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Focusing on key antecedents of intended turnover may enable organizations to intervene before reaching scenarios where employee turnover is inevitable. The current study aimed to establish which type of fit plays the most prominent role in employees' turnover intention. To achieve this aim, multiple linear regression was used. By establishing which type of fit influences employees' thoughts of quitting the most, organizations can adopt better retention strategies as opposed to casting a net and hoping for the best. This cross-sectional study used secondary data from 384 retail employees. Three distinct fit scales and a turnover intention scale were administered. The study's hypothesis was assessed through multiple linear regression, relative weight analysis, and commonality analysis. Needs-supplies fit was the only variable that had a statistically significant negative association with turnover intention. Needs-supplies fit had the biggest contribution (23.64%) to the multiple R2 value (34.25%) of the multiple linear regression model. Commonality analysis showed that needs-supplies fit accounted for the highest percentage (16.85%) of unique variance in explaining turnover intention. To enhance the probability of retaining employees, organizations may want to fine-tune their retention strategies based on establishing congruence between what employees need and what can be done to meet these desired needs. The current study stresses the importance of distinguishing between different types of person-environment fit as they may not similarly relate to outcomes.

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Studying change is a critical part of psychology and science in general. Studies often treat fit as static and use between-person designs to assess change. Accordingly, potentially insightful within-person information is frequently overlooked. The current study aimed to establish the utility of reliable change methodology within the domain of organizational psychology, using needs-supplies fit as a guiding framework. When employee needs can be tracked with a fair degree of clarity, organizations can devise better strategies to routinely address discrepancies between desired employee needs and organizational offerings. This longitudinal study used secondary data from 258 secondary school teachers. The Needs-Supplies Fit Scale was administered. The study's hypothesis was assessed through reliable change methodology. When considering all the participants that experienced at least some change across time intervals (n = 148), 23.65% (n = 35) of this change was meaningful. This declined to 17.33% meaningful change when factoring in the entire sample, including those who did not experience any change. When organizations are aware of the ever-evolving needs of employees, quicker action can be taken to avoid impending person-environment misfit. This study contributes to existing within-person studies that showcased the malleability of needs-supplies fit and emphasize the value of placing a more prominent focus on the individual.

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BACKGROUND: The Burnout Assessment Tool (BAT) is a new burnout measure developed to replace the Maslach Burnout Inventory (MBI). Studies have supported the psychometric properties and cross-cultural measurement invariance of the BAT. However, some unresolved questions remain. These questions are the appropriate level of score interpretation, convergent validity with the MBI, and measurement invariance using sample groups from countries outside of Europe. METHODS: We used a cross-sectional survey approach to obtain 794 participants from Australia (n = 200), the Netherlands (n = 199), South Africa (n = 197), and the United States (n = 198). In brief, we used bifactor modelling to investigate the appropriate score interpretation and convergent validity with the MBI. Hereafter, we used the Rasch model and ordinal logistic regression to investigate differential item functioning. RESULTS: The bifactor model showed a large general factor and four small group factors, which suggests calculating and interpreting a general burnout score. This model further shows that the BAT and MBI measure the same burnout construct but that the BAT is a more comprehensive burnout measure. Most items fit the Rasch model, and few showed non-negligible differential item functioning. CONCLUSIONS: Our results support the psychometric properties and cross-cultural measurement invariance of the BAT in Australia, the Netherlands, South Africa, and the United States. Furthermore, we provide some clarity on the three previously mentioned unresolved questions.

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RESUMEN

The first aim of the study was to investigate the effects of flourishing at work (as measured by the Flourishing-at-Work Scale-Short Form) on intention to leave, performance, and organizational citizenship behavior. The second aim was to determine the prevalence of workplace flourishing and to examine differences in the perceived flourishing levels of teachers based on the positive practices they experience in their organization. A sample of 258 secondary school educators in the Gauteng province of South Africa was used in the cross-sectional design. The Flourishing-at-Work Scale-Short Form, Turnover Intention Scale, In-Role Behavior Scale, Organizational Citizenship Behavior Scale, and the Positive Practices Questionnaire were administered. The results showed acceptable psychometric properties for the short scale which measures flourishing. Workplace flourishing negatively predicted intention to leave, while positively predicting in-role performance and organizational citizenship behavior. A total of 44.19% of the population flourished, while 49.22% were moderately mentally healthy and 6.59% languished. Positive organizational practices were associated with flourishing at work.

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