The purpose of this article is to examine the relationship between work value PO fit with fit being operationalized as a same‐source or different‐source measure.
A sample of 94 employees from a company located in Curac¸ao completed a questionnaire in which they rated their personal work values, their perceptions of the work values of the organization, and their turnover intention.
The different‐source work value fit measure was significantly and more strongly related to turnover intention than the same‐source work value fit measure.
This study underscores the need for a careful reflection on the content and operationalization of fit measures.
Managers are able to manage the fit of their employees by creating positive group level perceptions of the work environment.
This study examines the effects of different fit measures on individuals' turnover intention. Moreover, work values fit was investigated.
