PERSON ORGANIZATION FIT IN THE RESTAURANT INDUSTRY

This study developed the Hospitality Industry
Culture Profile (HICP), an instrument to assess
organizational culture, individual values, and
person organization (P-O) fit in hospitality
organizations. The instrument was administered to a
sample of 326 employees representing 34 restaurants
in USA. A seven-factor structure of organizational
culture was identified. A .67 correlation among
culture profiles of 26 restaurants suggests an
industry-wide restaurant culture exists. Then,
perceived organizational culture, preferred
organizational culture, and the P-O fit were
assessed as predictors of job satisfaction, intent
to remain,and willingness to recommend the
organization. Perceived and calculated P-O fit were
assessed. Mixed and limited results in correlating
the measures indicate continuing questions about
measurement of P-O fit. Perceived fit was found to
explain variance in the outcomes beyond that
explained by organizational culture and individual
values, but calculated fit did not. Perceived and
calculated P-O fit explained significant variance in
the outcomes when perceived and
preferred culture were not in the model.

Autorentext
Dr.Tepeci got his doctorate in Man-Environment Relations in 2001 at the Pennsylvania State University, USA. He is currently working in the School of Applied Sciences, Celal Bayar University, Manisa, Turkey. His research interests are person- organization fit, organizational culture, job satisfaction, and teamwork.

Klappentext
This study developed the Hospitality Industry Culture Profile (HICP), an instrument to assess organizational culture, individual values, and person organization (P-O) fit in hospitality organizations. The instrument was administered to a sample of 326 employees representing 34 restaurants in USA. A seven-factor structure of organizational culture was identified. A .67 correlation among culture profiles of 26 restaurants suggests an industry-wide restaurant culture exists. Then, perceived organizational culture, preferred organizational culture, and the P-O fit were assessed as predictors of job satisfaction, intent to remain,and willingness to recommend the organization. Perceived and calculated P-O fit were assessed. Mixed and limited results in correlating the measures indicate continuing questions about measurement of P-O fit. Perceived fit was found to explain variance in the outcomes beyond that explained by organizational culture and individual values, but calculated fit did not. Perceived and calculated P-O fit explained significant variance in the outcomes when perceived and preferred culture were not in the model.