摘要：AbstractP-O fit is the congruence between the norms and values of organizations and the values of its employees. Among other factors, the extent of congruence between the values and norms of an employee, to that of the organization he works for, may influence important work outcomes such as organizational commitment, job satisfaction and turnover intentions. This study examines the moderating effect of person-organization fit on the relationships between affective organizational commitment, job satisfaction and turnover intentions. Research hypotheses are tested with the data from a convenient sample of 200 employees working at higher education institutions in Turkey. Analyses revealed that the level of person – organization fit significantly moderates the effects of job satisfaction on turnover intentions. However, no such effect is observed on the relationship between affective organizational commitment and turnover intention. Theoretical and managerial implications of the findings are discussed.
