PERSON‐ORGANIZATION FIT: THE MATCH BETWEEN NEWCOMERS' AND RECRUITERS' PREFERENCES FOR ORGANIZATIONAL CULTURES

TLDR

Organizational culture can be characterized by two dimensions: concern for people and concern for goal accomplishment. The study examined how person‑organization (P‑O) fit and person‑person (P‑P) fit affect newcomers’ commitment and turnover intentions. Newcomers’ cultural preferences were compared with recruiters’ perceptions (P‑O fit) and recruiters’ own preferences (P‑P fit), with recruiters being the individuals who hired them. Newcomers whose concern for people P‑P fit with their supervisor reported higher commitment and lower turnover intentions, whereas P‑O fit on either dimension showed no effect on affective outcomes.

Abstract

This study examined the effects of two measures of fit on newcomers' commitment and turnover intentions, P‐O fit and P‐P fit. Newcomers preferences for organizational cultures were compared with supervisors' and peers' perceptions of organizational culture (P‐O fit) and with their preferences for organizational culture (P‐P fit). The supervisors and peers that were involved had been the newcomer's recruiters during the selection procedure and they had hired the newcomer. Subjects' culture preferences and perceptions yielded two dimensions of organizational culture: concern for people and concern for goal accomplishment. Results revealed that newcomers' concern for people P‐P fit with their supervisor was related to organizational commitment and turnover intentions. P‐O fit measures for both dimensions of organizational culture were not related to newcomer affective outcomes.