P-O fit. P-O fit is measured by 3 items, adapted from Cable & Judge (1996) –A
sample item is “I feel that my values “match” or fit my organization and the current
employees in my organization”. The reliability of this scale was .90.
Controls. Kidder and McLean Parks (2001) suggested that certain organizational
roles might be influenced by gender stereotypes. For instance, women may perceive
helping as more in-role while men may be more drawn to traditionally masculine
competitive roles. Therefore, I am planning to include gender as a control variable.
Job type may also have implications for role perceptions and behaviors.
Individuals who have more experience in a certain job may be more likely to possess the
expertise to be innovative or helpful with other individuals. At the same time,
organizational experience may provide incentives to individuals to abide by the
organizational policies and rules (thus, inducing compliant behavior). To isolate its
possible effect on outcome variables of interest, I am planning to include organizational
experience (years, months in the current organization) as a control variable as well.
While there it is theoretically justified to include controls, I do not expect the controls
hold equally across different dependent variables. Therefore, I only report the effect of
controls in those regressions where they are both theoretically relevant and empirically