The aim of this research is to explore organizational culture and individual-organization fit (I-O Fit) as predictor of job satisfaction and organizational commitment. It's hypothesized that values composing organizational culture: a) are joint in constructs that postpone to some typologies already explored in the studies concerning organizational cultures; b) they behave as stable elements of that same typology of culture, also when, time passes, their intensity seems modified. Besides it is hypothesized that the different typologies of organizational culture emerged by the analysis modify their own intensity, as time passes, compared to their different ability to keep on guaranteeing the success of the organization. As far as the relationship between organizational culture and job satisfaction, it's hypothesized that higher is the perceived organizational culture and desired organizational culture fit, higher is the level of job satisfaction. Finally, higher is the level of person's fit to values of dominant organizational culture more is the level of job satisfaction. It's also hypothesized a statistically significant relationship between cultural models and multiple bases and foci of organizational commitment. The results of the research seem to confirm the hypotheses. A discussion is also provided. © 2010 IEEE.
|Numero di pagine||13|
|Stato di pubblicazione||Published - 2010|
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