Moderating effects of psychological empowerment on the relationships between person-job fit and turnover intention 심리적 임파워먼트의 조절효과

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YuSeon Jeong
HyungIn Park


This study investigated the moderating effects of psychological empowerment on the relationships between person-job (P-J) fit and turnover intention. P-J fit was measured using demands-abilities (D-A) fit on two job dimensions: social interaction and leadership. Psychological empowerment was assessed using four sub-types: meaning, competence, self-determination, and impact. First, we investigated whether mismatch between job demands and personal abilities would be related to increased turnover intention. We also examined whether psychological empowerment would mitigate these relationships. Data were collected from 415 full-time workers. The results from polynomial regressions showed that the relationships of D-A fit with turnover intention were different depending on the direction and the dimensions of misfit. The interaction between D-A fit and psychological empowerment was found as expected in seven out of eight cases in total, except for the interaction between D-A fit in social interaction and competence. These results imply that psychological empowerment, as a job resource, could ameliorate the negative impacts of P-J misfit on turnover intention.


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Jeong, Y., & Park, H. (2017). Moderating effects of psychological empowerment on the relationships between person-job fit and turnover intention: 심리적 임파워먼트의 조절효과. Korean Journal of Industrial and Organizational Psychology, 30(2), 147–176.
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