The Effect of Person-Culture Fit on Organizational Commitment and Intention to Leave Between Promotion-focused and Prevention-focused Individuals

• Main Authors: Julianna Wahju, 黃錦芳
• Other Authors: Wen-Chih Liao
• Format: Others
• Language: en_US
• Published: 2011
• Online Access: http://ndltd.ncl.edu.tw/handle/hg8y2f

碩士 === 國立臺灣科技大學 === 管理學院MBA === 99 === This research intends (1) to identify the factors which have significant impacts on influencing affective, continuance, and normative commitment, as well as intention to leave. (2) to examine the effect of person-culture fit on three components of organizational commitment (affective, continuance, and normative commitment) and intention to leave, and (3) to investigate the different effects of person-culture fit on affective, continuance, and normative commitment, as well as intention to leave between promotion and prevention-focused employees. A total of 250 data were distributed, 223 of them were collected (85.76% response rate), and a total of 209 data could be used for further data processing. One way-ANOVA and multiple regression analysis were the main procedures used to test the hypothesizes. The present research’s findings identified that demographic variable such as age, marital status, and length of employment, as well as person-culture fit have significant influences on affective, continuance, normative commitment, and intention to leave. The present research also found that employees with a higher person-culture fit show a higher level of affective commitment (across six dimension of organizational culture), higher level of continuance commitment (for dominant characteristic, organizational leadership, and organizational glue dimensions), higher normative commitment (for dominant characteristic, organizational leadership, management of employees, organizational glue, and strategic emphasis dimensions), and lower intention to leave (across six dimension of organizational culture). Finally, the present research also demonstrated the different effects of person-culture fit on affective, continuance, and normative commitment, as well as intention to leave between employees with promotion and prevention orientations.