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SA Journal of Industrial Psychology

versão On-line ISSN 2071-0763
versão impressa ISSN 0258-5200


JANSE VAN RENSBURG, Christine; ROTHMANN, Sebastiaan (Snr)  e  DIEDERICKS, Elsabe. Person-environment fit, flourishing and intention to leave in universities of technology in South Africa. SA j. ind. Psychol. [online]. 2017, vol.43, n.1, pp.1-10. ISSN 2071-0763.

ORIENTATION: Retaining staff is vital to ensure that universities accomplish their missions. To optimise the potential of staff members and retain staff, it is necessary to study their flourishing and fit in their jobs and organisations. RESEARCH PURPOSE: The aim of this study was to investigate the relationship between person-environment fit, flourishing at work and intention to leave. MOTIVATION FOR THE STUDY: Research is needed to validate a measure of flourishing at work. Outcome variables such as intention to leave have not been studied in relation to flourishing at work. Moreover, it is necessary to study antecedents of flourishing at work, such as person-environment fit. RESEARCH APPROACH, DESIGN AND METHOD: A cross-sectional survey design was used with a convenience sample of 339 academic employees from three universities of technology in South Africa. Three perceived fit scales, the Flourishing-at-Work Scale (FAWS) and the Turnover Intention Scale were administered. MAIN FINDINGS: Findings supported a three-factor model of flourishing at work, consisting of emotional, psychological and social well-being. The highest mean frequencies on flourishing dimensions were obtained for competence and emotional engagement. The lowest mean frequencies were obtained for relatedness and social well-being. Person-environment fit predicted intention to leave, both directly and indirectly, via flourishing. The findings support the internal consistency and validity of the FAWS. PRACTICAL/MANAGERIAL IMPLICATIONS: Managers and human resource practitioners should consider the use of a multidimensional measure to assess flourishing at work. Considering certain dimensions of well-being at work (e.g. work engagement and competence of employees) without considering other dimensions (e.g. job satisfaction, affect balance and meaning at work) will not be sufficient to assess and promote the subjective well-being of employees. CONTRIBUTION/VALUE-ADD: This study contributes to knowledge regarding the reliability and validity of a measure of flourishing at work. It confirms that person-environment fit has a strong positive effect on flourishing of employees and a strong negative effect on their intentions to leave.

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