Job demands-resources, person-job fit and the impact on turnover intention: Similar across professional and administrative job-types?

Abstract

The chapter investigated the differences between professional and administrative occupation groups regarding the role workplace psychological factors play in retention. The sample comprised 745 participants (358 from professional occupations and 387 administrative professions). Multi-group structural equation modelling methods were applied. The results showed that all of the correlational relationships were in the expected directions. With regards to the administrative group, overload and emotional load as well as person-job fit and career opportunities were stronger in relation to retention than in the professional group. Whereas communication was also significantly related to retention in the professional group but not in the administrative group. Lastly, similarities between the two groups were found with regards to remuneration as indicator of lower turnover intention, although of less importance compared to other motivational variables. This study indicates the importance of considering the qualitative differences in occupational groups when planning aspects such as retention strategies.