High-Performance HR Practices, Work Stress and Quit Intentions in the Public Health Sector: Does person–organization fit matter?
基于吸引-选择-淘汰框架，研究了高绩效人力资源实践通过人-组织匹配影响工作压力和离职意向的机制，对埃及公共卫生部门员工的数据进行了实证检验。
Drawing on the attraction–selection–attrition (ASA) framework, this paper examines a mechanism, namely person–organization (P–O) fit, through which high-performance HR practices (HPHRPs) affect two negative employee outcomes: work-related stress and quit intentions. Using a sample of Egyptian public health sector workers, a mediation model is tested empirically using structural equation modelling. The study results show that HPHRPs positively affected P–O fit, which in turn had significant negative associations with work stress and quit intentions. P–O fit also explained a high proportion of mediation in the relationship between HPHRP and both outcomes.