Moderating effect of idiocentrism and allocentrism on person-organization person-job fit and work attitudes relationship

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.

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