments/69003920/download_file?st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&","bulk_download_file_name":"The_Mediating_Role_of_Person_Job_Fit_bet.pdf","bulk_download_url":"https://d1wqtxts1xzle7.cloudfront.net/69003920/pdf-libre.pdf?1630640133=\u0026response-content-disposition=attachment%3B+filename%3DThe_Mediating_Role_of_Person_Job_Fit_bet.pdf\u0026Expires=1733191037\u0026Signature=HMJ5d1~bivbnMr-7qN0a6zXLPSQbi97yaPY2R5Krsnep-F3ztBjz1cx0HXJm25bP2060b6SP67bICQOSmWb2Ms0Yb39gF7-44-6TCQVxtNZYChRy3YSqRuvyKoBsc16w1viyEESiMhTrcgtyaLBZI0~tUIeUzKTiYSzFB-QCQbBHX1tSc9m81MZXqBXe0B89J~xY1a5fwdkGGUd2qXE2Ixhn~o62P9QytiakVmzPgIxIHy7BaHToOzfAKN8LDSFM9vBw6U6NLunh5N4I0QztNk7MIDTcA9ku7cHNRBGnJiGGIs7VmrRucmU~v7xXNMyi~bDgzmfXWpe-yH4m76vJ6w__\u0026Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA"},{"id":69003921,"title":"","file_type":"pdf","scribd_thumbnail_url":"https://attachments.academia-assets.com/69003921/thumbnails/1.jpg","file_name":"pdf.pdf","download_url":"https://www.academia.edu/attachments/69003921/download_file","bulk_download_file_name":"The_Mediating_Role_of_Person_Job_Fit_bet.pdf","bulk_download_url":"https://d1wqtxts1xzle7.cloudfront.net/69003921/pdf-libre.pdf?1630640133=\u0026response-content-disposition=attachment%3B+filename%3DThe_Mediating_Role_of_Person_Job_Fit_bet.pdf\u0026Expires=1733191037\u0026Signature=QitcvP9ss2G~wJknRacGE73mn~z29oNHO6mwO8r4B-tXp8X4ETNHdLSFeYNPrp~-DLV-6q0nyF~rsOb9MZLIQ8JJSgBBcDgeewbKo4ejdNxQ7fNhAD0YqE42qyYk4gBPP2baJu5PdaoUNPQuzSAsYuzEeeO4rdgeKnBFd4FJmNKmOz8RN1UNdaRWzuHZLK0~DbxOJiAJGTNA7nu1UUcU2Kn3gXnrasaTJ7XUCP0T-RBPkkZRykde5qos236Fr45ZLXJJQlCPeAqvYOeSEbxrndV93ARELRHN5VqCVEfwzWp0RxurVJcmqHAVxalDPmaEMloDeyFsFXvh7VYoeX1W6A__\u0026Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA"}],"research_interests":[{"id":1208617,"name":"Sustainability","url":"https://www.academia.edu/Documents/in/Sustainability"}],"urls":[{"id":10794974,"url":"https://www.mdpi.com/2071-1050/12/19/8189/pdf"}]}, dispatcherData: dispatcherData }); $(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="48052614"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/48052614/Perceived_HR_Practices_and_Intention_to_Quit_of_Generation_X_and_Y_in_Unionize_Organization"><img alt="Research paper thumbnail of Perceived HR Practices and Intention to Quit of Generation X and Y in Unionize Organization" class="work-thumbnail" src="https://attachments.academia-assets.com/66864420/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/48052614/Perceived_HR_Practices_and_Intention_to_Quit_of_Generation_X_and_Y_in_Unionize_Organization">Perceived HR Practices and Intention to Quit of Generation X and Y in Unionize Organization</a></div><div class="wp-workCard_item"><span>International Journal of Engineering & Technology</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">Hotel industry is one of the important segments that contribute greatly to the world’s economy. T...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">Hotel industry is one of the important segments that contribute greatly to the world’s economy. The intention of employees to quit is very crucial in any organization especially in the service industry. The importance of this study is to provide some insights on how organizations, (specifically hotel industry) could apply various management styles to different generations in the workplace. Nearly 269 usable survey questionnaires have been collected from 25 unionize hotel employees in Peninsular of Malaysia and the data has been analyzed with partial least squares (PLS) 2.0.The studies reveal that factors like performance appraisal and remuneration are not important factors for Gen Y employees to leave the organization. Moreover R square shows 58.6 %, which negatively relates to an intention to quit, explaining total variance. The findings show that, Gen Y have a set of characteristics that is different from other employees and they are always on a look out to innovate and...</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="379150c880f3b59679e4613fbb74b8fb" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":66864420,"asset_id":48052614,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/66864420/download_file?st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="48052614"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="48052614"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 48052614; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=48052614]").text(description); $(".js-view-count[data-work-id=48052614]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 48052614; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='48052614']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 48052614, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "379150c880f3b59679e4613fbb74b8fb" } } $('.js-work-strip[data-work-id=48052614]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":48052614,"title":"Perceived HR Practices and Intention to Quit of Generation X and Y in Unionize Organization","translated_title":"","metadata":{"abstract":"Hotel industry is one of the important segments that contribute greatly to the world’s economy. The intention of employees to quit is very crucial in any organization especially in the service industry. The importance of this study is to provide some insights on how organizations, (specifically hotel industry) could apply various management styles to different generations in the workplace. Nearly 269 usable survey questionnaires have been collected from 25 unionize hotel employees in Peninsular of Malaysia and the data has been analyzed with partial least squares (PLS) 2.0.The studies reveal that factors like performance appraisal and remuneration are not important factors for Gen Y employees to leave the organization. Moreover R square shows 58.6 %, which negatively relates to an intention to quit, explaining total variance. The findings show that, Gen Y have a set of characteristics that is different from other employees and they are always on a look out to innovate and...","publisher":"Science Publishing Corporation","ai_title_tag":"HR Practices and Quit Intentions of Generations X and Y","publication_name":"International Journal of Engineering \u0026 Technology"},"translated_abstract":"Hotel industry is one of the important segments that contribute greatly to the world’s economy. The intention of employees to quit is very crucial in any organization especially in the service industry. The importance of this study is to provide some insights on how organizations, (specifically hotel industry) could apply various management styles to different generations in the workplace. Nearly 269 usable survey questionnaires have been collected from 25 unionize hotel employees in Peninsular of Malaysia and the data has been analyzed with partial least squares (PLS) 2.0.The studies reveal that factors like performance appraisal and remuneration are not important factors for Gen Y employees to leave the organization. Moreover R square shows 58.6 %, which negatively relates to an intention to quit, explaining total variance. The findings show that, Gen Y have a set of characteristics that is different from other employees and they are always on a look out to innovate and...","internal_url":"https://www.academia.edu/48052614/Perceived_HR_Practices_and_Intention_to_Quit_of_Generation_X_and_Y_in_Unionize_Organization","translated_internal_url":"","created_at":"2021-05-03T23:59:30.496-07:00","preview_url":null,"current_user_can_edit":null,"current_user_is_owner":null,"owner_id":58576083,"coauthors_can_edit":true,"document_type":"paper","co_author_tags":[],"downloadable_attachments":[{"id":66864420,"title":"","file_type":"pdf","scribd_thumbnail_url":"https://attachments.academia-assets.com/66864420/thumbnails/1.jpg","file_name":"13128.pdf","download_url":"https://www.academia.edu/attachments/66864420/download_file?st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&","bulk_download_file_name":"Perceived_HR_Practices_and_Intention_to.pdf","bulk_download_url":"https://d1wqtxts1xzle7.cloudfront.net/66864420/13128-libre.pdf?1620118155=\u0026response-content-disposition=attachment%3B+filename%3DPerceived_HR_Practices_and_Intention_to.pdf\u0026Expires=1733191037\u0026Signature=N03gZeyLt55knofxWLibViaMOYs2RtwAgYZMCM6VJVJYwwZY90HMKp9ATFknuTzQiSScwZlrPxuFnIyy1QSJJ2oh6CkOHlLilCjUIo87g3wu3bNuGUaGA2D2ZmrNLwKo4OR6AJyCC~AMnPqA~KLq8ry8g4eH0e93O3EMFEUshOd7XIqqBbwPSYevGktD-vxVNmEN71KZAwXjjZLDLTVlQ~ooR6QOdEKd3-jsvF1necbCm6miuq4s2UmrR9BtcWwnshhbdXQmcwu~bvd-ieCpKSkPXZlh~ewfJbbCfrYe2fbnz4aQPq~ArtwRmFShkpraUR1aW~iIZSBkbYeVRFo~Sg__\u0026Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA"}],"slug":"Perceived_HR_Practices_and_Intention_to_Quit_of_Generation_X_and_Y_in_Unionize_Organization","translated_slug":"","page_count":5,"language":"en","content_type":"Work","owner":{"id":58576083,"first_name":"samad","middle_initials":null,"last_name":"kakar","page_name":"samadkakar","domain_name":"independent","created_at":"2017-01-05T07:54:56.572-08:00","display_name":"samad kakar","url":"https://independent.academia.edu/samadkakar"},"attachments":[{"id":66864420,"title":"","file_type":"pdf","scribd_thumbnail_url":"https://attachments.academia-assets.com/66864420/thumbnails/1.jpg","file_name":"13128.pdf","download_url":"https://www.academia.edu/attachments/66864420/download_file?st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&","bulk_download_file_name":"Perceived_HR_Practices_and_Intention_to.pdf","bulk_download_url":"https://d1wqtxts1xzle7.cloudfront.net/66864420/13128-libre.pdf?1620118155=\u0026response-content-disposition=attachment%3B+filename%3DPerceived_HR_Practices_and_Intention_to.pdf\u0026Expires=1733191037\u0026Signature=N03gZeyLt55knofxWLibViaMOYs2RtwAgYZMCM6VJVJYwwZY90HMKp9ATFknuTzQiSScwZlrPxuFnIyy1QSJJ2oh6CkOHlLilCjUIo87g3wu3bNuGUaGA2D2ZmrNLwKo4OR6AJyCC~AMnPqA~KLq8ry8g4eH0e93O3EMFEUshOd7XIqqBbwPSYevGktD-vxVNmEN71KZAwXjjZLDLTVlQ~ooR6QOdEKd3-jsvF1necbCm6miuq4s2UmrR9BtcWwnshhbdXQmcwu~bvd-ieCpKSkPXZlh~ewfJbbCfrYe2fbnz4aQPq~ArtwRmFShkpraUR1aW~iIZSBkbYeVRFo~Sg__\u0026Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA"}],"research_interests":[{"id":27239,"name":"HRM \u0026 Organisational Behaviour","url":"https://www.academia.edu/Documents/in/HRM_and_Organisational_Behaviour"},{"id":448599,"name":"Engineering Technology","url":"https://www.academia.edu/Documents/in/Engineering_Technology"},{"id":994836,"name":"Intention to Stay/quit","url":"https://www.academia.edu/Documents/in/Intention_to_Stay_quit"}],"urls":[{"id":9958843,"url":"https://www.sciencepubco.com/index.php/ijet/article/viewFile/25765/13128"}]}, dispatcherData: dispatcherData }); $(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="43487070"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/43487070/Perceived_HR_Practices_and_Intention_to_Quit_of_Generation_X_and_Y_in_Unionize_Organization"><img alt="Research paper thumbnail of Perceived HR Practices and Intention to Quit of Generation X and Y in Unionize Organization" class="work-thumbnail" src="https://attachments.academia-assets.com/63795888/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/43487070/Perceived_HR_Practices_and_Intention_to_Quit_of_Generation_X_and_Y_in_Unionize_Organization">Perceived HR Practices and Intention to Quit of Generation X and Y in Unionize Organization</a></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">Hotel industry is one of the important segments that contribute greatly to the world's economy. T...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">Hotel industry is one of the important segments that contribute greatly to the world's economy. The intention of employees to quit is very crucial in any organization especially in the service industry. The importance of this study is to provide some insights on how organizations , (specifically hotel industry) could apply various management styles to different generations in the workplace. Nearly 269 usable survey questionnaires have been collected from 25 unionize hotel employees in Peninsular of Malaysia and the data has been analyzed with partial least squares (PLS) 2.0.The studies reveal that factors like performance appraisal and remuneration are not important factors for Gen Y employees to leave the organization. Moreover R square shows 58.6 %, which negatively relates to an intention to quit, explaining total variance. The findings show that, Gen Y have a set of characteristics that is different from other employees and they are always on a look out to innovate and highlight their talents. Furthermore, the findings of this study provide some practical implications on the effect of the intention to quit in the hotel industry. It also could help the managers and Human Resource department to have better understanding in managing and coping with the turnover issues in the hotel industry.</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="2c695aa7dadd4ee511b934d9e895d90b" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":63795888,"asset_id":43487070,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/63795888/download_file?st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="43487070"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="43487070"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 43487070; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=43487070]").text(description); $(".js-view-count[data-work-id=43487070]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 43487070; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='43487070']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 43487070, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "2c695aa7dadd4ee511b934d9e895d90b" } } $('.js-work-strip[data-work-id=43487070]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":43487070,"title":"Perceived HR Practices and Intention to Quit of Generation X and Y in Unionize Organization","translated_title":"","metadata":{"abstract":"Hotel industry is one of the important segments that contribute greatly to the world's economy. The intention of employees to quit is very crucial in any organization especially in the service industry. The importance of this study is to provide some insights on how organizations , (specifically hotel industry) could apply various management styles to different generations in the workplace. Nearly 269 usable survey questionnaires have been collected from 25 unionize hotel employees in Peninsular of Malaysia and the data has been analyzed with partial least squares (PLS) 2.0.The studies reveal that factors like performance appraisal and remuneration are not important factors for Gen Y employees to leave the organization. Moreover R square shows 58.6 %, which negatively relates to an intention to quit, explaining total variance. The findings show that, Gen Y have a set of characteristics that is different from other employees and they are always on a look out to innovate and highlight their talents. Furthermore, the findings of this study provide some practical implications on the effect of the intention to quit in the hotel industry. It also could help the managers and Human Resource department to have better understanding in managing and coping with the turnover issues in the hotel industry.","ai_title_tag":"HR Practices and Turnover Intentions of Gen X and Y in Hotels","publication_date":{"day":null,"month":null,"year":2018,"errors":{}}},"translated_abstract":"Hotel industry is one of the important segments that contribute greatly to the world's economy. The intention of employees to quit is very crucial in any organization especially in the service industry. The importance of this study is to provide some insights on how organizations , (specifically hotel industry) could apply various management styles to different generations in the workplace. Nearly 269 usable survey questionnaires have been collected from 25 unionize hotel employees in Peninsular of Malaysia and the data has been analyzed with partial least squares (PLS) 2.0.The studies reveal that factors like performance appraisal and remuneration are not important factors for Gen Y employees to leave the organization. Moreover R square shows 58.6 %, which negatively relates to an intention to quit, explaining total variance. The findings show that, Gen Y have a set of characteristics that is different from other employees and they are always on a look out to innovate and highlight their talents. Furthermore, the findings of this study provide some practical implications on the effect of the intention to quit in the hotel industry. It also could help the managers and Human Resource department to have better understanding in managing and coping with the turnover issues in the hotel industry.","internal_url":"https://www.academia.edu/43487070/Perceived_HR_Practices_and_Intention_to_Quit_of_Generation_X_and_Y_in_Unionize_Organization","translated_internal_url":"","created_at":"2020-07-01T02:02:45.980-07:00","preview_url":null,"current_user_can_edit":null,"current_user_is_owner":null,"owner_id":58576083,"coauthors_can_edit":true,"document_type":"paper","co_author_tags":[{"id":35142750,"work_id":43487070,"tagging_user_id":58576083,"tagged_user_id":null,"co_author_invite_id":5529325,"email":"v***n@segi.edu.my","display_order":1,"name":"Vimala Kadiresan","title":"Perceived HR Practices and Intention to Quit of Generation X and Y in Unionize Organization"},{"id":35142751,"work_id":43487070,"tagging_user_id":58576083,"tagged_user_id":58576083,"co_author_invite_id":7060353,"email":"s***7@gmail.com","display_order":2,"name":"samad kakar","title":"Perceived HR Practices and Intention to Quit of Generation X and Y in Unionize Organization"}],"downloadable_attachments":[{"id":63795888,"title":"","file_type":"pdf","scribd_thumbnail_url":"https://attachments.academia-assets.com/63795888/thumbnails/1.jpg","file_name":"Perceived_HR_Practices_and_Intention_to_Quit_of_Ge20200701-120199-gzs74u.pdf","download_url":"https://www.academia.edu/attachments/63795888/download_file?st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&","bulk_download_file_name":"Perceived_HR_Practices_and_Intention_to.pdf","bulk_download_url":"https://d1wqtxts1xzle7.cloudfront.net/63795888/Perceived_HR_Practices_and_Intention_to_Quit_of_Ge20200701-120199-gzs74u-libre.pdf?1593594693=\u0026response-content-disposition=attachment%3B+filename%3DPerceived_HR_Practices_and_Intention_to.pdf\u0026Expires=1733191037\u0026Signature=OiaJBmqukHuzhz8lPhqpVhKItoiiYzqosQyO6dUN7mJgqoWnB1mcB5sFPehLu4I09TadRxtv0q8VeXoXF9N~eD8fDuRA8k~hFmaxgLZxazj2CHw3Jx6hCECJEu9J4HyP2UsQ8yipyShOAW6zzZ7my~dVMkTmowG1VAKbHbQe9aB3GO-R75PTC32vhZELGks8zR5zg5P3S14Sr1m6ehbJsenq1q1TsXKQjLLYEuKF2dRmS9kst24vUuq3RyTMZkOoG8ztxsstA-ZFDKfS7yH2vAg~~wfeyLZ4GTDS8WAAv15WGq6sFIRw0dqGh~Nc~mvKy-7S8kTqzLAvZVqT8hZtYw__\u0026Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA"}],"slug":"Perceived_HR_Practices_and_Intention_to_Quit_of_Generation_X_and_Y_in_Unionize_Organization","translated_slug":"","page_count":5,"language":"en","content_type":"Work","owner":{"id":58576083,"first_name":"samad","middle_initials":null,"last_name":"kakar","page_name":"samadkakar","domain_name":"independent","created_at":"2017-01-05T07:54:56.572-08:00","display_name":"samad kakar","url":"https://independent.academia.edu/samadkakar"},"attachments":[{"id":63795888,"title":"","file_type":"pdf","scribd_thumbnail_url":"https://attachments.academia-assets.com/63795888/thumbnails/1.jpg","file_name":"Perceived_HR_Practices_and_Intention_to_Quit_of_Ge20200701-120199-gzs74u.pdf","download_url":"https://www.academia.edu/attachments/63795888/download_file?st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&","bulk_download_file_name":"Perceived_HR_Practices_and_Intention_to.pdf","bulk_download_url":"https://d1wqtxts1xzle7.cloudfront.net/63795888/Perceived_HR_Practices_and_Intention_to_Quit_of_Ge20200701-120199-gzs74u-libre.pdf?1593594693=\u0026response-content-disposition=attachment%3B+filename%3DPerceived_HR_Practices_and_Intention_to.pdf\u0026Expires=1733191037\u0026Signature=OiaJBmqukHuzhz8lPhqpVhKItoiiYzqosQyO6dUN7mJgqoWnB1mcB5sFPehLu4I09TadRxtv0q8VeXoXF9N~eD8fDuRA8k~hFmaxgLZxazj2CHw3Jx6hCECJEu9J4HyP2UsQ8yipyShOAW6zzZ7my~dVMkTmowG1VAKbHbQe9aB3GO-R75PTC32vhZELGks8zR5zg5P3S14Sr1m6ehbJsenq1q1TsXKQjLLYEuKF2dRmS9kst24vUuq3RyTMZkOoG8ztxsstA-ZFDKfS7yH2vAg~~wfeyLZ4GTDS8WAAv15WGq6sFIRw0dqGh~Nc~mvKy-7S8kTqzLAvZVqT8hZtYw__\u0026Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA"}],"research_interests":[{"id":27239,"name":"HRM \u0026 Organisational Behaviour","url":"https://www.academia.edu/Documents/in/HRM_and_Organisational_Behaviour"},{"id":994836,"name":"Intention to Stay/quit","url":"https://www.academia.edu/Documents/in/Intention_to_Stay_quit"}],"urls":[]}, dispatcherData: dispatcherData }); $(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="43025202"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/43025202/Work_life_balance_practices_and_turnover_intention_The_mediating_role_of_person_organization_fit"><img alt="Research paper thumbnail of Work-life balance practices and turnover intention: The mediating role of person-organization fit" class="work-thumbnail" src="https://attachments.academia-assets.com/63288636/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/43025202/Work_life_balance_practices_and_turnover_intention_The_mediating_role_of_person_organization_fit">Work-life balance practices and turnover intention: The mediating role of person-organization fit</a></div><div class="wp-workCard_item wp-workCard--coauthors"><span>by </span><span><a class="" data-click-track="profile-work-strip-authors" href="https://independent.academia.edu/samadkakar">samad kakar</a> and <a class="" data-click-track="profile-work-strip-authors" href="https://independent.academia.edu/HARCHARANJITSINGHALMAHINDERSINGHIBS">HARCHARANJIT SINGH A/L MAHINDER SINGH IBS</a></span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">The higher educational institutions in Pakistan are facing challenges to reduce the turnover of t...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">The higher educational institutions in Pakistan are facing challenges to<br />reduce the turnover of their faculty members. To date, research has failed to<br />explore the antecedents of faculty members’ turnover intention, especially in<br />the context of Pakistan. The purpose of this study was to investigate worklife<br />balance practices and person-organization fit as antecedents of faculty<br />members’ turnover intention. This study hypothesized that work-life balance<br />practices and person-organization fit are negatively related to intention to<br />leave the job. Furthermore, the study proposed that person-organization fit<br />mediates the negative relationship between work-life balance practices and<br />intention to leave the job. This study adopted a cross-sectional design and a<br />quantitative approach. The data was collected from a total of 250 faculty<br />members from the public sector colleges in Baluchistan, Pakistan, through<br />self-administered questionnaires. This study used partial least square<br />structural equation modeling (PLS-SEM) for the analysis of measurement<br />and structural model. The results revealed that work-life balance practices<br />and person-organization fit had a direct negative and significant effect on<br />employees' intention to leave the job. Furthermore, the results also showed<br />that person-organization fit mediated the relationship between work-life<br />balance practices and intention to leave the job. This study contributes to<br />work-life balance practices and person-organization fit literature by<br />examining the mediating processes through which work-life balance<br />practices and intention to leave are linked. These findings provide important implications for human resource professionals to reduce the turnover of<br />faculty members. Limitations and directions for future research are<br />discussed.</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="ba6360e4f31ef6dfbacecdfb6b7dff98" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":63288636,"asset_id":43025202,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/63288636/download_file?st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="43025202"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="43025202"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 43025202; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=43025202]").text(description); $(".js-view-count[data-work-id=43025202]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 43025202; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='43025202']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 43025202, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "ba6360e4f31ef6dfbacecdfb6b7dff98" } } $('.js-work-strip[data-work-id=43025202]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":43025202,"title":"Work-life balance practices and turnover intention: The mediating role of person-organization fit","translated_title":"","metadata":{"doi":"10.21833/ijaas.2019.09.012","abstract":"The higher educational institutions in Pakistan are facing challenges to\nreduce the turnover of their faculty members. To date, research has failed to\nexplore the antecedents of faculty members’ turnover intention, especially in\nthe context of Pakistan. The purpose of this study was to investigate worklife\nbalance practices and person-organization fit as antecedents of faculty\nmembers’ turnover intention. This study hypothesized that work-life balance\npractices and person-organization fit are negatively related to intention to\nleave the job. Furthermore, the study proposed that person-organization fit\nmediates the negative relationship between work-life balance practices and\nintention to leave the job. This study adopted a cross-sectional design and a\nquantitative approach. The data was collected from a total of 250 faculty\nmembers from the public sector colleges in Baluchistan, Pakistan, through\nself-administered questionnaires. This study used partial least square\nstructural equation modeling (PLS-SEM) for the analysis of measurement\nand structural model. The results revealed that work-life balance practices\nand person-organization fit had a direct negative and significant effect on\nemployees' intention to leave the job. Furthermore, the results also showed\nthat person-organization fit mediated the relationship between work-life\nbalance practices and intention to leave the job. This study contributes to\nwork-life balance practices and person-organization fit literature by\nexamining the mediating processes through which work-life balance\npractices and intention to leave are linked. These findings provide important implications for human resource professionals to reduce the turnover of\nfaculty members. Limitations and directions for future research are\ndiscussed.","ai_title_tag":"Work-life Balance, Person-Organization Fit, and Faculty Turnover","publication_date":{"day":null,"month":null,"year":2019,"errors":{}}},"translated_abstract":"The higher educational institutions in Pakistan are facing challenges to\nreduce the turnover of their faculty members. To date, research has failed to\nexplore the antecedents of faculty members’ turnover intention, especially in\nthe context of Pakistan. The purpose of this study was to investigate worklife\nbalance practices and person-organization fit as antecedents of faculty\nmembers’ turnover intention. This study hypothesized that work-life balance\npractices and person-organization fit are negatively related to intention to\nleave the job. Furthermore, the study proposed that person-organization fit\nmediates the negative relationship between work-life balance practices and\nintention to leave the job. This study adopted a cross-sectional design and a\nquantitative approach. The data was collected from a total of 250 faculty\nmembers from the public sector colleges in Baluchistan, Pakistan, through\nself-administered questionnaires. This study used partial least square\nstructural equation modeling (PLS-SEM) for the analysis of measurement\nand structural model. The results revealed that work-life balance practices\nand person-organization fit had a direct negative and significant effect on\nemployees' intention to leave the job. Furthermore, the results also showed\nthat person-organization fit mediated the relationship between work-life\nbalance practices and intention to leave the job. This study contributes to\nwork-life balance practices and person-organization fit literature by\nexamining the mediating processes through which work-life balance\npractices and intention to leave are linked. These findings provide important implications for human resource professionals to reduce the turnover of\nfaculty members. Limitations and directions for future research are\ndiscussed.","internal_url":"https://www.academia.edu/43025202/Work_life_balance_practices_and_turnover_intention_The_mediating_role_of_person_organization_fit","translated_internal_url":"","created_at":"2020-05-12T13:52:32.482-07:00","preview_url":null,"current_user_can_edit":null,"current_user_is_owner":null,"owner_id":58576083,"coauthors_can_edit":true,"document_type":"paper","co_author_tags":[{"id":34608528,"work_id":43025202,"tagging_user_id":58576083,"tagged_user_id":167835,"co_author_invite_id":null,"email":"n***a@utm.my","affiliation":"Universiti Teknologi Malaysia - UTM","display_order":1,"name":"Dr. Nur Naha Abu Mansor","title":"Work-life balance practices and turnover intention: The mediating role of person-organization fit"},{"id":34608529,"work_id":43025202,"tagging_user_id":58576083,"tagged_user_id":44746788,"co_author_invite_id":null,"email":"r***a@ibs.utm.my","display_order":2,"name":"Roselina Ahmad Saufi","title":"Work-life balance practices and turnover intention: The mediating role of person-organization fit"},{"id":34608530,"work_id":43025202,"tagging_user_id":58576083,"tagged_user_id":158696503,"co_author_invite_id":7027499,"email":"h***t@utm.my","display_order":3,"name":"HARCHARANJIT SINGH A/L MAHINDER SINGH IBS","title":"Work-life balance practices and turnover intention: The mediating role of person-organization fit"}],"downloadable_attachments":[{"id":63288636,"title":"","file_type":"pdf","scribd_thumbnail_url":"https://attachments.academia-assets.com/63288636/thumbnails/1.jpg","file_name":"samad20200512-35765-1ly5avw.pdf","download_url":"https://www.academia.edu/attachments/63288636/download_file?st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&","bulk_download_file_name":"Work_life_balance_practices_and_turnover.pdf","bulk_download_url":"https://d1wqtxts1xzle7.cloudfront.net/63288636/samad20200512-35765-1ly5avw-libre.pdf?1589317493=\u0026response-content-disposition=attachment%3B+filename%3DWork_life_balance_practices_and_turnover.pdf\u0026Expires=1733191038\u0026Signature=R9MMW1tcme~9JAczFn7zc5znKlN-pcSJjNmN6Mb70ZOlwc9ZziH5DoZX7vhsL8AMcxgxJWnUiCI7u2B5-UAFK8yJGrzQQChkyWTl6WEopiMNZRLrjy1DWt96ZsJgCECRSsiCvQ0A520A4Sh2I1uTjyV666Il6BOnWyHq4tyZWMdBa67UbY79~4oxRC24BoVS7HzmaCkqI10hHFlrJ5GpKpDxYishVc6xXzvdma6nv3Vkxxh~auZE1OltYMODxIyQRXAvJhW0y6o-IWpTU4Odyf29jv3~lT~ueVaCibzEKnicJBK6icVkwjs2~-8zVP9LyoYEQ1ygLyxECtaNS42~HA__\u0026Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA"}],"slug":"Work_life_balance_practices_and_turnover_intention_The_mediating_role_of_person_organization_fit","translated_slug":"","page_count":9,"language":"en","content_type":"Work","owner":{"id":58576083,"first_name":"samad","middle_initials":null,"last_name":"kakar","page_name":"samadkakar","domain_name":"independent","created_at":"2017-01-05T07:54:56.572-08:00","display_name":"samad kakar","url":"https://independent.academia.edu/samadkakar"},"attachments":[{"id":63288636,"title":"","file_type":"pdf","scribd_thumbnail_url":"https://attachments.academia-assets.com/63288636/thumbnails/1.jpg","file_name":"samad20200512-35765-1ly5avw.pdf","download_url":"https://www.academia.edu/attachments/63288636/download_file?st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&","bulk_download_file_name":"Work_life_balance_practices_and_turnover.pdf","bulk_download_url":"https://d1wqtxts1xzle7.cloudfront.net/63288636/samad20200512-35765-1ly5avw-libre.pdf?1589317493=\u0026response-content-disposition=attachment%3B+filename%3DWork_life_balance_practices_and_turnover.pdf\u0026Expires=1733191038\u0026Signature=R9MMW1tcme~9JAczFn7zc5znKlN-pcSJjNmN6Mb70ZOlwc9ZziH5DoZX7vhsL8AMcxgxJWnUiCI7u2B5-UAFK8yJGrzQQChkyWTl6WEopiMNZRLrjy1DWt96ZsJgCECRSsiCvQ0A520A4Sh2I1uTjyV666Il6BOnWyHq4tyZWMdBa67UbY79~4oxRC24BoVS7HzmaCkqI10hHFlrJ5GpKpDxYishVc6xXzvdma6nv3Vkxxh~auZE1OltYMODxIyQRXAvJhW0y6o-IWpTU4Odyf29jv3~lT~ueVaCibzEKnicJBK6icVkwjs2~-8zVP9LyoYEQ1ygLyxECtaNS42~HA__\u0026Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA"}],"research_interests":[{"id":66057,"name":"Work-Life Balance","url":"https://www.academia.edu/Documents/in/Work-Life_Balance"},{"id":127487,"name":"Job Opportunities","url":"https://www.academia.edu/Documents/in/Job_Opportunities"},{"id":176197,"name":"Turnover Intention","url":"https://www.academia.edu/Documents/in/Turnover_Intention"},{"id":221266,"name":"Person Organization Fit","url":"https://www.academia.edu/Documents/in/Person_Organization_Fit"},{"id":994836,"name":"Intention to Stay/quit","url":"https://www.academia.edu/Documents/in/Intention_to_Stay_quit"}],"urls":[]}, dispatcherData: dispatcherData }); $(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="43025127"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/43025127/Person_organization_fit_and_job_opportunities_matter_in_HRM_practices_turnover_intention_relationship_a_moderated_mediation_model"><img alt="Research paper thumbnail of Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model" class="work-thumbnail" src="https://attachments.academia-assets.com/63288524/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/43025127/Person_organization_fit_and_job_opportunities_matter_in_HRM_practices_turnover_intention_relationship_a_moderated_mediation_model">Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model</a></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">Person-organization fit and job opportunities matter in HRM practices-turnover intention relation...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model El ajuste persona-organización y las oportunidades laborales son importantes en la relación entre las prácticas de GRH y la intención de cambio: un modelo de mediación moderado O encaixe da organização de pessoas e as oportunidades de emprego são importantes na relação de intenção de rotatividade de práticas de GRH: um modelo de mediação moderado Abstract This study aims to develop and test a moderated-mediation model with the person-organisation fit as a mediator in the relations between human resource management (HRM) practices and intention to leave, and job opportunities as a moderator of the indirect link between HRM practices and the intention to leave via person-organisation fit. Data were collected from 250 faculty members of Higher Education Institutions (HEIs) in Pakistan. Hypotheses are tested through partial least squares structural equation modelling and PROCESS macro. The results showed that the relations between HRM practices and intention to leave was partially mediated by person-organization fit. The results also revealed that job opportunities not only moderated the direct relations between person-organisation fit and intention to quit but also moderated the mediated indirect relationship between HRM practices and intention to leave via person organisation fit thus providing evidence of moderated-mediation. This paper is the first of its kind to examine moderated-mediation among HRM practices, person-organisation fit and intention to leave the job. Keywords: Intention to leave; Turnover intention; Person-organization fit; Perceived human resource management practices; and Job opportunities. Resumen Este estudio tiene como objetivo desarrollar y probar un modelo de mediación moderada con la persona-organización adecuada como mediador en las relaciones entre las prácticas de gestión de recursos humanos (HRM) y la intención de abandonar, y las oportunidades de trabajo como moderador del vínculo indirecto entre Las prácticas de gestión de recursos humanos y la intención de salir a través de persona-organización en forma. Se recopilaron datos de 250 miembros de la facultad de instituciones de educación superior (HEI) en Pakistán. Las hipótesis se prueban mediante el modelo de ecuación estructural de mínimos cuadrados parciales y la macro PROCESS. Los resultados mostraron que las relaciones entre las prácticas de GRH y la intención de salir estaban parcialmente mediadas por la persona-organización adecuada. Los resultados también revelaron que las oportunidades de trabajo no solo moderaban las relaciones directas entre el ajuste de la organización y la intención de renunciar, sino que también moderaban la relación indirecta mediada entre las prácticas de GRH y la intención de abandonar a través del ajuste de la organización de la persona, proporcionando así evidencia de una mediación moderada. Este documento es el primero de su tipo que examina la mediación moderada entre las prácticas de GRH, el ajuste de la organización y la intención de dejar el trabajo.</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="f1ab71a741b8dde4c27abbee5a0cce76" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":63288524,"asset_id":43025127,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/63288524/download_file?st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="43025127"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="43025127"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 43025127; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=43025127]").text(description); $(".js-view-count[data-work-id=43025127]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 43025127; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='43025127']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 43025127, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "f1ab71a741b8dde4c27abbee5a0cce76" } } $('.js-work-strip[data-work-id=43025127]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":43025127,"title":"Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model","translated_title":"","metadata":{"abstract":"Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model El ajuste persona-organización y las oportunidades laborales son importantes en la relación entre las prácticas de GRH y la intención de cambio: un modelo de mediación moderado O encaixe da organização de pessoas e as oportunidades de emprego são importantes na relação de intenção de rotatividade de práticas de GRH: um modelo de mediação moderado Abstract This study aims to develop and test a moderated-mediation model with the person-organisation fit as a mediator in the relations between human resource management (HRM) practices and intention to leave, and job opportunities as a moderator of the indirect link between HRM practices and the intention to leave via person-organisation fit. Data were collected from 250 faculty members of Higher Education Institutions (HEIs) in Pakistan. Hypotheses are tested through partial least squares structural equation modelling and PROCESS macro. The results showed that the relations between HRM practices and intention to leave was partially mediated by person-organization fit. The results also revealed that job opportunities not only moderated the direct relations between person-organisation fit and intention to quit but also moderated the mediated indirect relationship between HRM practices and intention to leave via person organisation fit thus providing evidence of moderated-mediation. This paper is the first of its kind to examine moderated-mediation among HRM practices, person-organisation fit and intention to leave the job. Keywords: Intention to leave; Turnover intention; Person-organization fit; Perceived human resource management practices; and Job opportunities. Resumen Este estudio tiene como objetivo desarrollar y probar un modelo de mediación moderada con la persona-organización adecuada como mediador en las relaciones entre las prácticas de gestión de recursos humanos (HRM) y la intención de abandonar, y las oportunidades de trabajo como moderador del vínculo indirecto entre Las prácticas de gestión de recursos humanos y la intención de salir a través de persona-organización en forma. Se recopilaron datos de 250 miembros de la facultad de instituciones de educación superior (HEI) en Pakistán. Las hipótesis se prueban mediante el modelo de ecuación estructural de mínimos cuadrados parciales y la macro PROCESS. Los resultados mostraron que las relaciones entre las prácticas de GRH y la intención de salir estaban parcialmente mediadas por la persona-organización adecuada. Los resultados también revelaron que las oportunidades de trabajo no solo moderaban las relaciones directas entre el ajuste de la organización y la intención de renunciar, sino que también moderaban la relación indirecta mediada entre las prácticas de GRH y la intención de abandonar a través del ajuste de la organización de la persona, proporcionando así evidencia de una mediación moderada. Este documento es el primero de su tipo que examina la mediación moderada entre las prácticas de GRH, el ajuste de la organización y la intención de dejar el trabajo.","publication_date":{"day":null,"month":null,"year":2019,"errors":{}}},"translated_abstract":"Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model El ajuste persona-organización y las oportunidades laborales son importantes en la relación entre las prácticas de GRH y la intención de cambio: un modelo de mediación moderado O encaixe da organização de pessoas e as oportunidades de emprego são importantes na relação de intenção de rotatividade de práticas de GRH: um modelo de mediação moderado Abstract This study aims to develop and test a moderated-mediation model with the person-organisation fit as a mediator in the relations between human resource management (HRM) practices and intention to leave, and job opportunities as a moderator of the indirect link between HRM practices and the intention to leave via person-organisation fit. Data were collected from 250 faculty members of Higher Education Institutions (HEIs) in Pakistan. Hypotheses are tested through partial least squares structural equation modelling and PROCESS macro. The results showed that the relations between HRM practices and intention to leave was partially mediated by person-organization fit. The results also revealed that job opportunities not only moderated the direct relations between person-organisation fit and intention to quit but also moderated the mediated indirect relationship between HRM practices and intention to leave via person organisation fit thus providing evidence of moderated-mediation. This paper is the first of its kind to examine moderated-mediation among HRM practices, person-organisation fit and intention to leave the job. Keywords: Intention to leave; Turnover intention; Person-organization fit; Perceived human resource management practices; and Job opportunities. Resumen Este estudio tiene como objetivo desarrollar y probar un modelo de mediación moderada con la persona-organización adecuada como mediador en las relaciones entre las prácticas de gestión de recursos humanos (HRM) y la intención de abandonar, y las oportunidades de trabajo como moderador del vínculo indirecto entre Las prácticas de gestión de recursos humanos y la intención de salir a través de persona-organización en forma. Se recopilaron datos de 250 miembros de la facultad de instituciones de educación superior (HEI) en Pakistán. Las hipótesis se prueban mediante el modelo de ecuación estructural de mínimos cuadrados parciales y la macro PROCESS. Los resultados mostraron que las relaciones entre las prácticas de GRH y la intención de salir estaban parcialmente mediadas por la persona-organización adecuada. Los resultados también revelaron que las oportunidades de trabajo no solo moderaban las relaciones directas entre el ajuste de la organización y la intención de renunciar, sino que también moderaban la relación indirecta mediada entre las prácticas de GRH y la intención de abandonar a través del ajuste de la organización de la persona, proporcionando así evidencia de una mediación moderada. Este documento es el primero de su tipo que examina la mediación moderada entre las prácticas de GRH, el ajuste de la organización y la intención de dejar el trabajo.","internal_url":"https://www.academia.edu/43025127/Person_organization_fit_and_job_opportunities_matter_in_HRM_practices_turnover_intention_relationship_a_moderated_mediation_model","translated_internal_url":"","created_at":"2020-05-12T13:40:38.236-07:00","preview_url":null,"current_user_can_edit":null,"current_user_is_owner":null,"owner_id":58576083,"coauthors_can_edit":true,"document_type":"paper","co_author_tags":[{"id":34608414,"work_id":43025127,"tagging_user_id":58576083,"tagged_user_id":128728404,"co_author_invite_id":null,"email":"r***a@umk.edu.my","affiliation":"Universiti Malaysia Kelantan (UMK)","display_order":2,"name":"Profesor Dr. Roselina Binti Ahmad Saufi","title":"Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model"},{"id":34608415,"work_id":43025127,"tagging_user_id":58576083,"tagged_user_id":167835,"co_author_invite_id":null,"email":"n***a@utm.my","affiliation":"Universiti Teknologi Malaysia - UTM","display_order":3,"name":"Dr. Nur Naha Abu Mansor","title":"Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model"}],"downloadable_attachments":[{"id":63288524,"title":"","file_type":"pdf","scribd_thumbnail_url":"https://attachments.academia-assets.com/63288524/thumbnails/1.jpg","file_name":"75-Article_Text-175-1-10-2019090120200512-30660-13iyy95.pdf","download_url":"https://www.academia.edu/attachments/63288524/download_file?st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&","bulk_download_file_name":"Person_organization_fit_and_job_opportun.pdf","bulk_download_url":"https://d1wqtxts1xzle7.cloudfront.net/63288524/75-Article_Text-175-1-10-2019090120200512-30660-13iyy95-libre.pdf?1589316560=\u0026response-content-disposition=attachment%3B+filename%3DPerson_organization_fit_and_job_opportun.pdf\u0026Expires=1733191038\u0026Signature=VQGsx7VA0uZT74oVVeRaFY6BoiyQNf1h7WJM2THGbyoEjZ6rVzyUChw2M8e9Bpno2agvaHYqmOOwCT3WjQr0DrUYszmDWWlKSbmX749undbD3e69nPuOEaBzzsvLDoVC-Y8fHl1XExNw0FepnPhGEer~myRCDF1cdn8~aEWCM-V6-zMa3kcXOVAvM~ZpUWWOgxvikZydj-~iFT4BgMKK2MEPO34yyefLxWCR7wW8i6bcrzjDpBlaG0zjXEBidyeM1KxuPb-eEZgwS~7LhHMwd7NrK79jjB1eA3KvEzMz2MLygnO6D-S9MoAWXvn3JncZXt0cwUuBNpYNnLyCQ2PGUw__\u0026Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA"}],"slug":"Person_organization_fit_and_job_opportunities_matter_in_HRM_practices_turnover_intention_relationship_a_moderated_mediation_model","translated_slug":"","page_count":11,"language":"en","content_type":"Work","owner":{"id":58576083,"first_name":"samad","middle_initials":null,"last_name":"kakar","page_name":"samadkakar","domain_name":"independent","created_at":"2017-01-05T07:54:56.572-08:00","display_name":"samad kakar","url":"https://independent.academia.edu/samadkakar"},"attachments":[{"id":63288524,"title":"","file_type":"pdf","scribd_thumbnail_url":"https://attachments.academia-assets.com/63288524/thumbnails/1.jpg","file_name":"75-Article_Text-175-1-10-2019090120200512-30660-13iyy95.pdf","download_url":"https://www.academia.edu/attachments/63288524/download_file?st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&","bulk_download_file_name":"Person_organization_fit_and_job_opportun.pdf","bulk_download_url":"https://d1wqtxts1xzle7.cloudfront.net/63288524/75-Article_Text-175-1-10-2019090120200512-30660-13iyy95-libre.pdf?1589316560=\u0026response-content-disposition=attachment%3B+filename%3DPerson_organization_fit_and_job_opportun.pdf\u0026Expires=1733191038\u0026Signature=VQGsx7VA0uZT74oVVeRaFY6BoiyQNf1h7WJM2THGbyoEjZ6rVzyUChw2M8e9Bpno2agvaHYqmOOwCT3WjQr0DrUYszmDWWlKSbmX749undbD3e69nPuOEaBzzsvLDoVC-Y8fHl1XExNw0FepnPhGEer~myRCDF1cdn8~aEWCM-V6-zMa3kcXOVAvM~ZpUWWOgxvikZydj-~iFT4BgMKK2MEPO34yyefLxWCR7wW8i6bcrzjDpBlaG0zjXEBidyeM1KxuPb-eEZgwS~7LhHMwd7NrK79jjB1eA3KvEzMz2MLygnO6D-S9MoAWXvn3JncZXt0cwUuBNpYNnLyCQ2PGUw__\u0026Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA"}],"research_interests":[{"id":6416,"name":"Human Resource Management","url":"https://www.academia.edu/Documents/in/Human_Resource_Management"},{"id":127487,"name":"Job Opportunities","url":"https://www.academia.edu/Documents/in/Job_Opportunities"},{"id":176197,"name":"Turnover Intention","url":"https://www.academia.edu/Documents/in/Turnover_Intention"},{"id":221266,"name":"Person Organization Fit","url":"https://www.academia.edu/Documents/in/Person_Organization_Fit"},{"id":256126,"name":"Faculty Member","url":"https://www.academia.edu/Documents/in/Faculty_Member"},{"id":994836,"name":"Intention to Stay/quit","url":"https://www.academia.edu/Documents/in/Intention_to_Stay_quit"}],"urls":[]}, dispatcherData: dispatcherData }); $(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> </div><div class="profile--tab_content_container js-tab-pane tab-pane" data-section-id="9177437" id="papers"><div class="js-work-strip profile--work_container" data-work-id="88738344"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/88738344/The_turnover_intention_among_IT_professionals_A_person_organisation_fit_person_job_fit_and_HRM_perspective"><img alt="Research paper thumbnail of The turnover intention among IT professionals: A person-organisation fit, person-job fit, and HRM perspective" class="work-thumbnail" src="https://a.academia-assets.com/images/blank-paper.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/88738344/The_turnover_intention_among_IT_professionals_A_person_organisation_fit_person_job_fit_and_HRM_perspective">The turnover intention among IT professionals: A person-organisation fit, person-job fit, and HRM perspective</a></div><div class="wp-workCard_item"><span>Human Systems Management</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">OBJECTIVE: Turnover of IT professionals has become a pressing problem for the management of Banks...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">OBJECTIVE: Turnover of IT professionals has become a pressing problem for the management of Banks. To date, limited research has examined the role of human resource management practices (HRMP), person-organisation fit (POF), and person-job fit (PJF) in retaining IT professionals. This study provides an empirical analysis of the direct and indirect effect of HRMP on IT professionals’ turnover intention through POF and PJF. METHODS: The quantitative data collected from 292 IT professionals were analysed through PLS-SEM. RESULTS: The findings revealed a negative and significant relationship between HRMP and employees’ turnover intention. It was further revealed that HRMP relates positively to POF fit and PJF, whereas POF and PJF relate negatively to employees’ turnover intention. Moreover, the findings revealed that POF and PJF explain the intervening mechanism (mediation) between HRMP and turnover intention. CONCLUSIONS: This study shows that IT professionals’ turnover intention is af...</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="88738344"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="88738344"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 88738344; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=88738344]").text(description); $(".js-view-count[data-work-id=88738344]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 88738344; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='88738344']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 88738344, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (false){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "-1" } } $('.js-work-strip[data-work-id=88738344]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":88738344,"title":"The turnover intention among IT professionals: A person-organisation fit, person-job fit, and HRM perspective","translated_title":"","metadata":{"abstract":"OBJECTIVE: Turnover of IT professionals has become a pressing problem for the management of Banks. To date, limited research has examined the role of human resource management practices (HRMP), person-organisation fit (POF), and person-job fit (PJF) in retaining IT professionals. This study provides an empirical analysis of the direct and indirect effect of HRMP on IT professionals’ turnover intention through POF and PJF. METHODS: The quantitative data collected from 292 IT professionals were analysed through PLS-SEM. RESULTS: The findings revealed a negative and significant relationship between HRMP and employees’ turnover intention. It was further revealed that HRMP relates positively to POF fit and PJF, whereas POF and PJF relate negatively to employees’ turnover intention. Moreover, the findings revealed that POF and PJF explain the intervening mechanism (mediation) between HRMP and turnover intention. CONCLUSIONS: This study shows that IT professionals’ turnover intention is af...","publisher":"IOS Press","publication_name":"Human Systems Management"},"translated_abstract":"OBJECTIVE: Turnover of IT professionals has become a pressing problem for the management of Banks. To date, limited research has examined the role of human resource management practices (HRMP), person-organisation fit (POF), and person-job fit (PJF) in retaining IT professionals. This study provides an empirical analysis of the direct and indirect effect of HRMP on IT professionals’ turnover intention through POF and PJF. METHODS: The quantitative data collected from 292 IT professionals were analysed through PLS-SEM. RESULTS: The findings revealed a negative and significant relationship between HRMP and employees’ turnover intention. It was further revealed that HRMP relates positively to POF fit and PJF, whereas POF and PJF relate negatively to employees’ turnover intention. Moreover, the findings revealed that POF and PJF explain the intervening mechanism (mediation) between HRMP and turnover intention. CONCLUSIONS: This study shows that IT professionals’ turnover intention is af...","internal_url":"https://www.academia.edu/88738344/The_turnover_intention_among_IT_professionals_A_person_organisation_fit_person_job_fit_and_HRM_perspective","translated_internal_url":"","created_at":"2022-10-18T10:17:13.200-07:00","preview_url":null,"current_user_can_edit":null,"current_user_is_owner":null,"owner_id":58576083,"coauthors_can_edit":true,"document_type":"paper","co_author_tags":[],"downloadable_attachments":[],"slug":"The_turnover_intention_among_IT_professionals_A_person_organisation_fit_person_job_fit_and_HRM_perspective","translated_slug":"","page_count":null,"language":"en","content_type":"Work","owner":{"id":58576083,"first_name":"samad","middle_initials":null,"last_name":"kakar","page_name":"samadkakar","domain_name":"independent","created_at":"2017-01-05T07:54:56.572-08:00","display_name":"samad kakar","url":"https://independent.academia.edu/samadkakar"},"attachments":[],"research_interests":[{"id":10174,"name":"Mediation","url":"https://www.academia.edu/Documents/in/Mediation"},{"id":73149,"name":"Business and Management","url":"https://www.academia.edu/Documents/in/Business_and_Management"},{"id":109951,"name":"Turnover","url":"https://www.academia.edu/Documents/in/Turnover"},{"id":176197,"name":"Turnover Intention","url":"https://www.academia.edu/Documents/in/Turnover_Intention"},{"id":1389342,"name":"Human Resources Management Information Systems","url":"https://www.academia.edu/Documents/in/Human_Resources_Management_Information_Systems"}],"urls":[{"id":24901005,"url":"https://content.iospress.com/download?id=10.3233/HSM-220072"}]}, dispatcherData: dispatcherData }); $(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="88738340"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/88738340/Exploring_the_impact_of_green_HRM_practices_on_pro_environmental_behavior_via_interplay_of_organization_citizenship_behavior"><img alt="Research paper thumbnail of Exploring the impact of green HRM practices on pro-environmental behavior via interplay of organization citizenship behavior" class="work-thumbnail" src="https://attachments.academia-assets.com/92732561/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/88738340/Exploring_the_impact_of_green_HRM_practices_on_pro_environmental_behavior_via_interplay_of_organization_citizenship_behavior">Exploring the impact of green HRM practices on pro-environmental behavior via interplay of organization citizenship behavior</a></div><div class="wp-workCard_item"><span>Green Finance</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">Using Green human resource management practices (HRMPs) as a multi-component construct, this stud...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">Using Green human resource management practices (HRMPs) as a multi-component construct, this study investigated the influence of bundle of Green HRMPs on pro-environmental behavior (Pro-EB) and organizational citizenship behavior towards the environment (OCBE), and examined the mediating effect of OCBE as a psychological mechanism that defines Green HRMPs and Pro-EB relationships. Data were obtained using self-administered questionnaires from a sample of 247 full-time academics working in public sector higher education institutions of Pakistan. The hypotheses were verified using partial least squares structural equation modelling (PLS-SEM). The results revealed that Green HRMPs bundle had a significant and positive effect on both Pro-EB and OCBE, and OCBE, in return, had a positive relationship with Pro-EB. It was further revealed that OCBE positively mediated the association between Green HRMPs bundles and Pro-EB. The originality of the study lies in conceptualizing Green HRMPs bun...</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="c65cff6163fad8151cef0246ae4930a9" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":92732561,"asset_id":88738340,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/92732561/download_file?st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="88738340"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="88738340"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 88738340; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=88738340]").text(description); $(".js-view-count[data-work-id=88738340]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 88738340; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='88738340']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 88738340, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "c65cff6163fad8151cef0246ae4930a9" } } $('.js-work-strip[data-work-id=88738340]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":88738340,"title":"Exploring the impact of green HRM practices on pro-environmental behavior via interplay of organization citizenship behavior","translated_title":"","metadata":{"abstract":"Using Green human resource management practices (HRMPs) as a multi-component construct, this study investigated the influence of bundle of Green HRMPs on pro-environmental behavior (Pro-EB) and organizational citizenship behavior towards the environment (OCBE), and examined the mediating effect of OCBE as a psychological mechanism that defines Green HRMPs and Pro-EB relationships. Data were obtained using self-administered questionnaires from a sample of 247 full-time academics working in public sector higher education institutions of Pakistan. The hypotheses were verified using partial least squares structural equation modelling (PLS-SEM). The results revealed that Green HRMPs bundle had a significant and positive effect on both Pro-EB and OCBE, and OCBE, in return, had a positive relationship with Pro-EB. It was further revealed that OCBE positively mediated the association between Green HRMPs bundles and Pro-EB. The originality of the study lies in conceptualizing Green HRMPs bun...","publisher":"American Institute of Mathematical Sciences (AIMS)","publication_name":"Green Finance"},"translated_abstract":"Using Green human resource management practices (HRMPs) as a multi-component construct, this study investigated the influence of bundle of Green HRMPs on pro-environmental behavior (Pro-EB) and organizational citizenship behavior towards the environment (OCBE), and examined the mediating effect of OCBE as a psychological mechanism that defines Green HRMPs and Pro-EB relationships. Data were obtained using self-administered questionnaires from a sample of 247 full-time academics working in public sector higher education institutions of Pakistan. The hypotheses were verified using partial least squares structural equation modelling (PLS-SEM). The results revealed that Green HRMPs bundle had a significant and positive effect on both Pro-EB and OCBE, and OCBE, in return, had a positive relationship with Pro-EB. It was further revealed that OCBE positively mediated the association between Green HRMPs bundles and Pro-EB. 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$(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="88738317"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/88738317/Work_life_balance_practices_and_organizational_cynicism_The_mediating_role_of_person_job_fit"><img alt="Research paper thumbnail of Work-life balance practices and organizational cynicism: The mediating role of person-job fit" class="work-thumbnail" src="https://attachments.academia-assets.com/92656635/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/88738317/Work_life_balance_practices_and_organizational_cynicism_The_mediating_role_of_person_job_fit">Work-life balance practices and organizational cynicism: The mediating role of person-job fit</a></div><div class="wp-workCard_item"><span>Frontiers in Psychology</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">This study aims to elaborate on how work-life balance (WLB) practices influence organizational cy...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">This study aims to elaborate on how work-life balance (WLB) practices influence organizational cynicism (OC) through the mediation effects of person-job fit (PJF). We collected data from 331 nurses through a self-administered survey, and we tested our hypothesized model through partial least square structural equation modeling techniques using SmartPLS software. The findings revealed that WLB practices influenced OC negatively and PJF positively. We further found that PJF negatively influenced OC and mediated WLB practices’ effect on OC. These findings imply that nurses should be provided WLB practices to meet their job and home responsibilities and thus have a less cynical attitude toward the organization.</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="8051a7a376dd4ef079ccca6585899163" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":92656635,"asset_id":88738317,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/92656635/download_file?st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="88738317"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="88738317"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 88738317; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=88738317]").text(description); $(".js-view-count[data-work-id=88738317]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 88738317; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='88738317']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 88738317, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "8051a7a376dd4ef079ccca6585899163" } } $('.js-work-strip[data-work-id=88738317]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":88738317,"title":"Work-life balance practices and organizational cynicism: The mediating role of person-job fit","translated_title":"","metadata":{"abstract":"This study aims to elaborate on how work-life balance (WLB) practices influence organizational cynicism (OC) through the mediation effects of person-job fit (PJF). We collected data from 331 nurses through a self-administered survey, and we tested our hypothesized model through partial least square structural equation modeling techniques using SmartPLS software. The findings revealed that WLB practices influenced OC negatively and PJF positively. We further found that PJF negatively influenced OC and mediated WLB practices’ effect on OC. These findings imply that nurses should be provided WLB practices to meet their job and home responsibilities and thus have a less cynical attitude toward the organization.","publisher":"Frontiers Media SA","publication_name":"Frontiers in Psychology"},"translated_abstract":"This study aims to elaborate on how work-life balance (WLB) practices influence organizational cynicism (OC) through the mediation effects of person-job fit (PJF). We collected data from 331 nurses through a self-administered survey, and we tested our hypothesized model through partial least square structural equation modeling techniques using SmartPLS software. The findings revealed that WLB practices influenced OC negatively and PJF positively. We further found that PJF negatively influenced OC and mediated WLB practices’ effect on OC. These findings imply that nurses should be provided WLB practices to meet their job and home responsibilities and thus have a less cynical attitude toward the organization.","internal_url":"https://www.academia.edu/88738317/Work_life_balance_practices_and_organizational_cynicism_The_mediating_role_of_person_job_fit","translated_internal_url":"","created_at":"2022-10-18T10:16:40.062-07:00","preview_url":null,"current_user_can_edit":null,"current_user_is_owner":null,"owner_id":58576083,"coauthors_can_edit":true,"document_type":"paper","co_author_tags":[],"downloadable_attachments":[{"id":92656635,"title":"","file_type":"pdf","scribd_thumbnail_url":"https://attachments.academia-assets.com/92656635/thumbnails/1.jpg","file_name":"pdf.pdf","download_url":"https://www.academia.edu/attachments/92656635/download_file?st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&","bulk_download_file_name":"Work_life_balance_practices_and_organiza.pdf","bulk_download_url":"https://d1wqtxts1xzle7.cloudfront.net/92656635/pdf-libre.pdf?1666114552=\u0026response-content-disposition=attachment%3B+filename%3DWork_life_balance_practices_and_organiza.pdf\u0026Expires=1733191037\u0026Signature=cK-oOc521FG-DhorRjGmb6fw6txzGKk4pU8s~OE-ZeEl~LeQ6GeAxJ9gma5ejk1ddaZbmiPG8-i4tuROAhAeg9iWv9-5jarz2-ilZ69UVPl3LATZ3CE7dir7JcKR79nv~PJgZzIR84QykYhV~IhZQmhvJRPs7esCQel6u9o3VsLR0BvMSzeThAOJD7id5q1d2audxwYETXxxNRC-bv9eEMi7G6eUj-OxT0v~y9bV0-wzI2GeazZhFyNbiLwXTpe6wPHMWzll8tOfJpQS1RILd3koTN7l7T1GZOJgaUIvI9CDBDBWs46h9WYBDxtvJXpQEG6xyxXTSu4X7qyKorXiSg__\u0026Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA"}],"slug":"Work_life_balance_practices_and_organizational_cynicism_The_mediating_role_of_person_job_fit","translated_slug":"","page_count":13,"language":"en","content_type":"Work","owner":{"id":58576083,"first_name":"samad","middle_initials":null,"last_name":"kakar","page_name":"samadkakar","domain_name":"independent","created_at":"2017-01-05T07:54:56.572-08:00","display_name":"samad kakar","url":"https://independent.academia.edu/samadkakar"},"attachments":[{"id":92656635,"title":"","file_type":"pdf","scribd_thumbnail_url":"https://attachments.academia-assets.com/92656635/thumbnails/1.jpg","file_name":"pdf.pdf","download_url":"https://www.academia.edu/attachments/92656635/download_file?st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&","bulk_download_file_name":"Work_life_balance_practices_and_organiza.pdf","bulk_download_url":"https://d1wqtxts1xzle7.cloudfront.net/92656635/pdf-libre.pdf?1666114552=\u0026response-content-disposition=attachment%3B+filename%3DWork_life_balance_practices_and_organiza.pdf\u0026Expires=1733191037\u0026Signature=cK-oOc521FG-DhorRjGmb6fw6txzGKk4pU8s~OE-ZeEl~LeQ6GeAxJ9gma5ejk1ddaZbmiPG8-i4tuROAhAeg9iWv9-5jarz2-ilZ69UVPl3LATZ3CE7dir7JcKR79nv~PJgZzIR84QykYhV~IhZQmhvJRPs7esCQel6u9o3VsLR0BvMSzeThAOJD7id5q1d2audxwYETXxxNRC-bv9eEMi7G6eUj-OxT0v~y9bV0-wzI2GeazZhFyNbiLwXTpe6wPHMWzll8tOfJpQS1RILd3koTN7l7T1GZOJgaUIvI9CDBDBWs46h9WYBDxtvJXpQEG6xyxXTSu4X7qyKorXiSg__\u0026Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA"}],"research_interests":[{"id":221,"name":"Psychology","url":"https://www.academia.edu/Documents/in/Psychology"},{"id":248,"name":"Social Psychology","url":"https://www.academia.edu/Documents/in/Social_Psychology"},{"id":10174,"name":"Mediation","url":"https://www.academia.edu/Documents/in/Mediation"},{"id":111516,"name":"Work Life Balance","url":"https://www.academia.edu/Documents/in/Work_Life_Balance-2"},{"id":150985,"name":"Cynicism","url":"https://www.academia.edu/Documents/in/Cynicism"},{"id":2498386,"name":"Frontiers in Psychology","url":"https://www.academia.edu/Documents/in/Frontiers_in_Psychology"}],"urls":[{"id":24900988,"url":"https://www.frontiersin.org/articles/10.3389/fpsyg.2022.979666/full"}]}, dispatcherData: dispatcherData }); $(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="84843022"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/84843022/Correction_Kakar_et_al_The_Mediating_Role_of_Person_Job_Fit_between_Work_Life_Balance_WLB_Practices_and_Academic_Turnover_Intentions_in_India_s_Higher_Educational_Institutions_Sustainability_2021_13_10497"><img alt="Research paper thumbnail of Correction: Kakar et al. The Mediating Role of Person-Job Fit between Work-Life Balance (WLB) Practices and Academic Turnover Intentions in India’s Higher Educational Institutions. Sustainability 2021, 13, 10497" class="work-thumbnail" src="https://attachments.academia-assets.com/89729829/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/84843022/Correction_Kakar_et_al_The_Mediating_Role_of_Person_Job_Fit_between_Work_Life_Balance_WLB_Practices_and_Academic_Turnover_Intentions_in_India_s_Higher_Educational_Institutions_Sustainability_2021_13_10497">Correction: Kakar et al. The Mediating Role of Person-Job Fit between Work-Life Balance (WLB) Practices and Academic Turnover Intentions in India’s Higher Educational Institutions. Sustainability 2021, 13, 10497</a></div><div class="wp-workCard_item"><span>Sustainability</span><span>, Mar 24, 2022</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="a7c926e941cd38c1a2639bf61341fd3d" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":89729829,"asset_id":84843022,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/89729829/download_file?st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="84843022"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="84843022"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 84843022; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=84843022]").text(description); $(".js-view-count[data-work-id=84843022]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 84843022; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='84843022']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 84843022, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "a7c926e941cd38c1a2639bf61341fd3d" } } $('.js-work-strip[data-work-id=84843022]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":84843022,"title":"Correction: Kakar et al. 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$(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="81207298"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/81207298/The_Mediating_Role_of_Person_Job_Fit_between_Work_Life_Balance_WLB_Practices_and_Academic_Turnover_Intentions_in_India_s_Higher_Educational_Institutions"><img alt="Research paper thumbnail of The Mediating Role of Person-Job Fit between Work-Life Balance (WLB) Practices and Academic Turnover Intentions in India’s Higher Educational Institutions" class="work-thumbnail" src="https://attachments.academia-assets.com/87332961/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/81207298/The_Mediating_Role_of_Person_Job_Fit_between_Work_Life_Balance_WLB_Practices_and_Academic_Turnover_Intentions_in_India_s_Higher_Educational_Institutions">The Mediating Role of Person-Job Fit between Work-Life Balance (WLB) Practices and Academic Turnover Intentions in India’s Higher Educational Institutions</a></div><div class="wp-workCard_item"><span>Sustainability</span><span>, 2021</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">This study examines the impact of work-life balance (WLB) practices concerning academics’ turnove...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">This study examines the impact of work-life balance (WLB) practices concerning academics’ turnover intention, person-job fit (PJF), and PJF’s relationship with academics’ intention to leave their jobs. The study further investigates person-job fit as an underlying mechanism of the association between WLB practices and turnover intention. The study’s data were collected through a self-administered questionnaire garnered from 550 full-time academics working in higher educational institutions in South India (Andhra Pradesh, Karnataka, Kerala, Tamil Nadu, and Telangana, as well as the union territories of Lakshadweep and Puducherry). Partial least squares structural equation modelling (PLS-SEM) was employed for the statistical analysis of the data, using Smart PLS 3.2.8 software. The study ascertained that WLB practices have a negative impact on academics’ turnover intention. Additionally, the study discovered that WLB practices have a positive impact on PJF. Similarly, PJF seems to hav...</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="d36593bb50f992d6a41c6db91bccf1bf" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":87332961,"asset_id":81207298,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/87332961/download_file?st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="81207298"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="81207298"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 81207298; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=81207298]").text(description); $(".js-view-count[data-work-id=81207298]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 81207298; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='81207298']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 81207298, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "d36593bb50f992d6a41c6db91bccf1bf" } } $('.js-work-strip[data-work-id=81207298]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":81207298,"title":"The Mediating Role of Person-Job Fit between Work-Life Balance (WLB) Practices and Academic Turnover Intentions in India’s Higher Educational Institutions","translated_title":"","metadata":{"abstract":"This study examines the impact of work-life balance (WLB) practices concerning academics’ turnover intention, person-job fit (PJF), and PJF’s relationship with academics’ intention to leave their jobs. 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The mediating role of person-organization fit and person-vocation fit between organizational reputation and turnover intention" class="work-thumbnail" src="https://a.academia-assets.com/images/blank-paper.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/76032250/Does_organizational_reputation_matter_in_Pakistan_s_higher_education_institutions_The_mediating_role_of_person_organization_fit_and_person_vocation_fit_between_organizational_reputation_and_turnover_intention">Does organizational reputation matter in Pakistan’s higher education institutions? The mediating role of person-organization fit and person-vocation fit between organizational reputation and turnover intention</a></div><div class="wp-workCard_item"><span>International Review on Public and Nonprofit Marketing</span><span>, 2020</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">Drawing on social identity theory (SIT), signaling theory, and attraction-selection-attrition (AS...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">Drawing on social identity theory (SIT), signaling theory, and attraction-selection-attrition (ASA) model, we proposed and developed a model linking organizational reputation to turnover intention, both directly and indirectly through person-vocation fit (P-V fit) and person-organization fit (P-O fit). The model was tested using partial least squares structural equation modeling (PLS-SEM) on a sample of 250 full-time faculty members from Pakistan’s higher educational institutions. The findings supported the model and found that organization reputation had a negative and direct influence on turnover intention and positive impact on P-V fit and P-O fit. P-O fit and P-V fit, in turn, had negative relationships with faculty turnover intention. Moreover, the study revealed that P-O fit and P-V fit partially mediated the negative relationship between organizational reputation and faculty turnover intention. The findings of the study has important practical implications for the adoption of marketing concepts in non-profit seeking organizations, especially in higher educational institutions. The practical and theoretical implications and some interesting avenues for future research are discussed at the end of the study.</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="76032250"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="76032250"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 76032250; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=76032250]").text(description); $(".js-view-count[data-work-id=76032250]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 76032250; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='76032250']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 76032250, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (false){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "-1" } } $('.js-work-strip[data-work-id=76032250]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":76032250,"title":"Does organizational reputation matter in Pakistan’s higher education institutions? 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Moreover, the study revealed that P-O fit and P-V fit partially mediated the negative relationship between organizational reputation and faculty turnover intention. The findings of the study has important practical implications for the adoption of marketing concepts in non-profit seeking organizations, especially in higher educational institutions. 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The findings supported the model and found that organization reputation had a negative and direct influence on turnover intention and positive impact on P-V fit and P-O fit. P-O fit and P-V fit, in turn, had negative relationships with faculty turnover intention. Moreover, the study revealed that P-O fit and P-V fit partially mediated the negative relationship between organizational reputation and faculty turnover intention. The findings of the study has important practical implications for the adoption of marketing concepts in non-profit seeking organizations, especially in higher educational institutions. 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$(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="76032220"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/76032220/Achieving_Sustainable_Development_Through_Employees_Innovative_Behaviour_and_Knowledge_Management"><img alt="Research paper thumbnail of Achieving Sustainable Development Through Employees’ Innovative Behaviour and Knowledge Management" class="work-thumbnail" src="https://attachments.academia-assets.com/83715474/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/76032220/Achieving_Sustainable_Development_Through_Employees_Innovative_Behaviour_and_Knowledge_Management">Achieving Sustainable Development Through Employees’ Innovative Behaviour and Knowledge Management</a></div><div class="wp-workCard_item"><span>The Journal of Social Sciences Research</span><span>, 2018</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="430c62c648b6d64888da89b7afb029cf" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":83715474,"asset_id":76032220,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/83715474/download_file?st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="76032220"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="76032220"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 76032220; 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src="https://attachments.academia-assets.com/83219190/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/75458923/The_Mediating_Role_of_Person_Job_Fit_between_Work_Life_Balance_WLB_Practices_and_Academic_Turnover_Intentions_in_Indias_Higher_Educational_Institutions">The Mediating Role of Person-Job Fit between Work-Life Balance (WLB) Practices and Academic Turnover Intentions in India's Higher Educational Institutions</a></div><div class="wp-workCard_item wp-workCard--coauthors"><span>by </span><span><a class="" data-click-track="profile-work-strip-authors" href="https://independent.academia.edu/samadkakar">samad kakar</a> and <a class="" data-click-track="profile-work-strip-authors" href="https://independent.academia.edu/MeyerNatanya">Natanya Meyer</a></span></div><div class="wp-workCard_item"><span>MDPI</span><span>, 2021</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">This article is an open access article distributed under the terms and conditions of the Creative...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">This article is an open access article distributed under the terms and conditions of the Creative Commons Attribution (CC BY</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="df58e0e3c17faebe52c27aec17266e6a" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" 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wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/68218959/The_Office_Environment_And_Employees_Efficiency_In_The_Different_Private_Sectors_Of_Balochistan_Pakistan">The Office Environment And Employees' Efficiency In The Different Private Sectors Of Balochistan, Pakistan</a></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">Presently, worker's efficiency is a great contest for every institution. The current study examin...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">Presently, worker's efficiency is a great contest for every institution. The current study examines the impact of the office environment (OE) on employees' efficiency (EE) among the employees of private sectors of Balochistan, Pakistan. The study utilizes a questionnaire to collect the quantitative responses. Overall reliability of the questionnaire is noted as 0.868, while individuals' factor reliability is within the acceptable scores. By employing SPSS, the study's findings underline a significant impact of OE [career support (CS), manager support (MS) and physical work environment (PWE)] on EE. The outcomes of an investigation would help the executives to comprehend more about the dynamics of workers outcomes. Finally, the findings of a study would contribute to management and business literature by mentioning the impact of OE on EE in a developing context.</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="d0f821b1e1019d0fe143debf9ce1a804" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":78774136,"asset_id":68218959,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/78774136/download_file?st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="68218959"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="68218959"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 68218959; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=68218959]").text(description); $(".js-view-count[data-work-id=68218959]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 68218959; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='68218959']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 68218959, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "d0f821b1e1019d0fe143debf9ce1a804" } } $('.js-work-strip[data-work-id=68218959]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":68218959,"title":"The Office Environment And Employees' Efficiency In The Different Private Sectors Of Balochistan, Pakistan","translated_title":"","metadata":{"doi":"10.5281/ZENODO.5116615","abstract":"Presently, worker's efficiency is a great contest for every institution. 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$(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="68218206"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/68218206/Person_organization_fit_and_job_opportunities_matter_in_HRM_practices_turnover_intention_relationship_a_moderated_mediation_model"><img alt="Research paper thumbnail of Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model" class="work-thumbnail" src="https://a.academia-assets.com/images/blank-paper.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/68218206/Person_organization_fit_and_job_opportunities_matter_in_HRM_practices_turnover_intention_relationship_a_moderated_mediation_model">Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model</a></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">This study aims to develop and test a moderated-mediation model with the person-organisation fit ...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">This study aims to develop and test a moderated-mediation model with the person-organisation fit as a mediator in the relations between human resource management (HRM) practices and intention to leave, and job opportunities as a moderator of the indirect link between HRM practices and the intention to leave via person-organisation fit. Data were collected from 250 faculty members of Higher Education Institutions (HEIs) in Pakistan. Hypotheses are tested through partial least squares structural equation modelling and PROCESS macro. The results showed that the relations between HRM practices and intention to leave was partially mediated by person-organization fit. The results also revealed that job opportunities not only moderated the direct relations between person-organisation fit and intention to quit but also moderated the mediated indirect relationship between HRM practices and intention to leave via person organisation fit thus providing evidence of moderated-mediation. This pap...</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="68218206"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="68218206"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 68218206; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=68218206]").text(description); $(".js-view-count[data-work-id=68218206]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 68218206; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='68218206']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 68218206, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (false){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "-1" } } $('.js-work-strip[data-work-id=68218206]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":68218206,"title":"Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model","translated_title":"","metadata":{"abstract":"This study aims to develop and test a moderated-mediation model with the person-organisation fit as a mediator in the relations between human resource management (HRM) practices and intention to leave, and job opportunities as a moderator of the indirect link between HRM practices and the intention to leave via person-organisation fit. Data were collected from 250 faculty members of Higher Education Institutions (HEIs) in Pakistan. Hypotheses are tested through partial least squares structural equation modelling and PROCESS macro. The results showed that the relations between HRM practices and intention to leave was partially mediated by person-organization fit. The results also revealed that job opportunities not only moderated the direct relations between person-organisation fit and intention to quit but also moderated the mediated indirect relationship between HRM practices and intention to leave via person organisation fit thus providing evidence of moderated-mediation. This pap...","publication_date":{"day":null,"month":null,"year":2019,"errors":{}}},"translated_abstract":"This study aims to develop and test a moderated-mediation model with the person-organisation fit as a mediator in the relations between human resource management (HRM) practices and intention to leave, and job opportunities as a moderator of the indirect link between HRM practices and the intention to leave via person-organisation fit. Data were collected from 250 faculty members of Higher Education Institutions (HEIs) in Pakistan. Hypotheses are tested through partial least squares structural equation modelling and PROCESS macro. The results showed that the relations between HRM practices and intention to leave was partially mediated by person-organization fit. The results also revealed that job opportunities not only moderated the direct relations between person-organisation fit and intention to quit but also moderated the mediated indirect relationship between HRM practices and intention to leave via person organisation fit thus providing evidence of moderated-mediation. This pap...","internal_url":"https://www.academia.edu/68218206/Person_organization_fit_and_job_opportunities_matter_in_HRM_practices_turnover_intention_relationship_a_moderated_mediation_model","translated_internal_url":"","created_at":"2022-01-14T23:48:25.051-08:00","preview_url":null,"current_user_can_edit":null,"current_user_is_owner":null,"owner_id":58576083,"coauthors_can_edit":true,"document_type":"paper","co_author_tags":[],"downloadable_attachments":[],"slug":"Person_organization_fit_and_job_opportunities_matter_in_HRM_practices_turnover_intention_relationship_a_moderated_mediation_model","translated_slug":"","page_count":null,"language":"en","content_type":"Work","owner":{"id":58576083,"first_name":"samad","middle_initials":null,"last_name":"kakar","page_name":"samadkakar","domain_name":"independent","created_at":"2017-01-05T07:54:56.572-08:00","display_name":"samad kakar","url":"https://independent.academia.edu/samadkakar"},"attachments":[],"research_interests":[{"id":221,"name":"Psychology","url":"https://www.academia.edu/Documents/in/Psychology"},{"id":6416,"name":"Human Resource Management","url":"https://www.academia.edu/Documents/in/Human_Resource_Management"},{"id":127487,"name":"Job Opportunities","url":"https://www.academia.edu/Documents/in/Job_Opportunities"},{"id":176197,"name":"Turnover Intention","url":"https://www.academia.edu/Documents/in/Turnover_Intention"},{"id":221266,"name":"Person Organization Fit","url":"https://www.academia.edu/Documents/in/Person_Organization_Fit"},{"id":256126,"name":"Faculty Member","url":"https://www.academia.edu/Documents/in/Faculty_Member"},{"id":994836,"name":"Intention to Stay/quit","url":"https://www.academia.edu/Documents/in/Intention_to_Stay_quit"}],"urls":[]}, dispatcherData: dispatcherData }); $(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="68218205"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/68218205/Understanding_linkage_between_human_resource_management_practices_and_intention_to_leave_a_moderated_mediation_conceptual_model"><img alt="Research paper thumbnail of Understanding linkage between human resource management practices and intention to leave: a moderated-mediation conceptual model" class="work-thumbnail" src="https://a.academia-assets.com/images/blank-paper.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/68218205/Understanding_linkage_between_human_resource_management_practices_and_intention_to_leave_a_moderated_mediation_conceptual_model">Understanding linkage between human resource management practices and intention to leave: a moderated-mediation conceptual model</a></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">The concept of employees&#39; turnover has been well documented in literature. However, the mecha...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">The concept of employees&#39; turnover has been well documented in literature. However, the mechanism through which Perceived Human Resource Management Practices (HRMP) is linked to Intention to Leave (ITL) need further analysis. The present study proposes that employees&#39; perception of HRMP affects Person Job Fit (PJ Fit), which, in turn, affects their (employees&#39;) intention to leave. In addition, we conceptualize that the indirect effect of HRMP on intention to leave is moderated by Job Opportunities (JO); meaning that in case of higher JO, the strength and/or the direction of relationship between HRMP and intention to leave may vary. Likewise, JO will also moderate the negative relationship between PJ Fit and intention to leave.</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="68218205"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="68218205"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 68218205; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=68218205]").text(description); $(".js-view-count[data-work-id=68218205]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 68218205; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='68218205']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 68218205, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (false){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "-1" } } $('.js-work-strip[data-work-id=68218205]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":68218205,"title":"Understanding linkage between human resource management practices and intention to leave: a moderated-mediation conceptual model","translated_title":"","metadata":{"abstract":"The concept of employees\u0026#39; turnover has been well documented in literature. However, the mechanism through which Perceived Human Resource Management Practices (HRMP) is linked to Intention to Leave (ITL) need further analysis. The present study proposes that employees\u0026#39; perception of HRMP affects Person Job Fit (PJ Fit), which, in turn, affects their (employees\u0026#39;) intention to leave. In addition, we conceptualize that the indirect effect of HRMP on intention to leave is moderated by Job Opportunities (JO); meaning that in case of higher JO, the strength and/or the direction of relationship between HRMP and intention to leave may vary. Likewise, JO will also moderate the negative relationship between PJ Fit and intention to leave.","publisher":"IMMS '18","publication_date":{"day":null,"month":null,"year":2018,"errors":{}}},"translated_abstract":"The concept of employees\u0026#39; turnover has been well documented in literature. However, the mechanism through which Perceived Human Resource Management Practices (HRMP) is linked to Intention to Leave (ITL) need further analysis. The present study proposes that employees\u0026#39; perception of HRMP affects Person Job Fit (PJ Fit), which, in turn, affects their (employees\u0026#39;) intention to leave. In addition, we conceptualize that the indirect effect of HRMP on intention to leave is moderated by Job Opportunities (JO); meaning that in case of higher JO, the strength and/or the direction of relationship between HRMP and intention to leave may vary. Likewise, JO will also moderate the negative relationship between PJ Fit and intention to leave.","internal_url":"https://www.academia.edu/68218205/Understanding_linkage_between_human_resource_management_practices_and_intention_to_leave_a_moderated_mediation_conceptual_model","translated_internal_url":"","created_at":"2022-01-14T23:48:24.895-08:00","preview_url":null,"current_user_can_edit":null,"current_user_is_owner":null,"owner_id":58576083,"coauthors_can_edit":true,"document_type":"paper","co_author_tags":[],"downloadable_attachments":[],"slug":"Understanding_linkage_between_human_resource_management_practices_and_intention_to_leave_a_moderated_mediation_conceptual_model","translated_slug":"","page_count":null,"language":"en","content_type":"Work","owner":{"id":58576083,"first_name":"samad","middle_initials":null,"last_name":"kakar","page_name":"samadkakar","domain_name":"independent","created_at":"2017-01-05T07:54:56.572-08:00","display_name":"samad kakar","url":"https://independent.academia.edu/samadkakar"},"attachments":[],"research_interests":[],"urls":[]}, dispatcherData: dispatcherData }); $(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="57393987"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/57393987/The_Impact_of_Organizational_Learning_on_Firm_Performance_in_The_Context_of_Manufacturing_SMES_in_Malaysia_Mediating_Role_of_Innovation_Capability"><img alt="Research paper thumbnail of The Impact of Organizational Learning, on Firm Performance in The Context of Manufacturing SMES in Malaysia, Mediating Role of Innovation Capability" class="work-thumbnail" src="https://a.academia-assets.com/images/blank-paper.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/57393987/The_Impact_of_Organizational_Learning_on_Firm_Performance_in_The_Context_of_Manufacturing_SMES_in_Malaysia_Mediating_Role_of_Innovation_Capability">The Impact of Organizational Learning, on Firm Performance in The Context of Manufacturing SMES in Malaysia, Mediating Role of Innovation Capability</a></div><div class="wp-workCard_item"><span>International Journal of Academic Research in Business and Social Sciences</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="57393987"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="57393987"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 57393987; 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$(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="51169818"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/51169818/The_Mediating_Role_of_Person_Job_Fit_between_Person_Organisation_Fit_and_Intention_to_Leave_the_Job_Empirical_Evidence_from_Pakistan"><img alt="Research paper thumbnail of The Mediating Role of Person-Job Fit between Person-Organisation Fit and Intention to Leave the Job: Empirical Evidence from Pakistan" class="work-thumbnail" src="https://attachments.academia-assets.com/69003920/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/51169818/The_Mediating_Role_of_Person_Job_Fit_between_Person_Organisation_Fit_and_Intention_to_Leave_the_Job_Empirical_Evidence_from_Pakistan">The Mediating Role of Person-Job Fit between Person-Organisation Fit and Intention to Leave the Job: Empirical Evidence from Pakistan</a></div><div class="wp-workCard_item"><span>Sustainability</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">The turnover of faculty members is a pressing problem that has adversely affected the performance...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">The turnover of faculty members is a pressing problem that has adversely affected the performance and productivity of higher education institutions. The purpose of this study is to examine the direct effect of person-organisation fit (POF) and person-job fit (PJF) on faculty members’ turnover intentions. Furthermore, the study explores the mediating role of PJF between POF and turnover intention. Data collected from faculty members of public sector colleges (n = 250) were analysed using partial least squares structural equation modelling. The results, contrary to our expectations, revealed that POF is not a significant predictor of faculty turnover intention. However, the results provided support for the negative relationship between PJF and turnover intention. Additionally, as predicted, the results confirmed that PJF mediates the relationship between POF and turnover intention. The findings also revealed that the reliability and validity of the adopted/adapted scales change in the...</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="e173bb1cf63da0e321030527036aa457" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":69003920,"asset_id":51169818,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/69003920/download_file?st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="51169818"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="51169818"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 51169818; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=51169818]").text(description); $(".js-view-count[data-work-id=51169818]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 51169818; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='51169818']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 51169818, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "e173bb1cf63da0e321030527036aa457" } } $('.js-work-strip[data-work-id=51169818]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":51169818,"title":"The Mediating Role of Person-Job Fit between Person-Organisation Fit and Intention to Leave the Job: Empirical Evidence from Pakistan","translated_title":"","metadata":{"abstract":"The turnover of faculty members is a pressing problem that has adversely affected the performance and productivity of higher education institutions. 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$(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="48052614"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/48052614/Perceived_HR_Practices_and_Intention_to_Quit_of_Generation_X_and_Y_in_Unionize_Organization"><img alt="Research paper thumbnail of Perceived HR Practices and Intention to Quit of Generation X and Y in Unionize Organization" class="work-thumbnail" src="https://attachments.academia-assets.com/66864420/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/48052614/Perceived_HR_Practices_and_Intention_to_Quit_of_Generation_X_and_Y_in_Unionize_Organization">Perceived HR Practices and Intention to Quit of Generation X and Y in Unionize Organization</a></div><div class="wp-workCard_item"><span>International Journal of Engineering & Technology</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">Hotel industry is one of the important segments that contribute greatly to the world’s economy. T...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">Hotel industry is one of the important segments that contribute greatly to the world’s economy. The intention of employees to quit is very crucial in any organization especially in the service industry. The importance of this study is to provide some insights on how organizations, (specifically hotel industry) could apply various management styles to different generations in the workplace. Nearly 269 usable survey questionnaires have been collected from 25 unionize hotel employees in Peninsular of Malaysia and the data has been analyzed with partial least squares (PLS) 2.0.The studies reveal that factors like performance appraisal and remuneration are not important factors for Gen Y employees to leave the organization. Moreover R square shows 58.6 %, which negatively relates to an intention to quit, explaining total variance. The findings show that, Gen Y have a set of characteristics that is different from other employees and they are always on a look out to innovate and...</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="379150c880f3b59679e4613fbb74b8fb" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":66864420,"asset_id":48052614,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/66864420/download_file?st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="48052614"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="48052614"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 48052614; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=48052614]").text(description); $(".js-view-count[data-work-id=48052614]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 48052614; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='48052614']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 48052614, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "379150c880f3b59679e4613fbb74b8fb" } } $('.js-work-strip[data-work-id=48052614]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":48052614,"title":"Perceived HR Practices and Intention to Quit of Generation X and Y in Unionize Organization","translated_title":"","metadata":{"abstract":"Hotel industry is one of the important segments that contribute greatly to the world’s economy. 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T...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">Hotel industry is one of the important segments that contribute greatly to the world's economy. The intention of employees to quit is very crucial in any organization especially in the service industry. The importance of this study is to provide some insights on how organizations , (specifically hotel industry) could apply various management styles to different generations in the workplace. Nearly 269 usable survey questionnaires have been collected from 25 unionize hotel employees in Peninsular of Malaysia and the data has been analyzed with partial least squares (PLS) 2.0.The studies reveal that factors like performance appraisal and remuneration are not important factors for Gen Y employees to leave the organization. Moreover R square shows 58.6 %, which negatively relates to an intention to quit, explaining total variance. The findings show that, Gen Y have a set of characteristics that is different from other employees and they are always on a look out to innovate and highlight their talents. Furthermore, the findings of this study provide some practical implications on the effect of the intention to quit in the hotel industry. It also could help the managers and Human Resource department to have better understanding in managing and coping with the turnover issues in the hotel industry.</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="2c695aa7dadd4ee511b934d9e895d90b" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":63795888,"asset_id":43487070,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/63795888/download_file?st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="43487070"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="43487070"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 43487070; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=43487070]").text(description); $(".js-view-count[data-work-id=43487070]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 43487070; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='43487070']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 43487070, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "2c695aa7dadd4ee511b934d9e895d90b" } } $('.js-work-strip[data-work-id=43487070]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":43487070,"title":"Perceived HR Practices and Intention to Quit of Generation X and Y in Unionize Organization","translated_title":"","metadata":{"abstract":"Hotel industry is one of the important segments that contribute greatly to the world's economy. The intention of employees to quit is very crucial in any organization especially in the service industry. The importance of this study is to provide some insights on how organizations , (specifically hotel industry) could apply various management styles to different generations in the workplace. Nearly 269 usable survey questionnaires have been collected from 25 unionize hotel employees in Peninsular of Malaysia and the data has been analyzed with partial least squares (PLS) 2.0.The studies reveal that factors like performance appraisal and remuneration are not important factors for Gen Y employees to leave the organization. Moreover R square shows 58.6 %, which negatively relates to an intention to quit, explaining total variance. The findings show that, Gen Y have a set of characteristics that is different from other employees and they are always on a look out to innovate and highlight their talents. 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Nearly 269 usable survey questionnaires have been collected from 25 unionize hotel employees in Peninsular of Malaysia and the data has been analyzed with partial least squares (PLS) 2.0.The studies reveal that factors like performance appraisal and remuneration are not important factors for Gen Y employees to leave the organization. Moreover R square shows 58.6 %, which negatively relates to an intention to quit, explaining total variance. The findings show that, Gen Y have a set of characteristics that is different from other employees and they are always on a look out to innovate and highlight their talents. Furthermore, the findings of this study provide some practical implications on the effect of the intention to quit in the hotel industry. It also could help the managers and Human Resource department to have better understanding in managing and coping with the turnover issues in the hotel industry.","internal_url":"https://www.academia.edu/43487070/Perceived_HR_Practices_and_Intention_to_Quit_of_Generation_X_and_Y_in_Unionize_Organization","translated_internal_url":"","created_at":"2020-07-01T02:02:45.980-07:00","preview_url":null,"current_user_can_edit":null,"current_user_is_owner":null,"owner_id":58576083,"coauthors_can_edit":true,"document_type":"paper","co_author_tags":[{"id":35142750,"work_id":43487070,"tagging_user_id":58576083,"tagged_user_id":null,"co_author_invite_id":5529325,"email":"v***n@segi.edu.my","display_order":1,"name":"Vimala Kadiresan","title":"Perceived HR Practices and Intention to Quit of Generation X and Y in Unionize Organization"},{"id":35142751,"work_id":43487070,"tagging_user_id":58576083,"tagged_user_id":58576083,"co_author_invite_id":7060353,"email":"s***7@gmail.com","display_order":2,"name":"samad kakar","title":"Perceived HR Practices and Intention to Quit of Generation X and Y in Unionize Organization"}],"downloadable_attachments":[{"id":63795888,"title":"","file_type":"pdf","scribd_thumbnail_url":"https://attachments.academia-assets.com/63795888/thumbnails/1.jpg","file_name":"Perceived_HR_Practices_and_Intention_to_Quit_of_Ge20200701-120199-gzs74u.pdf","download_url":"https://www.academia.edu/attachments/63795888/download_file?st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&","bulk_download_file_name":"Perceived_HR_Practices_and_Intention_to.pdf","bulk_download_url":"https://d1wqtxts1xzle7.cloudfront.net/63795888/Perceived_HR_Practices_and_Intention_to_Quit_of_Ge20200701-120199-gzs74u-libre.pdf?1593594693=\u0026response-content-disposition=attachment%3B+filename%3DPerceived_HR_Practices_and_Intention_to.pdf\u0026Expires=1733191037\u0026Signature=OiaJBmqukHuzhz8lPhqpVhKItoiiYzqosQyO6dUN7mJgqoWnB1mcB5sFPehLu4I09TadRxtv0q8VeXoXF9N~eD8fDuRA8k~hFmaxgLZxazj2CHw3Jx6hCECJEu9J4HyP2UsQ8yipyShOAW6zzZ7my~dVMkTmowG1VAKbHbQe9aB3GO-R75PTC32vhZELGks8zR5zg5P3S14Sr1m6ehbJsenq1q1TsXKQjLLYEuKF2dRmS9kst24vUuq3RyTMZkOoG8ztxsstA-ZFDKfS7yH2vAg~~wfeyLZ4GTDS8WAAv15WGq6sFIRw0dqGh~Nc~mvKy-7S8kTqzLAvZVqT8hZtYw__\u0026Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA"}],"slug":"Perceived_HR_Practices_and_Intention_to_Quit_of_Generation_X_and_Y_in_Unionize_Organization","translated_slug":"","page_count":5,"language":"en","content_type":"Work","owner":{"id":58576083,"first_name":"samad","middle_initials":null,"last_name":"kakar","page_name":"samadkakar","domain_name":"independent","created_at":"2017-01-05T07:54:56.572-08:00","display_name":"samad kakar","url":"https://independent.academia.edu/samadkakar"},"attachments":[{"id":63795888,"title":"","file_type":"pdf","scribd_thumbnail_url":"https://attachments.academia-assets.com/63795888/thumbnails/1.jpg","file_name":"Perceived_HR_Practices_and_Intention_to_Quit_of_Ge20200701-120199-gzs74u.pdf","download_url":"https://www.academia.edu/attachments/63795888/download_file?st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&st=MTczMzE4NzQzNyw4LjIyMi4yMDguMTQ2&","bulk_download_file_name":"Perceived_HR_Practices_and_Intention_to.pdf","bulk_download_url":"https://d1wqtxts1xzle7.cloudfront.net/63795888/Perceived_HR_Practices_and_Intention_to_Quit_of_Ge20200701-120199-gzs74u-libre.pdf?1593594693=\u0026response-content-disposition=attachment%3B+filename%3DPerceived_HR_Practices_and_Intention_to.pdf\u0026Expires=1733191037\u0026Signature=OiaJBmqukHuzhz8lPhqpVhKItoiiYzqosQyO6dUN7mJgqoWnB1mcB5sFPehLu4I09TadRxtv0q8VeXoXF9N~eD8fDuRA8k~hFmaxgLZxazj2CHw3Jx6hCECJEu9J4HyP2UsQ8yipyShOAW6zzZ7my~dVMkTmowG1VAKbHbQe9aB3GO-R75PTC32vhZELGks8zR5zg5P3S14Sr1m6ehbJsenq1q1TsXKQjLLYEuKF2dRmS9kst24vUuq3RyTMZkOoG8ztxsstA-ZFDKfS7yH2vAg~~wfeyLZ4GTDS8WAAv15WGq6sFIRw0dqGh~Nc~mvKy-7S8kTqzLAvZVqT8hZtYw__\u0026Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA"}],"research_interests":[{"id":27239,"name":"HRM \u0026 Organisational Behaviour","url":"https://www.academia.edu/Documents/in/HRM_and_Organisational_Behaviour"},{"id":994836,"name":"Intention to Stay/quit","url":"https://www.academia.edu/Documents/in/Intention_to_Stay_quit"}],"urls":[]}, dispatcherData: dispatcherData }); $(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="43025202"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/43025202/Work_life_balance_practices_and_turnover_intention_The_mediating_role_of_person_organization_fit"><img alt="Research paper thumbnail of Work-life balance practices and turnover intention: The mediating role of person-organization fit" class="work-thumbnail" src="https://attachments.academia-assets.com/63288636/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/43025202/Work_life_balance_practices_and_turnover_intention_The_mediating_role_of_person_organization_fit">Work-life balance practices and turnover intention: The mediating role of person-organization fit</a></div><div class="wp-workCard_item wp-workCard--coauthors"><span>by </span><span><a class="" data-click-track="profile-work-strip-authors" href="https://independent.academia.edu/samadkakar">samad kakar</a> and <a class="" data-click-track="profile-work-strip-authors" href="https://independent.academia.edu/HARCHARANJITSINGHALMAHINDERSINGHIBS">HARCHARANJIT SINGH A/L MAHINDER SINGH IBS</a></span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">The higher educational institutions in Pakistan are facing challenges to reduce the turnover of t...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">The higher educational institutions in Pakistan are facing challenges to<br />reduce the turnover of their faculty members. To date, research has failed to<br />explore the antecedents of faculty members’ turnover intention, especially in<br />the context of Pakistan. The purpose of this study was to investigate worklife<br />balance practices and person-organization fit as antecedents of faculty<br />members’ turnover intention. This study hypothesized that work-life balance<br />practices and person-organization fit are negatively related to intention to<br />leave the job. Furthermore, the study proposed that person-organization fit<br />mediates the negative relationship between work-life balance practices and<br />intention to leave the job. This study adopted a cross-sectional design and a<br />quantitative approach. The data was collected from a total of 250 faculty<br />members from the public sector colleges in Baluchistan, Pakistan, through<br />self-administered questionnaires. This study used partial least square<br />structural equation modeling (PLS-SEM) for the analysis of measurement<br />and structural model. The results revealed that work-life balance practices<br />and person-organization fit had a direct negative and significant effect on<br />employees' intention to leave the job. Furthermore, the results also showed<br />that person-organization fit mediated the relationship between work-life<br />balance practices and intention to leave the job. This study contributes to<br />work-life balance practices and person-organization fit literature by<br />examining the mediating processes through which work-life balance<br />practices and intention to leave are linked. These findings provide important implications for human resource professionals to reduce the turnover of<br />faculty members. Limitations and directions for future research are<br />discussed.</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="ba6360e4f31ef6dfbacecdfb6b7dff98" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":63288636,"asset_id":43025202,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/63288636/download_file?st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="43025202"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="43025202"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 43025202; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=43025202]").text(description); $(".js-view-count[data-work-id=43025202]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 43025202; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='43025202']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 43025202, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "ba6360e4f31ef6dfbacecdfb6b7dff98" } } $('.js-work-strip[data-work-id=43025202]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":43025202,"title":"Work-life balance practices and turnover intention: The mediating role of person-organization fit","translated_title":"","metadata":{"doi":"10.21833/ijaas.2019.09.012","abstract":"The higher educational institutions in Pakistan are facing challenges to\nreduce the turnover of their faculty members. To date, research has failed to\nexplore the antecedents of faculty members’ turnover intention, especially in\nthe context of Pakistan. The purpose of this study was to investigate worklife\nbalance practices and person-organization fit as antecedents of faculty\nmembers’ turnover intention. This study hypothesized that work-life balance\npractices and person-organization fit are negatively related to intention to\nleave the job. Furthermore, the study proposed that person-organization fit\nmediates the negative relationship between work-life balance practices and\nintention to leave the job. This study adopted a cross-sectional design and a\nquantitative approach. The data was collected from a total of 250 faculty\nmembers from the public sector colleges in Baluchistan, Pakistan, through\nself-administered questionnaires. This study used partial least square\nstructural equation modeling (PLS-SEM) for the analysis of measurement\nand structural model. The results revealed that work-life balance practices\nand person-organization fit had a direct negative and significant effect on\nemployees' intention to leave the job. Furthermore, the results also showed\nthat person-organization fit mediated the relationship between work-life\nbalance practices and intention to leave the job. This study contributes to\nwork-life balance practices and person-organization fit literature by\nexamining the mediating processes through which work-life balance\npractices and intention to leave are linked. These findings provide important implications for human resource professionals to reduce the turnover of\nfaculty members. Limitations and directions for future research are\ndiscussed.","ai_title_tag":"Work-life Balance, Person-Organization Fit, and Faculty Turnover","publication_date":{"day":null,"month":null,"year":2019,"errors":{}}},"translated_abstract":"The higher educational institutions in Pakistan are facing challenges to\nreduce the turnover of their faculty members. To date, research has failed to\nexplore the antecedents of faculty members’ turnover intention, especially in\nthe context of Pakistan. The purpose of this study was to investigate worklife\nbalance practices and person-organization fit as antecedents of faculty\nmembers’ turnover intention. This study hypothesized that work-life balance\npractices and person-organization fit are negatively related to intention to\nleave the job. Furthermore, the study proposed that person-organization fit\nmediates the negative relationship between work-life balance practices and\nintention to leave the job. This study adopted a cross-sectional design and a\nquantitative approach. The data was collected from a total of 250 faculty\nmembers from the public sector colleges in Baluchistan, Pakistan, through\nself-administered questionnaires. This study used partial least square\nstructural equation modeling (PLS-SEM) for the analysis of measurement\nand structural model. The results revealed that work-life balance practices\nand person-organization fit had a direct negative and significant effect on\nemployees' intention to leave the job. Furthermore, the results also showed\nthat person-organization fit mediated the relationship between work-life\nbalance practices and intention to leave the job. This study contributes to\nwork-life balance practices and person-organization fit literature by\nexamining the mediating processes through which work-life balance\npractices and intention to leave are linked. These findings provide important implications for human resource professionals to reduce the turnover of\nfaculty members. Limitations and directions for future research are\ndiscussed.","internal_url":"https://www.academia.edu/43025202/Work_life_balance_practices_and_turnover_intention_The_mediating_role_of_person_organization_fit","translated_internal_url":"","created_at":"2020-05-12T13:52:32.482-07:00","preview_url":null,"current_user_can_edit":null,"current_user_is_owner":null,"owner_id":58576083,"coauthors_can_edit":true,"document_type":"paper","co_author_tags":[{"id":34608528,"work_id":43025202,"tagging_user_id":58576083,"tagged_user_id":167835,"co_author_invite_id":null,"email":"n***a@utm.my","affiliation":"Universiti Teknologi Malaysia - UTM","display_order":1,"name":"Dr. Nur Naha Abu Mansor","title":"Work-life balance practices and turnover intention: The mediating role of person-organization fit"},{"id":34608529,"work_id":43025202,"tagging_user_id":58576083,"tagged_user_id":44746788,"co_author_invite_id":null,"email":"r***a@ibs.utm.my","display_order":2,"name":"Roselina Ahmad Saufi","title":"Work-life balance practices and turnover intention: The mediating role of person-organization fit"},{"id":34608530,"work_id":43025202,"tagging_user_id":58576083,"tagged_user_id":158696503,"co_author_invite_id":7027499,"email":"h***t@utm.my","display_order":3,"name":"HARCHARANJIT SINGH A/L MAHINDER SINGH IBS","title":"Work-life balance practices and turnover intention: The mediating role of person-organization fit"}],"downloadable_attachments":[{"id":63288636,"title":"","file_type":"pdf","scribd_thumbnail_url":"https://attachments.academia-assets.com/63288636/thumbnails/1.jpg","file_name":"samad20200512-35765-1ly5avw.pdf","download_url":"https://www.academia.edu/attachments/63288636/download_file?st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&","bulk_download_file_name":"Work_life_balance_practices_and_turnover.pdf","bulk_download_url":"https://d1wqtxts1xzle7.cloudfront.net/63288636/samad20200512-35765-1ly5avw-libre.pdf?1589317493=\u0026response-content-disposition=attachment%3B+filename%3DWork_life_balance_practices_and_turnover.pdf\u0026Expires=1733191038\u0026Signature=R9MMW1tcme~9JAczFn7zc5znKlN-pcSJjNmN6Mb70ZOlwc9ZziH5DoZX7vhsL8AMcxgxJWnUiCI7u2B5-UAFK8yJGrzQQChkyWTl6WEopiMNZRLrjy1DWt96ZsJgCECRSsiCvQ0A520A4Sh2I1uTjyV666Il6BOnWyHq4tyZWMdBa67UbY79~4oxRC24BoVS7HzmaCkqI10hHFlrJ5GpKpDxYishVc6xXzvdma6nv3Vkxxh~auZE1OltYMODxIyQRXAvJhW0y6o-IWpTU4Odyf29jv3~lT~ueVaCibzEKnicJBK6icVkwjs2~-8zVP9LyoYEQ1ygLyxECtaNS42~HA__\u0026Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA"}],"slug":"Work_life_balance_practices_and_turnover_intention_The_mediating_role_of_person_organization_fit","translated_slug":"","page_count":9,"language":"en","content_type":"Work","owner":{"id":58576083,"first_name":"samad","middle_initials":null,"last_name":"kakar","page_name":"samadkakar","domain_name":"independent","created_at":"2017-01-05T07:54:56.572-08:00","display_name":"samad kakar","url":"https://independent.academia.edu/samadkakar"},"attachments":[{"id":63288636,"title":"","file_type":"pdf","scribd_thumbnail_url":"https://attachments.academia-assets.com/63288636/thumbnails/1.jpg","file_name":"samad20200512-35765-1ly5avw.pdf","download_url":"https://www.academia.edu/attachments/63288636/download_file?st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&","bulk_download_file_name":"Work_life_balance_practices_and_turnover.pdf","bulk_download_url":"https://d1wqtxts1xzle7.cloudfront.net/63288636/samad20200512-35765-1ly5avw-libre.pdf?1589317493=\u0026response-content-disposition=attachment%3B+filename%3DWork_life_balance_practices_and_turnover.pdf\u0026Expires=1733191038\u0026Signature=R9MMW1tcme~9JAczFn7zc5znKlN-pcSJjNmN6Mb70ZOlwc9ZziH5DoZX7vhsL8AMcxgxJWnUiCI7u2B5-UAFK8yJGrzQQChkyWTl6WEopiMNZRLrjy1DWt96ZsJgCECRSsiCvQ0A520A4Sh2I1uTjyV666Il6BOnWyHq4tyZWMdBa67UbY79~4oxRC24BoVS7HzmaCkqI10hHFlrJ5GpKpDxYishVc6xXzvdma6nv3Vkxxh~auZE1OltYMODxIyQRXAvJhW0y6o-IWpTU4Odyf29jv3~lT~ueVaCibzEKnicJBK6icVkwjs2~-8zVP9LyoYEQ1ygLyxECtaNS42~HA__\u0026Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA"}],"research_interests":[{"id":66057,"name":"Work-Life Balance","url":"https://www.academia.edu/Documents/in/Work-Life_Balance"},{"id":127487,"name":"Job Opportunities","url":"https://www.academia.edu/Documents/in/Job_Opportunities"},{"id":176197,"name":"Turnover Intention","url":"https://www.academia.edu/Documents/in/Turnover_Intention"},{"id":221266,"name":"Person Organization Fit","url":"https://www.academia.edu/Documents/in/Person_Organization_Fit"},{"id":994836,"name":"Intention to Stay/quit","url":"https://www.academia.edu/Documents/in/Intention_to_Stay_quit"}],"urls":[]}, dispatcherData: dispatcherData }); $(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="43025127"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/43025127/Person_organization_fit_and_job_opportunities_matter_in_HRM_practices_turnover_intention_relationship_a_moderated_mediation_model"><img alt="Research paper thumbnail of Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model" class="work-thumbnail" src="https://attachments.academia-assets.com/63288524/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/43025127/Person_organization_fit_and_job_opportunities_matter_in_HRM_practices_turnover_intention_relationship_a_moderated_mediation_model">Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model</a></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">Person-organization fit and job opportunities matter in HRM practices-turnover intention relation...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model El ajuste persona-organización y las oportunidades laborales son importantes en la relación entre las prácticas de GRH y la intención de cambio: un modelo de mediación moderado O encaixe da organização de pessoas e as oportunidades de emprego são importantes na relação de intenção de rotatividade de práticas de GRH: um modelo de mediação moderado Abstract This study aims to develop and test a moderated-mediation model with the person-organisation fit as a mediator in the relations between human resource management (HRM) practices and intention to leave, and job opportunities as a moderator of the indirect link between HRM practices and the intention to leave via person-organisation fit. Data were collected from 250 faculty members of Higher Education Institutions (HEIs) in Pakistan. Hypotheses are tested through partial least squares structural equation modelling and PROCESS macro. The results showed that the relations between HRM practices and intention to leave was partially mediated by person-organization fit. The results also revealed that job opportunities not only moderated the direct relations between person-organisation fit and intention to quit but also moderated the mediated indirect relationship between HRM practices and intention to leave via person organisation fit thus providing evidence of moderated-mediation. This paper is the first of its kind to examine moderated-mediation among HRM practices, person-organisation fit and intention to leave the job. Keywords: Intention to leave; Turnover intention; Person-organization fit; Perceived human resource management practices; and Job opportunities. Resumen Este estudio tiene como objetivo desarrollar y probar un modelo de mediación moderada con la persona-organización adecuada como mediador en las relaciones entre las prácticas de gestión de recursos humanos (HRM) y la intención de abandonar, y las oportunidades de trabajo como moderador del vínculo indirecto entre Las prácticas de gestión de recursos humanos y la intención de salir a través de persona-organización en forma. Se recopilaron datos de 250 miembros de la facultad de instituciones de educación superior (HEI) en Pakistán. Las hipótesis se prueban mediante el modelo de ecuación estructural de mínimos cuadrados parciales y la macro PROCESS. Los resultados mostraron que las relaciones entre las prácticas de GRH y la intención de salir estaban parcialmente mediadas por la persona-organización adecuada. Los resultados también revelaron que las oportunidades de trabajo no solo moderaban las relaciones directas entre el ajuste de la organización y la intención de renunciar, sino que también moderaban la relación indirecta mediada entre las prácticas de GRH y la intención de abandonar a través del ajuste de la organización de la persona, proporcionando así evidencia de una mediación moderada. Este documento es el primero de su tipo que examina la mediación moderada entre las prácticas de GRH, el ajuste de la organización y la intención de dejar el trabajo.</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="f1ab71a741b8dde4c27abbee5a0cce76" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":63288524,"asset_id":43025127,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/63288524/download_file?st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="43025127"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span><span id="work-strip-rankings-button-container"></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="43025127"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 43025127; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=43025127]").text(description); $(".js-view-count[data-work-id=43025127]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 43025127; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='43025127']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span><span><script>$(function() { new Works.PaperRankView({ workId: 43025127, container: "", }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-f77ea15d77ce96025a6048a514272ad8becbad23c641fc2b3bd6e24ca6ff1932.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "f1ab71a741b8dde4c27abbee5a0cce76" } } $('.js-work-strip[data-work-id=43025127]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":43025127,"title":"Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model","translated_title":"","metadata":{"abstract":"Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model El ajuste persona-organización y las oportunidades laborales son importantes en la relación entre las prácticas de GRH y la intención de cambio: un modelo de mediación moderado O encaixe da organização de pessoas e as oportunidades de emprego são importantes na relação de intenção de rotatividade de práticas de GRH: um modelo de mediação moderado Abstract This study aims to develop and test a moderated-mediation model with the person-organisation fit as a mediator in the relations between human resource management (HRM) practices and intention to leave, and job opportunities as a moderator of the indirect link between HRM practices and the intention to leave via person-organisation fit. Data were collected from 250 faculty members of Higher Education Institutions (HEIs) in Pakistan. Hypotheses are tested through partial least squares structural equation modelling and PROCESS macro. The results showed that the relations between HRM practices and intention to leave was partially mediated by person-organization fit. The results also revealed that job opportunities not only moderated the direct relations between person-organisation fit and intention to quit but also moderated the mediated indirect relationship between HRM practices and intention to leave via person organisation fit thus providing evidence of moderated-mediation. This paper is the first of its kind to examine moderated-mediation among HRM practices, person-organisation fit and intention to leave the job. Keywords: Intention to leave; Turnover intention; Person-organization fit; Perceived human resource management practices; and Job opportunities. Resumen Este estudio tiene como objetivo desarrollar y probar un modelo de mediación moderada con la persona-organización adecuada como mediador en las relaciones entre las prácticas de gestión de recursos humanos (HRM) y la intención de abandonar, y las oportunidades de trabajo como moderador del vínculo indirecto entre Las prácticas de gestión de recursos humanos y la intención de salir a través de persona-organización en forma. Se recopilaron datos de 250 miembros de la facultad de instituciones de educación superior (HEI) en Pakistán. Las hipótesis se prueban mediante el modelo de ecuación estructural de mínimos cuadrados parciales y la macro PROCESS. Los resultados mostraron que las relaciones entre las prácticas de GRH y la intención de salir estaban parcialmente mediadas por la persona-organización adecuada. Los resultados también revelaron que las oportunidades de trabajo no solo moderaban las relaciones directas entre el ajuste de la organización y la intención de renunciar, sino que también moderaban la relación indirecta mediada entre las prácticas de GRH y la intención de abandonar a través del ajuste de la organización de la persona, proporcionando así evidencia de una mediación moderada. Este documento es el primero de su tipo que examina la mediación moderada entre las prácticas de GRH, el ajuste de la organización y la intención de dejar el trabajo.","publication_date":{"day":null,"month":null,"year":2019,"errors":{}}},"translated_abstract":"Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model El ajuste persona-organización y las oportunidades laborales son importantes en la relación entre las prácticas de GRH y la intención de cambio: un modelo de mediación moderado O encaixe da organização de pessoas e as oportunidades de emprego são importantes na relação de intenção de rotatividade de práticas de GRH: um modelo de mediação moderado Abstract This study aims to develop and test a moderated-mediation model with the person-organisation fit as a mediator in the relations between human resource management (HRM) practices and intention to leave, and job opportunities as a moderator of the indirect link between HRM practices and the intention to leave via person-organisation fit. Data were collected from 250 faculty members of Higher Education Institutions (HEIs) in Pakistan. Hypotheses are tested through partial least squares structural equation modelling and PROCESS macro. The results showed that the relations between HRM practices and intention to leave was partially mediated by person-organization fit. The results also revealed that job opportunities not only moderated the direct relations between person-organisation fit and intention to quit but also moderated the mediated indirect relationship between HRM practices and intention to leave via person organisation fit thus providing evidence of moderated-mediation. This paper is the first of its kind to examine moderated-mediation among HRM practices, person-organisation fit and intention to leave the job. Keywords: Intention to leave; Turnover intention; Person-organization fit; Perceived human resource management practices; and Job opportunities. Resumen Este estudio tiene como objetivo desarrollar y probar un modelo de mediación moderada con la persona-organización adecuada como mediador en las relaciones entre las prácticas de gestión de recursos humanos (HRM) y la intención de abandonar, y las oportunidades de trabajo como moderador del vínculo indirecto entre Las prácticas de gestión de recursos humanos y la intención de salir a través de persona-organización en forma. Se recopilaron datos de 250 miembros de la facultad de instituciones de educación superior (HEI) en Pakistán. Las hipótesis se prueban mediante el modelo de ecuación estructural de mínimos cuadrados parciales y la macro PROCESS. Los resultados mostraron que las relaciones entre las prácticas de GRH y la intención de salir estaban parcialmente mediadas por la persona-organización adecuada. Los resultados también revelaron que las oportunidades de trabajo no solo moderaban las relaciones directas entre el ajuste de la organización y la intención de renunciar, sino que también moderaban la relación indirecta mediada entre las prácticas de GRH y la intención de abandonar a través del ajuste de la organización de la persona, proporcionando así evidencia de una mediación moderada. Este documento es el primero de su tipo que examina la mediación moderada entre las prácticas de GRH, el ajuste de la organización y la intención de dejar el trabajo.","internal_url":"https://www.academia.edu/43025127/Person_organization_fit_and_job_opportunities_matter_in_HRM_practices_turnover_intention_relationship_a_moderated_mediation_model","translated_internal_url":"","created_at":"2020-05-12T13:40:38.236-07:00","preview_url":null,"current_user_can_edit":null,"current_user_is_owner":null,"owner_id":58576083,"coauthors_can_edit":true,"document_type":"paper","co_author_tags":[{"id":34608414,"work_id":43025127,"tagging_user_id":58576083,"tagged_user_id":128728404,"co_author_invite_id":null,"email":"r***a@umk.edu.my","affiliation":"Universiti Malaysia Kelantan (UMK)","display_order":2,"name":"Profesor Dr. Roselina Binti Ahmad Saufi","title":"Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model"},{"id":34608415,"work_id":43025127,"tagging_user_id":58576083,"tagged_user_id":167835,"co_author_invite_id":null,"email":"n***a@utm.my","affiliation":"Universiti Teknologi Malaysia - UTM","display_order":3,"name":"Dr. Nur Naha Abu Mansor","title":"Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model"}],"downloadable_attachments":[{"id":63288524,"title":"","file_type":"pdf","scribd_thumbnail_url":"https://attachments.academia-assets.com/63288524/thumbnails/1.jpg","file_name":"75-Article_Text-175-1-10-2019090120200512-30660-13iyy95.pdf","download_url":"https://www.academia.edu/attachments/63288524/download_file?st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&","bulk_download_file_name":"Person_organization_fit_and_job_opportun.pdf","bulk_download_url":"https://d1wqtxts1xzle7.cloudfront.net/63288524/75-Article_Text-175-1-10-2019090120200512-30660-13iyy95-libre.pdf?1589316560=\u0026response-content-disposition=attachment%3B+filename%3DPerson_organization_fit_and_job_opportun.pdf\u0026Expires=1733191038\u0026Signature=VQGsx7VA0uZT74oVVeRaFY6BoiyQNf1h7WJM2THGbyoEjZ6rVzyUChw2M8e9Bpno2agvaHYqmOOwCT3WjQr0DrUYszmDWWlKSbmX749undbD3e69nPuOEaBzzsvLDoVC-Y8fHl1XExNw0FepnPhGEer~myRCDF1cdn8~aEWCM-V6-zMa3kcXOVAvM~ZpUWWOgxvikZydj-~iFT4BgMKK2MEPO34yyefLxWCR7wW8i6bcrzjDpBlaG0zjXEBidyeM1KxuPb-eEZgwS~7LhHMwd7NrK79jjB1eA3KvEzMz2MLygnO6D-S9MoAWXvn3JncZXt0cwUuBNpYNnLyCQ2PGUw__\u0026Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA"}],"slug":"Person_organization_fit_and_job_opportunities_matter_in_HRM_practices_turnover_intention_relationship_a_moderated_mediation_model","translated_slug":"","page_count":11,"language":"en","content_type":"Work","owner":{"id":58576083,"first_name":"samad","middle_initials":null,"last_name":"kakar","page_name":"samadkakar","domain_name":"independent","created_at":"2017-01-05T07:54:56.572-08:00","display_name":"samad kakar","url":"https://independent.academia.edu/samadkakar"},"attachments":[{"id":63288524,"title":"","file_type":"pdf","scribd_thumbnail_url":"https://attachments.academia-assets.com/63288524/thumbnails/1.jpg","file_name":"75-Article_Text-175-1-10-2019090120200512-30660-13iyy95.pdf","download_url":"https://www.academia.edu/attachments/63288524/download_file?st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&st=MTczMzE4NzQzOCw4LjIyMi4yMDguMTQ2&","bulk_download_file_name":"Person_organization_fit_and_job_opportun.pdf","bulk_download_url":"https://d1wqtxts1xzle7.cloudfront.net/63288524/75-Article_Text-175-1-10-2019090120200512-30660-13iyy95-libre.pdf?1589316560=\u0026response-content-disposition=attachment%3B+filename%3DPerson_organization_fit_and_job_opportun.pdf\u0026Expires=1733191038\u0026Signature=VQGsx7VA0uZT74oVVeRaFY6BoiyQNf1h7WJM2THGbyoEjZ6rVzyUChw2M8e9Bpno2agvaHYqmOOwCT3WjQr0DrUYszmDWWlKSbmX749undbD3e69nPuOEaBzzsvLDoVC-Y8fHl1XExNw0FepnPhGEer~myRCDF1cdn8~aEWCM-V6-zMa3kcXOVAvM~ZpUWWOgxvikZydj-~iFT4BgMKK2MEPO34yyefLxWCR7wW8i6bcrzjDpBlaG0zjXEBidyeM1KxuPb-eEZgwS~7LhHMwd7NrK79jjB1eA3KvEzMz2MLygnO6D-S9MoAWXvn3JncZXt0cwUuBNpYNnLyCQ2PGUw__\u0026Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA"}],"research_interests":[{"id":6416,"name":"Human Resource Management","url":"https://www.academia.edu/Documents/in/Human_Resource_Management"},{"id":127487,"name":"Job Opportunities","url":"https://www.academia.edu/Documents/in/Job_Opportunities"},{"id":176197,"name":"Turnover Intention","url":"https://www.academia.edu/Documents/in/Turnover_Intention"},{"id":221266,"name":"Person Organization Fit","url":"https://www.academia.edu/Documents/in/Person_Organization_Fit"},{"id":256126,"name":"Faculty Member","url":"https://www.academia.edu/Documents/in/Faculty_Member"},{"id":994836,"name":"Intention to Stay/quit","url":"https://www.academia.edu/Documents/in/Intention_to_Stay_quit"}],"urls":[]}, dispatcherData: dispatcherData }); 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