Measuring person -organization fit in the context of national cultures: Congruency between organization-wide, country-specific and individual values in a multinational firm

This study measures the extent to which person-organization fit differs among employees in three country practices within one multinational organization. It also examines the relationship of person-organization fit to employee intent to remain in the organization and employee job satisfaction. P-O f...

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Bibliographic Details
Main Author Wright, Paul Michael
Format Dissertation
LanguageEnglish
Published ProQuest Dissertations & Theses 01.01.2000
Subjects
Collectivism
Copyright
Corporate culture
Cultural relations
Cultural values
Data collection
Decision making
Dissertations & theses
Employee turnover
Employees
Femininity
Hypotheses
Individualism
Influence
Job satisfaction
Labor relations
Literature reviews
Management
Masculinity
Multinational corporations
Power
Preferences
Society
Studies
Values
Variables
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Summary:This study measures the extent to which person-organization fit differs among employees in three country practices within one multinational organization. It also examines the relationship of person-organization fit to employee intent to remain in the organization and employee job satisfaction. P-O fit is operationalized as value congruence and measured by the Organization Culture Profile (OCP) (O'Reilly, Chatman, & Caldwell, 1991). Additional measures were drawn from two separate instruments to explore intent to remain in the organization and job satisfaction. The respondents for this study were 339 computer technology consultants. Survey instrumentation included the OCP, a five-item outcome measure and a demographic questionnaire. In-person administrations and electronic mailings were employed to collect the data. The aggregate response rate for the study was 13%. Response rates differed based on country of practice. The response rate for each country were: Sweden 19%, the United States 13%, and Japan 10%. The principal finding was that, based on country of practice, there was no significant difference in P-O fit. This investigation found that Sweden employees have a significantly higher fit with Swedish-specific organizational values than with organization-wide values. There were no effects of the demographic variables on organization-wide fit. On matched country specific fit, however, the demographic variables education, tenure and gender were shown to have a significant effect. Outcome measures had mixed results, with employee intent to remain in the organization—but not employee job satisfaction—significantly related to person-organization value congruence. Being a Japanese respondent was significantly associated with lower employee job satisfaction.
ISBN:0599881232
9780599881235