Work value fit and turnover intention: same‐source or different‐source fit

Abstract

Purpose

The purpose of this article is to examine the relationship between work value PO fit with fit being operationalized as a same‐source or different‐source measure.

Design/methodology/approach

A sample of 94 employees from a company located in Curac¸ao completed a questionnaire in which they rated their personal work values, their perceptions of the work values of the organization, and their turnover intention.

Findings

The different‐source work value fit measure was significantly and more strongly related to turnover intention than the same‐source work value fit measure.

Research limitations/implications

This study underscores the need for a careful reflection on the content and operationalization of fit measures.

Practical implications

Managers are able to manage the fit of their employees by creating positive group level perceptions of the work environment.

Originality/value

This study examines the effects of different fit measures on individuals' turnover intention. Moreover, work values fit was investigated.

Citation

van Vianen, A.E.M., De Pater, I.E. and Van Dijk, F. (2007), "Work value fit and turnover intention: same‐source or different‐source fit", Journal of Managerial Psychology, Vol. 22 No. 2, pp. 188-202. https://doi.org/10.1108/02683940710726438