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data-component-name="Pill" data-props="{"color":"gray","children":["Person Organization Fit"]}" data-trace="false" data-dom-id="Pill-react-component-71264bf3-cd60-4218-bb4d-a0143c2e7f4e"></div> <div id="Pill-react-component-71264bf3-cd60-4218-bb4d-a0143c2e7f4e"></div> </a><a data-click-track="profile-user-info-expand-research-interests" data-has-card-for-ri-list="158696503" href="https://www.academia.edu/Documents/in/Turnover_Intention"><div class="js-react-on-rails-component" style="display:none" data-component-name="Pill" data-props="{"color":"gray","children":["Turnover Intention"]}" data-trace="false" data-dom-id="Pill-react-component-90391e3b-f89f-44a3-872a-f8abaa8b36e6"></div> <div id="Pill-react-component-90391e3b-f89f-44a3-872a-f8abaa8b36e6"></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 HARCHARANJIT SINGH A/L MAHINDER SINGH IBS</h3></div><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="0503f74247d230685f6480a5c365ff3d" 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=MTczMzAwNzk0Niw4LjIyMi4yMDguMTQ2&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: "0503f74247d230685f6480a5c365ff3d" } } $('.js-work-strip[data-work-id=43025202]').each(function() { if (!$(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. 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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. 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$(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="10402117" id="papers"><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="0503f74247d230685f6480a5c365ff3d" 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=MTczMzAwNzk0Niw4LjIyMi4yMDguMTQ2&st=MTczMzAwNzk0Niw4LjIyMi4yMDguMTQ2&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: "0503f74247d230685f6480a5c365ff3d" } } $('.js-work-strip[data-work-id=43025202]').each(function() { if (!$(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. 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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. 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