Please use this identifier to cite or link to this item:
http://hdl.handle.net/123456789/1776
DC Field | Value | Language |
---|---|---|
dc.contributor.author | Kakar A.S. | en_US |
dc.contributor.author | Mansor N.N.A. | en_US |
dc.contributor.author | Saufi R.A. | en_US |
dc.date.accessioned | 2021-12-04T11:16:54Z | - |
dc.date.available | 2021-12-04T11:16:54Z | - |
dc.date.issued | 2021-03 | - |
dc.identifier.issn | 18651984 | - |
dc.identifier.uri | http://hdl.handle.net/123456789/1776 | - |
dc.description | Web of Science / Scopus | en_US |
dc.description.abstract | Drawing on social identity theory (SIT), signaling theory, and attraction-selection-attrition (ASA) model, we proposed and developed a model linking organizational reputation to turnover intention, both directly and indirectly through person-vocation fit (P-V fit) and person-organization fit (P-O fit). The model was tested using partial least squares structural equation modeling (PLS-SEM) on a sample of 250 full-time faculty members from Pakistan’s higher educational institutions. The findings supported the model and found that organization reputation had a negative and direct influence on turnover intention and positive impact on P-V fit and P-O fit. P-O fit and P-V fit, in turn, had negative relationships with faculty turnover intention. Moreover, the study revealed that P-O fit and P-V fit partially mediated the negative relationship between organizational reputation and faculty turnover intention. The findings of the study has important practical implications for the adoption of marketing concepts in non-profit seeking organizations, especially in higher educational institutions. The practical and theoretical implications and some interesting avenues for future research are discussed at the end of the study. | en_US |
dc.language.iso | en | en_US |
dc.publisher | Springer Science and Business Media Deutschland GmbH | en_US |
dc.relation.ispartof | International Review on Public and Nonprofit Marketing | en_US |
dc.subject | And higher education | en_US |
dc.subject | Intention to leave the job | en_US |
dc.subject | Organizational reputation | en_US |
dc.subject | Person-organization fit | en_US |
dc.subject | Person-vocation fit | en_US |
dc.subject | Turnover intention | en_US |
dc.title | Does organizational reputation matter in Pakistan’s higher education institutions? The mediating role of person-organization fit and person-vocation fit between organizational reputation and turnover intention | en_US |
dc.type | National | en_US |
dc.identifier.doi | 10.1007/s12208-020-00266-z | - |
dc.description.page | 151-169 | en_US |
dc.volume | 18(1) | en_US |
dc.description.type | Article | en_US |
dc.contributor.correspondingauthor | Kakar A.S | en_US |
item.languageiso639-1 | en | - |
item.grantfulltext | open | - |
item.fulltext | With Fulltext | - |
item.openairetype | National | - |
crisitem.author.dept | UNIVERSITI MALAYSIA KELANTAN | - |
Appears in Collections: | Malaysia Graduate School of Entrepreneurship and Business - Journal (Scopus/WOS) |
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