Moderating effect of idiocentrism and allocentrism on person-organization person-job fit and work attitudes relationship
Bibliographic Data
| ID | 20501561 |
|---|---|
| Authors | Mert Aktas (0000-0003-3791-6664, Toros University, corresponding author) |
| Year | 2014 |
| Volume | 21 |
| Issue | 3 |
| Pages | 290-305 |
| Publication date | 2014-07-29 |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Cross Cultural Management An International Journal (JOURNAL) |
| Journal identifiers | ISSN: 1352-7606 • E-ISSN: 1758-6089 |
| Publisher | Emerald (PUBLISHER) |
| DOI | 10.1108/ccm-08-2011-0074 |
| OpenAlex | W1974080177 |
| Language | EN |
| Citations received | 2 |
| References cited | 46 |
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
Job satisfaction · Originality · Person–environment fit · Survey data collection · Turnover intention · Cultural Differences and Values · Gender Diversity and Inequality · Job Satisfaction and Organizational Behavior · Mathematics · Psychology · Social Psychology
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Interviewers' perceptions of person–organization fit and organizational selection decisions.
The Parochial Dinosaur
Cultural Influences on Personality
A Longitudinal Investigation of the Relationships Between Job Information Sources, Applicant Perceptions of Fit, and Work Outcomes
Distinguishing between Employees' Perceptions of Person–Job and Person–Organization Fit
An Examination of Competing Versions of the Person-Environment Fit Approach to Stress.
The convergent and discriminant validity of subjective fit perceptions.
Job attitudes and organizational withdrawal
Mediators, moderators, and tests for mediation.
Person‐organization Fit
A Reliability Coefficient for Maximum Likelihood Factor Analysis
A three-component conceptualization of organizational commitment
Consequences of Individuals' Fit at Work
Self-Reports in Organizational Research
The role of facet importance as a moderator in job satisfaction processes
Allocentric versus idiocentric tendencies
Assessing Reliability and Stability in Panel Models
Converging measurement of horizontal and vertical individualism and collectivism
Goodness-of-fit indexes in confirmatory factor analysis
Model modifications in covariance structure analysis
Horizontal and Vertical Dimensions of Individualism and Collectivism
The moderator–mediator variable distinction in social psychological research
Comparative fit indexes in structural models
Culture and the self
The moderator-mediator variable distinction in social psychological research
Individualism-Collectivism
| Citations per year | 0.29 |
|---|---|
| Citation span | 2019 - 2021 (3) |
| Highly cited | No |