Organizations depend on the output of their employees to attain their organizational goals through sustainable competitive advantage. Individuals’ outcomes are an indicator of this. Thus, contextual factors may be directly or indirectly related to employee performance. One of these factors is leader-follower cultural fi t. Considering that a leader can also shape the organizational culture, the fi t between the leader’s and his/her followers’ values can be transformed into a high-performance outcome. Since personal values are shaped by one’s culture of origin, employees who observe, assess, and judge their leader according to their own values reflect on how congruent their perceived values are with those of their leader and act accordingly. By utilizing convenience sampling procedures, this research surveyed 202 full-time employees working in public institutions and organizations in Istanbul and its districts. The theoretical model was tested by moderated mediation analyses based on bootstrap methods. The research results revealed the collectivist traits of the region under analysis and indicate that individualistic tendencies may also be present. We found support to our theoretical model.

中文翻译：

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我喜欢我的领导者；不是你的！

组织依靠员工的产出来通过可持续的竞争优势实现组织目标。个人的结果就是一个指标。因此，情境因素可能直接或间接与员工绩效相关。这些因素之一是跟随者的文化适应。考虑到领导者也可以塑造组织文化，可以将领导者及其追随者的价值观之间的契合转变为一种高效的结果。由于个人价值观是由一个人的原住民文化决定的，因此，根据自己的价值观观察，评估和判断领导者的员工会反思自己的价值观与领导者的价值观相一致并采取相应的行动。利用便利抽样程序，这项研究调查了202名在伊斯坦布尔及其地区的公共机构和组织中工作的全职员工。该理论模型通过基于引导方法的适度调解分析进行了测试。研究结果揭示了所分析区域的集体主义特征，并表明也可能存在个人主义倾向。我们发现了对我们理论模型的支持。