Work value fit and turnover intention: same-source or different-source fit Annelies E.M. van Vianen, Irene E. De Pater and Floor Van Dijk University of Amsterdam, Amsterdam, The Netherlands Abstract Purpose – 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. Design/methodology/approach – 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. Findings – The different-source work value fit measure was significantly and more strongly related to turnover intention than the same-source work value fit measure. Research limitations/implications – This study underscores the need for a careful reflection on the content and operationalization of fit measures. Practical implications – Managers are able to manage the fit of their employees by creating positive group level perceptions of the work environment. Originality/value – This study examines the effects of different fit measures on individuals’ turnover intention. Moreover, work values fit was investigated. Keywords Employee turnover, Influence Paper type Research paper Work value fit and turnover intention: same-source or different-source fit It has long been recognized that human behavior is a function of the person and the environment (Lewin, 1935). In organizational psychology, the person-environment (PE) fit perspective has become increasingly important. PE fit is defined as the compatibility that occurs when personal and situational characteristics are well matched (Schneider, 2001, p. 142). Theories that have dominated PE fit research in organizational psychology such as the theory of work adjustment (TWA) (Dawis and Lofquist, 1984) and the attraction-selection-attrition (ASA) framework (Schneider et al., 1995), propose that the degree of fit between people and their environment is positively related to important individual outcomes. In the context of work, PE fit studies have distinguished between person-job fit, person-team fit and person-organization fit, with the latter being the most investigated one. People’s fit with the organization (PO fit) associates a person’s personality, goals and values with those of the organization. Most PO fit studies have used needs and values as attributes of comparison between persons and organizations (Kristof-Brown et al., 2005). Particularly, peoples’ values seem to be of importance as attributes on which to establish their fit. The current issue and full text archive of this journal is available at www.emeraldinsight.com/0268-3946.htm The authors would like to thank Kiki Van den Berg for collecting the data. JMP 22,2 188 Journal of Managerial Psychology Vol. 22 No. 2, 2007 pp. 188-202 q Emerald Group Publishing Limited 0268-3946 DOI 10.1108/02683940710726438