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

Although the positive eff ect of Person-Organization fi t (P-O fi t) on work att itudes is well known, research into the environmental factors that aff ect P-O fi t’s salience in predicting work att itudes is in its infancy. This study examined the moderating eff ects of organizational culture in the relationship between P-O fi t and work att itudes 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 fi t and work att itudes 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 att itudes. Whereas creation and market-oriented cultures that are nonisomorphic with Indian national culture strengthen the positive relationship between P-O fi t and work att itudes. Results of this study have implications in employee selection, socialization and organizational culture management.