organizational choice later (Judge & Cable, 1997). In addition, perceived fit with an
organization has a positive relationship with work attitudes such as job satisfaction,
organizational commitment and a negative association with intentions to turnover (Cable
& Judge, 1996).
Further advocating the importance of person-organization fit, Chatman (1989)
argued that high person-organization fit increases the probability that individuals will
engage in specific behaviors such as cooperation if they feel that what the organization
values is congruent with their own values. Socialization research suggests that
newcomers are more willing to take on roles compatible with their personal values
(Chatman, 1991; Fisher, 1986; Schein, 1978). The degree of person-organization fit (P-O
fit), thus, is an important motivational aspect that fosters the acceptance of
organizationally endorsed values (Chatman, 1989; Saks, 1997).
Building on the extant literature, the congruence between individuals’ preferences
and organizational values can be expected to lead to stronger adoption of the
organizational values. Individuals who are feel that they are fitting well with the
organizational environment may also be more likely to accurately perceive and interpret
the organizational expectations communicated through the culture. This leads to my next
Hypothesis 7 .a) P-O fit moderates the positive relationship between a clan type
of organizational culture and helping role and b) the negative relationship between a
clan type and achievement role such that when P-O fit is high, the proposed relationships
will be stronger.