Work Engagement as a Mediating Mechanism between Person–Organization Fit and Turnover Intention in the Malaysian Oil and Gas Sector

Abstract

This paper has a double focus. Firstly, this paper investigates the effect of person-organization fit on Work Engagement (WE) and the effect of work engagement on the turnover intention (TI). Secondly, the role of WE as a mediator in the relationship between person-organization fit (P-O fit) and TI is examined. The data were collected using a cross-sectional online survey design via a snowball sampling technique. This research was carried out by 420 oil and gas (O&G) experts. Initial screening omitted 17 incomplete questionnaires. Consequently, for the final analysis of the data, 403 questionnaires were used. The hypothesized model was evaluated using the partial least squares structural equation modeling (PLS-SEM) technique using smart PLS 3.0 software. Results of the present research showed a positive relationship among person-organization fit, WE, and the expectation for TI. In particular, it was found that person-organization fit is a strong antecedent of work engagement, and work engagement has a negative association with TI of its employees. The association between person-organization fit and TI was also mediated by WE. Literature outcomes indicate that oil and gas companies need to be more vigilant towards person-organization fit in order to strengthen their WE to minimize TI. Ultimately, the results provide professionals and key stakeholders with strategic perspectives. So far, the mediatory role of WE between person, organization, firm, and TI has not received much attention. This research deals with this literature lacuna.