Abdul Haeba Ramli



Employee turnover in the poultry distribution company in Jakarta indicates low person-organization fit, organizational commitment and high turnover intention. The purpose of this study is to determine the effect of person-organization fit and organizational commitment on turnover intention. Quantitative methods are used in this study. The population for this research is the employees of a chicken distribution company in Jakarta with more than 2.000 people. The sampling technique used is purposive sampling with the number of samples of 128 peoples. Data collection technique uses questionnaires and regression analysis. Finding on the research results shows that there is positive and significant influence of person-organization fiton organizational commitment and negative and significant influence of person-organization fit on turnover intention, and also the influence of person-organization fit and organizational commitment on turnover intention.


person-organization fit; organizational commitment; turnover intention

Full Text:


Article Metrics

Abstract views : 0| PDF views : 0


AlBattat, A. R., Som, A. P. M., & Helalat, A. S. (2013). Overcoming staff turnover in the hospitality industry using mobley’s model. International Journal of Learning and Development, 3(6), 64–71.

Astakhova, M. N. (2016). Explaining the effects of perceived person-supervisor fit and person-organization fit on organizational commitment in the U.S. and Japan. Journal of Business Research, 69, 956–963.

Aussy, W. N. A., & Sudarma, K. (2017). Pengaruh person organization fit dan personality pada organizational citizenship behavior dengan organizational commitment sebagai variabel intervening. Management Analysis Journal, 6(3), 286–296.

Azeez, R. O., Jayeoba, F., & Adeoye, A. O. (2016). Job satisfaction, turnover intention and organizational commitment. Journal of Management Research, 8(2), 102–114.

Batool, N., Ishaq, H. M., & Akram, M. (2014). Does person-organization fit and affective organizational commitment relationship is moderated by personality traits : Analysis of extraversion and emotional stability introduction: NUML Journal of Management & Technology, 9(2), 73–90.

Cha, J., Chang, Y. K., & Kim, T. Y. (2013). Person–organization fit on prosocial identity: implications on employee outcomes. Journal of Business Ethics.

Chandra, D., & Indriyani, R. (2018). Pengaruh person-organization fit terhadap turnover intention melalui kepuasan kerja pada PT Paragon Spesial Metal Surabaya. Jurnal AGORA, 6(1), 1–9.

Chinomona, R., & Chinomona, E. (2013). The influence of employees’ perceptions of organizational politics on turnover intentions in Zimbabwe’s SME sector. South African Journal of Business Management, 44(2), 57–66.

Dinas Ketahanan Pangan Kelautan dan Pertanian Provinsi DKI Jakarta, 2018. Laporan Tahunan 2017, Dinas Ketahanan dan Pertanian Provinsi DKI Jakarta.

Farzaneh, J., Farashah, A. D., & Kazemi, M. (2014). The impact of person-job fit and person-organization fit on OCB The mediating and moderating effects of organizational commitment and psychological empowerment. Personnel Review, 43(5), 672–691.

Finkel, S. E. (1995). Causal analysis with panel data. Sage: Thousand Oaks.

Ghozali, Imam. 2016. Aplikasi Analisis multivariete dengan program IBM SPSS 23 (Edisi 8). Cetakan ke VIII. Semarang : Badan Penerbit Universitas Diponegoro

Gilmer, V. H. (1966). Industrial Psychology. USA: McGraw Hill Book Company Inc.

Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate data analysis. (7th, Ed.). Pearson Education.

Hassan, R. (2014). Factors influencing turnover intention among technical employees in information technology organization: a case of xyz (m) SDN. BHD. International Journal of Arts and Commerce, 3(9), 120–137. Retrieved from

Hidayat, A. S. (2018). Pengaruh kepuasan kerja terhadap komitmen organisasi dan turnover intention. Jurnal Manajemen Dan Pemasaran Jasa, 11(1), 51–66.

Hoffman, B. J., & Woehr, D. J. (2006). A quantitative review of the relationship between person-organization fit and behavioral outcomes. Journal of Vocational Behavior, 68, 389–399.

Hung, L.-M., Lee, Y.-S., & Lee, D.-C. (2018). The moderating effects of salary satisfaction and working pressure on the O...: business source. International Journal of Business and Society, 19(1), 103–116.

Jr, W. A., Bell, S. T., Villado, A. J., & Doverspike, D. (2006). The use of person-organization fit in employment decision making: An assessment of its criterion-related validity. Journal of Applied Psychology, 91(4), 786–801.

Jung, H. S., & Yoon, H. H. (2013). The effects of organizational service orientation on person-organization fit and turnover intent. The Service Industries Journal, 33(1), 7–29.

Jutras, R., & Mathieu, C. (2016). Person-organization fit relationship with job satisfaction and turnover: The mediating influence of leader-member exchange. Academy of Strategic Management Journal, 15(1), 71–84.

Khaola, P. P., & Sebotsa, T. (2015). Person-organisation fit, organisational commitment and organisational citizenship behaviour. Danish Journal of Management and Business Sciences, 67–74.

Kim, T. Y., Aryee, S., Loi, R., & Kim, S. P. (2013). Person-organization fit and employee outcomes: Test of a social exchange model. International Journal of Human Resource Management, 1–19.

Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals’ fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58(2), 281–342.

Kulachai, W., & Amaraphibal, A. (2017). Developing a causal model of turnover intention of police officers in the eastern region of Thailand. International Journal of Arts & Sciences, 10(01), 473–486.

Lawrence, J. H., Celis, S., Kim, H. S., Lipson, S. K., & Tong, X. (2014). To stay or not to stay: Retention of Asian international faculty in STEM fields. Higher Education, 67, 511–531.

Lee, C.-C., Huang, S.-H., & Zhao, C.-Y. (2018). A study on factors affecting turnover intention of hotel employees. Asian Economic and Financial Review, 2(7), 866–875. Retrieved from

Liu, W., Zhao, S., Shi, L., Zhang, Z., Liu, X., Li, L., … Ni, X. (2018). Workplace violence, job satisfaction, burnout, perceived organisational support and their effects on turnover intention among Chinese nurses in tertiary hospitals: a cross-sectional study. BMJ Open, 8, 1–11.

Lu, Y., Hu, X.-M., Huang, X.-L., Zhuang, X.-D., Guo, P., Feng, L.-F., … Hao, Y.-T. (2017). The relationship between job satisfaction, work stress, work–family conflict, and turnover intention among physicians in Guangdong, China: a cross-sectional study. BMJ Open, 7, 1–12.

Memon, M. A., Salleh, R., Baharom, M. N. R., & Harun, H. (2014). Person-organization fit and turnover intention: The mediating role of employee engagement. Global Business and Management Research: An International Journal, 6(3), 205–209.

Mobley, W. H., Horner, S. O., & Hollingsworth, A. T. (1978). An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 63(4), 408–414.

Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee-organization linkages: the psychology of commitment, absenteeism and turnover. New York: Academic Press. Inc., London.

Rani, N., & Samuel, A. (2016). A study on generational differences in work values and person-organization fit and its effect on turnover intention of Generation Y in India. Management Research Review, 39(12), 1695–1719.

Santoso, D., & Irwantoro, I. (2014). Pengaruh person-organization fit (p-o fit) terhadap organization citizenship behaviour (OCB) dengan kepuasan kerja dan komitmen organisasi sebagai variabel intervening (Studi pada KPPBC TMP Tanjung Emas Semarang). Jurnal NeO-Bis, 8(1), 1–16.

Schermerhorn, J. R., Hunt, J. G., Osborn, R. N., & Uhl-Bien, M. (2011). Organizational behavior (11th ed.). New Jersey: John Wiley & Sons.

Sekaran, U., & Bougie, R. (2013). Research method for business. A skill-building approach (6th ed.). New Jersey: John Wiley & Sons.

Tsai, P. C.-F., & Tsao, C.-W. (2017). The effects of person-environment fit and external locus of control on organizational affective commitment: A study of immigrant wives in Taiwan. Journal of International Migration and Integration, 18, 699–717.

Verquer, M. L., Beehr, T. A., & Wagner, S. H. (2003). A meta-analysis of relations between person-organization fit and work attitudes. Journal of Vocational Behavior, 63(3), 473–489.

Wei, Y. C. (2015). Do employees high in general human capital tend to have higher turnover intention? The moderating role of high-performance HR practices and P-O fit. Personnel Review, 44(5), 739–756.

Wong, C. A., & Laschinger, H. K. S. (2015). The influence of frontline manager job strain on burnout, commitment and turnover intention: A cross-sectional study. International Journal of Nursing Studies, 1–10.

Yousaf, A., Sanders, K., & Abbas, Q. (2015). Organizational/occupational commitment and organizational/occupational turnover intentions: A happy marriage? Personnel Review, 44(4), 470–491.

Yun, I., Hwang, E. G., & Lynch, J. (2015). Police stressors, job satisfaction, burnout, and turnover intention among South Korean police officers. Asian Criminology, 10, 23–41.



  • There are currently no refbacks.

Copyright (c) 2019 Jurnal Manajemen dan Pemasaran Jasa

Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.



Lisensi Creative Commons

Jurnal manajemen dan pemasaran jasa  Lisensi Creative Commons Atribusi-NonKomersial 4.0 Internasional.