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1984; Mehra et al., 1991). High self-monitors, therefore, can be expected to enact their

organizational roles more so than low self-monitors. This leads to the next set of

propositions outlined in hypothesis 6:

Hypothesis 6. Self-monitoring (behavioral) will moderate the relationships

between roles and behaviors such that a) the positive relationship between helping role

and helping as behavior and b) the negative relationship between helping role and

achievement behavior,

c) The positive relationship between achievement role and achievement behavior

and d) the negative relationship between achievement role and helping as behavior,

e) The positive relationship between an innovative role and innovative behavior

and f) the negative relationship between compliant role and compliant behavior,

  • 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 when self-monitoring (behavioral) is higher.

P-O fit as a moderator. The extent to which an applicant feels he/she fits with the

organization is also likely to influence the frequency of his/her extra-role behaviors

(Chatman, 1989). Subjective fit has been shown to mediate the relationship between

objective fit and organizational attractiveness (Judge & Cable, 1997). This suggests that

perceived fit with an organization is a fairly accurate reflection of objective fit between

individual values and cultural preferences. Furthermore, the way that individuals perceive

their fit with an organization before working in it carries a lot of importance for their

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