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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

significant.

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