This study illuminates one of the critical concerns in organizational research to the extent of polychronicity affecting employees' engagement, job performance (JP), and turnover intention (TI) in the hospitality industry. Based on person-organization fit (Po-Fit theory), the study examines the buffering effects of perceived organizational support (POS) on employees’ work engagement, job performance, and turnover intention. Survey data is collected from 283 respondents of Pakistan three-star and four-star hotels employees and partial least square-structural equation modelling (PLS-SEM) is used to assess the proposed hypotheses. The results highlight the mediating role of work engagement that increases the polychronic employees' performance level and decreases their turnover rate. Moreover, the results show that polychronic employees with a high level of POS can handle multitasking and task switching to cope TI. Finally, this study confirms that POS plays a vital role in the hotel industry. Therefore, the management of the hotel should make the right strategy to decrease the employees' turnover intention. Theoretical and practical implications, as well as directions for future research, are defined.

本研究阐明了组织研究中的一个关键问题，即影响酒店业员工敬业度、工作绩效 (JP) 和离职意向 (TI) 的多重性程度。该研究基于个人-组织契合（Po-Fit 理论），考察了感知组织支持（POS）对员工工作投入、工作绩效和离职意向的缓冲作用。调查数据是从巴基斯坦三星级和四星级酒店员工的 283 名受访者那里收集的，并使用偏最小二乘结构方程模型 (PLS-SEM) 来评估提出的假设。结果突出了工作投入的中介作用，它提高了长期员工的绩效水平并降低了他们的离职率。而且，结果表明，POS 水平高的多时员工可以处理多任务和任务切换来应对 TI。最后，本研究证实 POS 在酒店业中发挥着至关重要的作用。因此，酒店管理层应该制定正确的策略来降低员工的离职意愿。定义了理论和实践意义，以及未来研究的方向。