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首页> 外文会议>2010 International Conference on Management and Service Science >The Individual-Organization Fit between Organizational Culture and Individual Values as Predictor of Job Satisfaction and Organizational Commitment in a Italian Municipality: The Role of Human Resource Management in a Public Organization
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The Individual-Organization Fit between Organizational Culture and Individual Values as Predictor of Job Satisfaction and Organizational Commitment in a Italian Municipality: The Role of Human Resource Management in a Public Organization

机译：组织文化与个人价值观之间的个体组织契合度，作为意大利市政当局工作满意度和组织承诺的预测指标：人力资源管理在公共组织中的作用

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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.
机译：这项研究的目的是探索组织文化和个体组织适应度（I-O Fit）作为工作满意度和组织承诺的预测指标。假设构成组织文化的价值观是：a）结合在推迟了有关组织文化研究中已经探讨过的某些类型的结构中; b）它们是同一文化类型的稳定元素，随着时间的流逝，它们的强度似乎也发生了变化。此外，假设与长期保持组织成功的不同能力相比，随着时间的流逝，分析得出的组织文化的不同类型会改变其自身的强度。就组织文化和工作满意度之间的关系而言，假设感知到的组织文化与期望的组织文化相适应度越高，工作满意度就越高。最后，人与主导组织文化价值观的契合度越高，工作满意度就越高。还假设文化模型与组织承诺的多个基础和焦点之间存在统计上的显着关系。研究结果似乎证实了这些假设。还提供了讨论。

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