Person–job fit matters in parastatal institutions

This article responds to recent calls for research examining the mechanisms through which talent management affects talented employee outcomes. Drawing insights from attraction–selection–attrition and ability, motivation and opportunity theories, the article examines one such mechanism, person–job fit, through which talent management influences talented employees’ affective commitment and quit intentions in parastatal institutions in Ghana. A sample of 232 talent pool members was used to test a partial mediation model using structural equation modelling. Our findings suggest that talent management has not only a direct effect, but also an indirect effect, on talented employee outcomes of affective commitment and quit intention via person–job fit. Implications of these finding are discussed

Attrition · Business · Human resource management · Human resources · Job analysis · Job attitude · Job design · Job performance · Job satisfaction · Knowledge management · Management · Mediation · Moderated mediation · Organizational commitment · Sociology · Talent Management · Test (biology · Employer Branding and e-HRM · Human Resource and Talent Management · Marketing · Psychology · Retirement, Disability, and Employment · Social Psychology

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