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| Cognitive Hardiness: A Cognitive Style Buffering between Nonfit Organization and Turnover Intention |
| ZHANG Xiao-dan1ZHENG Shao-feng1,2ZOU Zhi-min1 |
| (1. Department of Psychology, Sun Yat-sen University, Guangzhou 510006, China; 2. Graduate School of Informatics, Nagoya University, Nagoya464-8601, Japan) |
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Abstract In previous studies, researchers have proved that person-organization fit has apredictive effect on turnover intention through job satisfaction as a full mediator. In fact, the effect of job satisfaction on turnover intention has been found various in term of individual’s cognitive style. Thus, the current research aimed to examine the possible buffering effect of cognitive hardiness, a cognitive style with which individual can effectively cope with daily stresses, involved in the process. A total of395 working employees participated in the questionnaire survey.Data were analyzed usinghierarchical regression, aided with bootstrapping methods.The results showed that: (1) Person-organization fit affected turnover intention completely through the mediation of job satisfaction. (2) The mediation of person-organization fit on turnover intention through job satisfaction were moderated by employees’ cognitive hardiness, and the moderation effect only took place in the latter stage of the process. That is, compared to lower level of cognitive hardiness, higher level of cognitive hardiness could buffer more negative impact of job satisfaction on turnover intention. The findings not only extended the theoretical framework of person-organization fit to turnover intention with a moderated mediation model, but also provided some suggestions to managers that it is important to assess and train employee’s cognitive hardiness.
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Published: 28 October 2019
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| Cite this article: |
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ZHANG Xiao-dan,ZHENG Shao-feng,ZOU Zhi-min. Cognitive Hardiness: A Cognitive Style Buffering between Nonfit Organization and Turnover Intention[J]. 应用心理学, 2020, 26(3): 250-258.
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| URL: |
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http://www.appliedpsy.cn/EN/Y2020/V26/I3/250 |
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