THE INFLUENCE OF ORGANIZATIONAL CULTURE AS MODERATOR BETWEEN PERSON-ORGANIZATION (P-O) FIT AND WORK ATTITUDES

Although the positive effect of Person-Organization fi t (P-O fit) on work attitudes is well known, research into the environmental factors that aff ect 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 fit and work attitudes. Whereas creation and market-oriented cultures that are non- isomorphic with Indian national culture strengthen the positive relationship between P-O fit and work attitudes. Results of this study have implications in employee selection, socialization and organizational culture management.