Use one paragraph to summarize the key findings of this article. Make sure to include IV, DV, any moderator or mediators. Reference: Starting from the premise that establishing how companies retain intelligent and knowledgeable staff members is pivotal to those companies achieving sustainable competitive advantage, in this study our aim was to extend knowledge about the impact mechanism of organizational commitment on turnover intention by introducing work engagement and person-supervisor fit to explore a total effect moderation model. As hypothesized, our results indicate that work engagement partially mediated the negative relationship between organizational commitment and turnover intention. In addition, the analysis also demonstrates that person- supervisor fit could mitigate the total effect of organizational commitment on turnover intention, such that the negative relationship between organizational commitment and turnover intention became weaker when person-supervisor fit was better. These findings contribute to the literature in two ways. First, the mediation of work engagement not only provides empirical support for one of the main theoretical perspectives presented in previous research that organizational commitment has an indirect effect on turnover intention (Tett & Meyer, 1993), but is also in line with the rationale of adult attachment in the workplace (Sable, 2008) that individuals would devote every effort to strengthening their bonds of affection with their organizations and would display various positive work behaviors, such as less inclination to leave (e.g., Choi, 2013; Schaufeli & Bakker, 2004). Second, although previous researchers have shed some light on the contingency factors that might change the relationship between organizational commitment and turnover intention to some extent (e.g., Alniaik et al., 2013), the total effect moderation model in our study offers a much more comprehensive explanation for the moderating effect of person-supervisor fit in these circumstances. The total effect moderation model can also provide evidence for the applicability in this area of the person-environment interaction perspective (Lewin, 1935) and the theory of planned behavior (Ajzen, 1991). Specifically, having operationalized person-supervisor fit as a conditional variable in our proposed model (see Figure 1), we demonstrated that this variable was able to alleviate the negative total ORGANIZATIONAL TOTAL EFFECT MODEL 1665 effect of organizational commitment by simultaneously moderating the first and second stage of the indirect relationship, as well as the direct relationship between organizational commitment and turnover intention. In addition, our findings also provide some suggestions for practice. On the one hand, companies should improve their recruitment and selection procedures so as to ensure congruence in values in their supervisor-subordinate dyads. On the other hand, managers should take measures to motivate employees' attachment to the organization by communicating with their employees regularly, paying more attention to their employees' needs, improving their employees' benefits, rewarding employees' loyalty, and nurturing a friendly relationship with their employees. Doing so would be helpful for companies in coping with turnover as an adverse event, and in retaining high-quality staff.