Organizational commitment, work engagement, person-supervisor fit, and turnover intention: A total effect moderation model

• Jun-cheng Zhang

  Guangzhou University

• Wen-quan Ling

  Jinan University , Jinan University

• Zhao-yi Zhang

  Jinan University , Jinan University

• Jun Xie

  Guangdong University of Foreign Studies

We conceptualized work engagement as a mediator and person-supervisor fit as a moderator for understanding the impact mechanism of organizational commitment on turnover intention. With survey data collected from a sample of 512 building engineers in Taiwan, we tested the total effect moderation model that we proposed in this study via path analysis procedure using a parametric bootstrap method. Results indicated that work engagement partially mediated the negative effect of organizational commitment on turnover intention, and that the negative relationship between organizational commitment and turnover intention became weaker when person-supervisor fit was higher. Implications for management theory and practice are also discussed.

1. Jun-cheng Zhang, Guangzhou University
   School of Business Administration
2. Wen-quan Ling, Jinan University, Jinan University
   Management School
3. Zhao-yi Zhang, Jinan University, Jinan University
   Management School
4. Jun Xie, Guangdong University of Foreign Studies
   Center for Cantonese Merchants' Research

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