Many single-country studies have examined compatibility between the individual values of the employee and organizational cultural values, typically referred to as person-organization (P-O) fit. However, little progress has been made in understanding whether P-O fit relationships generalize across countries and, if so, whether and how societal values impact this relationship. Because of this void, it is important to extend the P-O fit literature cross-culturally to explain not only how individual values relate to organizational values but also how societal values influence P-O fit relationships. Our study of 1,307 business professionals across six diverse countries focused on individualism/collectivism values at societal, organizational, and individual levels. We found that individual values are consistently congruent with organizational cultural values in individualistic societies, but found mixed results for P-O values fit in collectivistic societies. Our results provide more support for the contingency perspective (rather than the nested theory of culture) on how societal values influence P-O values fit relationships. Implications for the cross-cultural generalizability of extant P-O fit theory as well as for organizations are discussed.

中文翻译：

---

个人组织适合度的跨文化检验：PO适合度是否与社会价值观一致或取决于社会价值观？

许多单国研究已经研究了员工的个人价值观与组织文化价值观之间的相容性，这些价值观通常被称为“人与组织”契合度。但是，在了解采购订单适合关系是否在整个国家范围内普遍化（如果是），社会价值是否以及如何影响这种关系方面，进展甚微。由于存在这种空缺，因此重要的是跨文化地扩展PO适应性文献，以解释个人价值与组织价值之间的关系，以及社会价值如何影响PO适应性关系。我们对六个国家/地区的1,307名业务专业人员进行了研究，重点研究了社​​会，组织和个人层面的个人主义/集体主义价值观。我们发现个人价值观在个人主义社会中始终与组织文化价值观相一致，但发现PO价值观的混合结果适用于集体社会。我们的结果为权变观点（而不是嵌套的文化理论）提供了更多关于社会价值如何影响PO值与关系的支持。讨论了对现存PO拟合理论以及组织的跨文化概化的含义。