How citizenship fatigue mediates person-organization fit and employee outcomes

Abstract This study identifies P–O (person–organization) fit as a key construct affecting employee citizenship fatigue, affective commitment, and turnover intention. We use the conservation of resources theory to explain how citizenship fatigue, the unintended by-product of organizational citizenship behavior, mediates the relationship between P–O fit and key employee outcomes. The conceptual model was tested on a sample of 206 employees from the United States, obtained through a two-phase survey. The empirical results strongly suggest that citizenship fatigue mediates the relationship between P–O fit, turnover intention, and affective commitment. While P–O fit’s positive effects are well documented in organizational behavior research, this study highlights the dark side of citizenship behaviors in predicting costly individual-level and organizational consequences. We conclude by discussing some practical and theoretical implications of our research findings, while considering the relevance of stress and fatigue given the increasingly fast-paced and pluralistic work environment.