Muirhead, Kaleena2021-11-222021-11-222008https://hdl.handle.net/10092/102993http://dx.doi.org/10.26021/12127This research focuses on the supposition that personality variables may act as moderators of the relationship between Person-Organisation Fit (PO fit) and attitudinal criterion variables. Most current organisational research considers the PO fit concept to be applicable across all organisational members. For example, Chatman (1991), who studied PO fit in terms of the match between organisational and personal values, believes that organisational socialisation processes uniformly improve one's fit and subsequently yield better organisational outcomes. Yet, individual difference research tells us that people vary in their willingness to change their attitudes, as well as, perhaps their sensitivity to PO misfit altogether (Schneider, 2001). Our study investigated personality traits as potential individual difference moderator variables of the PO fit-turnover intentions relationship. Personality facets measured were cooperativeness (consisting of compliance and pleasantness sub-scales), anxiety and sociability. Study outcomes were job satisfaction, organisational commitment and turnover intentions. PO fit scores were created by correlating the constructed Organisational Value Profile with each employee's Individual Value Profile. Using survey design, questionnaires were administered to 111 employees from a large organisation in the New Zealand aviation industry. Results showed that anxiety significantly moderates the relationship of PO fit predicting turnover intentions. Implications of findings are discussed.enAll Rights ReservedPersonalityOrganizational behaviorEmployees--AttitudesWork--Psychological aspectsJob satisfactionCorporate cultureTheses / Dissertations