People and Organizational Culture: A Profile Comparison Approach to Assessing Person-Organization Fit.

Abstract

This article brings together three current themes in organizational behavior: (1) a renewed interest in assessing person-situation interactional constructs, (2) the quantitative assessment of organizational culture, and (3) the application of "Q-sort," or template-matching, approaches to assessing person-situation interactions. Using longitudinal data from accountants and M.B.A. students and cross-sectional data from employees of government agencies and public accounting firms, we developed and validated an instrument for assessing personorganization fit, the Organizational Culture Profile (OCP). Results suggest that the dimensionality of individual preferences for organizational cultures and the existence of these cultures are interpretable. Further, person-organization fit predicts job satisfaction and organizational commitment a year after fit was measured and actual turnover after two years. This evidence attests to the importance of understanding the fit between individuals' preferences and organizational cultures. Academy of Management Journal September expectations, interact with facets of situations, such as incentive systems and norms, to affect the individuals' attitudinal and behavioral responses. As with similar fit theories of careers (Holland, 1985), job choice (Hackman & Oldham, 1980), work adjustment (Lofquist & Dawis, 1969), and organizational climate (Joyce & Slocum, 1984), the validation of the construct of person-culture fit rests on the ability to assess relevant aspects of both person and culture. This measurement problem is a significant and sometimes controversial issue (Keon, Latack, & Wanous, 1982; Rousseau, 1990)-one that is at the center of the person-situation debate, that is, the controversy over the degree to which personality or context variables explain attitudes and behavior (Bem & Allen, 1974; Davis-Blake & Pfeffer, 1989; Kenrick & Funder, 1988). The purpose of this research was to examine person-culture fit and its implications for work attitudes and behavior. We draw on recent developments in the applications of Q-sort, or template-matching,1 approaches to resolve some of the measurement issues that have hindered previous research on fit (Bem & Funder,

Socializar para Adequar-se: Como Redes Sociais Intraorganizacionais Podem Influenciar a Adequação Indivíduo-Organização

“…Outros estudos chamam a atenção para a importância do conteúdo das táticas de socialização como uma forma eficaz de promover a adequação dos valores individuais e organizacionais (Cable & Parson, 2001;O'Reilly, Chatman, & Caldwell, 1991). A socialização é compreendida como uma troca que ocorre por meio de atividades conjuntas, tais como conviver em um mesmo ambiente, manter conversas interativas e compartilhar conhecimento e experiências (Chang, Huang, Chiang, Hsu, & Chang, 2012).…”

“…A segunda parte do questionário é composta por questões desenvolvidas por O'Reilly e Chatman (1986) para medir o nível de adequação dos valores individuais com os valores organizacionais. Pesquisas anteriores reportam alta confiabilidade e validade do instrumento com uma confiabilidade média de 0,76 (O'Reilly et al, 1991). Os itens do questionário estão descritos no Apêndice.…”

Personal-organisational value conflicts and job satisfaction of internal construction stakeholders

“…In contrast, the literature presents "commensurate measurement" which enables the implementation of a common standard to measure personal and organizational values (Chatman, 1989). The popular instruments used for commensurate measurement include: the Organizational Culture Profile (OCP; O'Reilly, Chatman and Caldwell, 1991) The values' assessment is an embryonic topic in the context of construction industry. Although some scholars particularly focused on personal values of construction participants (e.g., Munson and Posner, 1979;Daniela et al, 2013), nonetheless the study by Thomson and Austin (2006) can be considered as the most specific attempt to assess values in construction projects.…”

The Effects of Confucian Values on Interpersonal Trust, Justice, and Information Sharing of Korean Workers: A Multilevel Analysis

“…Previous research has focused on the impact of religious values in the workplace and found that the predominant religious values have an immense impact on people's emotional responses (Locke, 1976) and on the decision making and actions of members of an organisation (O'Reilly, Chatman, & Caldwell, 1991). For instance, O'Reilly et al (1991) found that individual variations in preferences for different organisational cultures are profoundly related to individuals' personality characteristics, by analysing longitudinal data from accountants and MBA students, and cross-sectional data from employees of government agencies and public accounting firms.…”

“…For instance, O'Reilly et al (1991) found that individual variations in preferences for different organisational cultures are profoundly related to individuals' personality characteristics, by analysing longitudinal data from accountants and MBA students, and cross-sectional data from employees of government agencies and public accounting firms. They also emphasised the importance of understanding the fit between individuals' preferences and organisational cultures for better organisational effectiveness.…”