The Influence of Organizational Culture as Moderator between Person-Organization (P-O) Fit and Work Attitudes

• Published in: International Journal of Management Studies
• Main Author: S. Senthil Kumar
• Format: Article
• Language: English
• Published: UUM Press 2011-05-01
• Online Access: https://www.scienceopen.com/document?vid=27a63139-0b12-4a8f-b0e3-d6a2f1347cb0
• ISSN: 2232-1608; 2180-2467

Although the positive effect of Person-Organization fit (P-O fit) on work attitudes is well known, research into the environmental factors that affect P-O fit’s salience in predicting work attitudes is in its infancy. This study examined the moderating effects of organizational culture in the relationship between P-O fit and work attitudes such as job satisfaction, and organizational commitment in the national culture context. Results from a sample of 173 managerial-level employees from 7 organizations in India suggest that organizational culture either strengthens or weakens the positive relationship between P-O fit and work attitudes depending upon its alignment with national culture. In the Indian cultural context, it is found that people and control-oriented organizational cultures that are isomorphic with national culture weaken the relationship between P-O fi t and work attitudes. Whereas creation and market-oriented cultures that are non-isomorphic with Indian national culture strengthen the positive relationship between P-O fi t and work attitudes. Results of this study have implications in employee selection, socialization and organizational culture management.   Keywords: Person-organization fit, organizational culture, national culture, job satisfaction, organizational commitment.