The Affective Implications of Perceived Congruence with Culture Dimensions during Organizational Transformation
研究在组织文化转型背景下，员工感知的当前文化与理想文化之间的一致性如何影响他们对组织的情感取向，发现一致性对组织承诺和乐观情绪有显著解释力，但对工作满意度等的影响不一致。
The influence of individuals’ congruence with an organization’s culture on their affective orientations toward the organization has been the focus of a growing body of research. The present study contributes to this research by examining this relationship (I) in the context of an organization undergoing significant cultural transformation, and (2) across four theoretically identified dimensions of culture. We found that, across all four culture dimensions, the discrepancy between individuals’ assessments of the current culture and their ideal culture explained significant variance in two organization-focused affective outcomes, organizational commitment and optimism about the organization’s future. In contrast, the congruence effects across the four culture dimensions were not uniformly significant for job satisfaction, job involvement, and job turnover intention. The implications of these findings for future individual-culture congruence theory and research are considered.