Abstract
Drawing on the attraction–selection–attrition (ASA) framework, this paper examines a mechanism, namely person–organization (P–O) fit, through which high-performance HR practices (HPHRPs) affect two negative employee outcomes: work-related stress and quit intentions. Using a sample of Egyptian public health sector workers, a mediation model is tested empirically using structural equation modelling. The study results show that HPHRPs positively affected P–O fit, which in turn had significant negative associations with work stress and quit intentions. P–O fit also explained a high proportion of mediation in the relationship between HPHRP and both outcomes.
| Original language | English |
|---|---|
| Pages (from-to) | 1218-1237 |
| Number of pages | 21 |
| Journal | Public Management Review |
| Volume | 18 |
| Issue number | 8 |
| Early online date | 10 Nov 2015 |
| DOIs | |
| Publication status | Published - Aug 2016 |
UN SDGs
This output contributes to the following UN Sustainable Development Goals (SDGs)
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SDG 3 Good Health and Well-being
Keywords
- High-performance HR practices
- person–organization fit
- work stress
- quit intentions
- public health sector
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