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compliant behavior, will be more pronounced in the presence of higher culture

strength.

Hypothesis 4. Culture strength will moderate the relationships between roles and

behaviors such that g) the positive relationship between a compliant role and

compliant behavior and h) the negative relationship between compliant role and

innovative behavior, will be more pronounced in the presence of higher culture

strength.

Self-monitoring as a moderator. The literature on self-monitoring suggests that

high self-monitors are adept at deciphering situational cues, they are skilled at acting

appropriately, and using impression management to enhance their images. Based on the

literature on self-monitoring, Chatman (1991) proposed that self-monitoring would lead

to higher P-O fit one year after entry because high self-monitors are more socializable.

The statistical results did not reach significance but they were in the predicted positive

direction. High self-monitors are motivated to read the situation while low self-monitors

are either not motivated or not adept at sensing situation cues (Snyder, 1986).

Therefore, I expect that self-monitoring will affect the degree to which

organizational culture has an effect on the individual’s role perceptions. High self-

monitors can be expected to incorporate situational stimuli more in their cognitive

schemas. In line with Lennox & Wolfe’s (1984), two-component conceptualization of

self-monitoring, high self-monitors are sensitive to the expressive behavior of others on a

cognitive level (cognitive self-monitoring) as well as they are more capable of adapting

behaviorally to a specific situation (behavioral self-monitoring). Therefore, one argument

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