Supported by the Fundamental Research Funds for the Central Universities, and the Research Funds of Renmin University of China.
The Interplay Between Social Cynicism Beliefs and Person–Organization Fit on Work-Related Attitudes Among Chinese Employees
Version of Record online: 17 JAN 2011
© 2011 Wiley Periodicals, Inc.
Journal of Applied Social Psychology
Volume 41, Issue 1, pages 160–178, January 2011
How to Cite
Deng, H., Guan, Y., Bond, M. H., Zhang, Z. and Hu, T. (2011), The Interplay Between Social Cynicism Beliefs and Person–Organization Fit on Work-Related Attitudes Among Chinese Employees. Journal of Applied Social Psychology, 41: 160–178. doi: 10.1111/j.1559-1816.2010.00707.x
- Issue online: 17 JAN 2011
- Version of Record online: 17 JAN 2011
In recent decades, person–organization (P–O) fit has been established as an important predictor of work-related attitudes (e.g., Hoffman & Woehr, 2006; Kristof-Brown, Zimmerman, & Johnson, 2005). However, research has revealed the existence of boundary conditions for effects of P–O fit (e.g., employees' personality, perceptions of other aspects of their jobs; Resick, Baltes, & Shantz, 2007). We argue that people's worldview may also moderate this process, adding predictive power above and beyond the established moderation effects of personality and other aspects of fit in the organization. To examine this possibility, we conducted a survey among Chinese employees from various organizations to examine the interaction between their social beliefs and P–O fit on their level of job satisfaction.