| Summary: | Purpose – The purpose of this paper is twofold. First, it examines the impact of person organisation fit (P-O fit) on work engagement (WE) and the impact of WE on turnover intention. Second, it examines the mediating role of WE between P-O fit and turnover intention. Design/methodology/approach – A cross-sectional online survey design was used to collect data through snowball sampling procedure. In total, 422 oil and gas (O&G) professionals participated in this study. In total,13 incomplete samples were excluded during initial screening. As a result, 409 samples were used for final data analysis. The partial least squares-structural equation modelling, using SmartPLS3.0, was performed to
test the hypothesised model.Findings – The results of the study revealed strong ties between P-O fit, WE, and turnover intention.Specifically, P-O fit was found to be a strong predictor of WE and WE is negatively related to employees’ turnover intention.Further, WE mediated the relationship between P-O fit and turnover intention. Practical implications – The findings of this study suggest that O&G organisations must pay greater attention to P-O fit to increase employees’ level of engagement and decrease voluntary turnover rate.
Overall, the findings provide pragmatic insights for human resource management practitioners and the relevant stakeholders.Originality/value – To date, little attention has been devoted to understanding the mediating role of WE
between P-O fit and turnover intention. The present study addresses this gap in the literature.
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