Moderating effect of idiocentrism and allocentrism on person-organization person-job fit and work attitudes relationship
Cross Cultural Management: An International Journal
ISSN: 1352-7606
Article publication date: 29 July 2014
Abstract
Purpose
The purpose of this paper is to examine the moderating influence of idiocentrism and allocentrism on person-organization fit, person-job fit and work attitudes relationship.
Design/methodology/approach
The survey data were collected from 426 employees of a holding company.
Findings
The results reveal that allocentrism makes a difference in fitting the particular aspect of work environment for the individual. Results showed that allocentrism positively moderates person-organization fit and job satisfaction and organizational commitment and turnover relationship. However, no moderating influence of idiocentrism was found on person-organization fit and employee attitude relationship. Furthermore, it was also found that neither idiocentrism nor allocentrism moderated the relationship between the person-job fit and employee attitudes relationship.
Originality/value
This research adds a cultural component to the person-environment fit research.
Keywords
Citation
Aktaş, M. (2014), "Moderating effect of idiocentrism and allocentrism on person-organization person-job fit and work attitudes relationship", Cross Cultural Management: An International Journal, Vol. 21 No. 3, pp. 290-305. https://doi.org/10.1108/CCM-08-2011-0074
Publisher
:Emerald Group Publishing Limited
Copyright © 2014, Emerald Group Publishing Limited