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Abstract

  The purpose of the study is to investigate the role of person-organization value fit in turnover intention of employees. 131 responses from Pune region were collected using the structured questionnaire. 3 subscales were included in the questionnaire namely- Individual perception of work values (I value), perceived organizational values (O value) and intention to leave the job. The O values were subtracted from I values to derive the discrepancy scores. The Pearson Correlation was used to analyze if discrepancy scores and intention to leave are correlated. The result indicated that higher the discrepancy higher is the intention to leave the job. Practical implications and limitations of the study are discussed in the end of the paper.

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