Main Article Content
The significance of the role of person–organization (PO) fit in forming employees’ work attitudes, such as turnover intention, has been established. We examined whether or not Chinese employees’ professional identity can be both an additional predictor of, and moderate the effect of PO fit on, turnover intention. The results of a survey that we conducted among 256 Chinese civil servants showed that employees’ professional identity and perceived PO fit each made a unique contribution to predicting their turnover intention. Moreover, the established relationship between PO fit and turnover intention was significantly stronger among people with lower professional identity than among those with higher professional identity. Theoretical and practical implications for organizational management are discussed.