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The Person-Organization values fit (the case of Metallurgical Commercial Bank

Student: Fiapsheva Aida

Supervisor: Anna Gogoleva

Faculty: Faculty of Management

Educational Programme: Bachelor

Year of Graduation: 2014

<p>The significance of the Person-Organization (P-O) values fit issue stems from the fact that its investigation is beneficial for organizational mission development and the strategic goal achievement. The primary aim of this research was to examine the level of organizational and individual values congruence (i.e. the level of P-O fit) and work out a set of recommendations for effective P-O fit management focusing on a major Russian commercial bank. Within this broad purpose, it was necessary to:</p><ul><li>investigate the notion and the phenomenon of organizational culture and underlying organizational values</li><li>reveal dominant factors, which affect organizational and individual values development</li><li>analyze theoretical approaches to Person-Organization fit and identify methods for its measurement</li><li>assess the status and the development trends of the certain organization, compile the organizational culture profile, identify the extent of congruence between the values of the organization and the values of its employees</li><li>work out a set of recommendations and solutions for increasing the level of&nbsp; organizational and individual values congruence in an effort to boost job satisfaction and organizational commitment</li></ul><p style="margin-left:18.0pt;">The research was conducted focusing on a Metallurgical Commercial Bank. The methodological basis of the investigation comprises the works of both Russian scholars and western HR management researchers along with scientific serials. A range of methods was employed including Organizational Culture Profile advanced by Chatman et al and Schwartz&rsquo;s Values Survey, which are widely accepted in the academic society. Basis for the empirical analysis incorporates data reporting of LCC &ldquo;Metallurgical Commercial Bank&rdquo;, statistics of the survey conducted and information from the banking institutions websites.</p><p style="margin-left:18.0pt;">The problem of organizational and individual values congruence (P-O fit) has been analyzed and discussed by numerous renowned western theorists and intellectuals. Drawing on these studies, the present research formed and proved the hypothesis that there is strong correlation between P-O fit and important job outcomes such as organizational commitment, job satisfaction and turnover intention. The results showed that the sequence of relationships between variables is as following: P-O fit=&gt; organizational commitment=&gt; job satisfaction.</p><p style="margin-left:18.0pt;">Apart from the main hypothesis a supposition concerning the value discrepancy between organizational and individual values was confirmed. The values discrepancy is determined by the dominant characteristics of Russian national economic culture. The solution to this problem links with institutional changes in Russian economy. These changes are aimed at creating favorable environment for effective development of business entities, which are capable to actively apply progressive methods of personnel motivation thus contributing to overall economic growth and social problems resolution.</p>

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