LAUSR

Abstract The hospitality and tourism industry is suffering from a labor shortage, and migrant workers are supplying a large portion of labor in the contemporary economic market. This study extends the theory of person-organization fit in the context of hospitality migrant workers. This study also examines the effect of person-organization fit on migrant workers’ turnover intentions via job satisfaction and work adjustment. The results reveal that all three levels of fit, person-supervisor, person-group, and person-job, have a significant influence on work adjustment and job satisfaction, which in turn influence migrant employees’ turnover intentions. Among the three types of fit, person-group fit was the only one to have a direct effect on predicting turnover intentions. The findings imply that HR managers should make good hiring decisions for migrant employees based on the perceived three levels of fit between the applicant and the organization.