The Impact of Person-Job Fit on Turnover Intention and Job Performance in the Era of the Fourth Industrial Revolution

This study examines the impact of person-job fit (PJF) on work engagement, turnover intention, and job performance against rapid changes in industrial structures and work environments driven by advancements in cutting-edge technologies during the Fourth Industrial Revolution. SPSS 26.0 and AMOS 24.0 were used for data analysis. The findings reveal that PJF positively affects work engagement and job performance while negatively influencing turnover intention. Notably, work engagement was found to have a significant mediating effect between PJF and job performance but did not mediate the relationship between PJF and turnover intention. These results suggest that PJF plays a crucial role in enhancing employee engagement and performance while reducing turnover intentions. Organizations should develop strategic human resource management practices to effectively manage PJF and establish supportive systems and environments that promote employee engagement. Organizations can maximize employee performance, reduce turnover rates, and secure long-term competitiveness through these efforts.