Improving the Role of Employee Engagement: Job-Fit and Organizational-Fit to Intention to Quit (An Evidence from Hospitality Industries)

Abstract

This research aims to determine if employee engagement mediates the association between turnover intention, person-job fit (PJ Fit), and personorganization fit (PO Fit). This study employed a survey design involving employees from various hospitality industries in Indonesia. We distributed 470 questionnaires to the respondents (367 are available). SmartPLS 3.0's path analysis was utilized to verify the questionnaires' validity and reliability. Findings confirmed the direct effect the employee engagement mediates between PJ fit and intention to quit and PO fit and employee engagement. In the indirect impact, employee engagement negotiated between PJ fit and intention to quit, PO fit and intention to quit. Before attempting to decrease turnover intention, employers should prioritize ensuring that there is a good fit between the person and the job (PJ fit) and between the person and the organization (PO fit). In the Indonesian hospitality sector, this study clarified the mediating role level of employee engagement between PJ fit and intention to quit, PO fit, and intention to quit