Values and person‐organization fit

Purpose - This study seeks to explore the relationship between corporate ethical values and person-organization fit (P-O fit) and the effects on organization commitment and job satisfaction. Further, it aims to examine the construct of moral intensity as a moderator of the P-O fit-commitment relationship as well as the P-O fit-job satisfaction relationship. Design/methodology/approach - Using a sample of 489 members of the National Purchasing Association in the USA, a structural model was examined in which it was hypothesized that corporate ethical values would be positively related to person-organization fit and P-O fit in turn would be positively related to commitment and job satisfaction. It was further hypothesized that the outcomes associated with P-O fit would be moderated by moral intensity such that high moral intensity would strengthen the P-O fit outcomes relationships. Findings - All of the hypotheses were supported. Research limitations/implications - All data stem from one data source, introducing the possibility of mono-source bias. Additionally, all scales use self-reports, introducing the possibility of mono-method bias. Practical implications - These results highlight the importance of corporate ethical values and moral intensity in building and maintaining an ethical and committed workforce. Originality/value - The findings of this study contribute to the ethics and P-O fit literature by establishing a link between corporate ethical values and P-O fit. It further construes moral intensity as a subjective variable based on the perceiver rather than an objective characteristic of ethical issues. Moral intensity was found to strengthen the relationships between P-O fit and satisfaction and P-O fit and commitment.