This study augmented the findings by previous researchers by examining the important relationships which exist between organizational culture, individual values, supplementary person-organization fit (P-O fit), and employee attitudes and intentions as predictors for decisions employees make about employment. This study replicated the methodology presented in Tepeci and Bartlett (2002) as a basis for comparing results from similar explorations of the fit phenomenon and addressed in part the limitations and conclusions revealed by the study. A quantitative research method was utilized. The Hospitality Industry Cultural Profile (HICP) instrument developed by Tepeci and Bartlett (2002) was used as the method of data collection. The survey was randomly distributed to 300 employees in five units from a single supermarket organization. Perceived and preferred organizational culture, and the fit between the two, supplementary P-O fit, was evaluated as predictors of job satisfaction, intent to remain, and willingness to recommend the organization to others. Hierarchical regression analyses were conducted at the individual level.
|Subjects||Management; Organizational behavior|
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