Person-Environment Fit and Turnover Intention: a Study with Civil Servants

Objective: The aim was to analyze the influence of factors related to the individual's adjustment to the work environment (person organization fit, person-group fit, and person-work fit) on the turnover intention of civil servants in the Brazilian justice system. Method: Questionnaires were administered to 449 civil servants, and the data was analyzed using structural equations. Originality/Relevance: Evidence that turnover is mitigated by considering the individual's suitability for various aspects of the work environment. Results: The results statistically confirmed that the greater the goal congruence, supplementary fit and needs-supplies fit, the lower the turnover intention. However, there was no evidence that value congruence, complementary fit, and demand-skill fit negatively affect turnover intention. Person-organization fit was positively related to person-group fit and person-work fit. It was also found that person organization and person-group adjustment mediate the relationship between person-work adjustment and individuals' turnover intention. Theoretical/Methodological contributions: It contributes by highlighting factors that promote congruence between the person and the work environment. It adds the dimensions of fit to the research examining turnover in the Brazilian public sector, especially in the justice field, in which a greater perception of organizational justice and high remuneration is inferred. Social/Management contributions: It allows public organizations to focus their scarce resources on promoting the adaptation of civil servants to the most relevant dimensions to mitigate turnover and reduce spending on new competition and retraining.