VALUES CONGRUENCE AND RELATIONAL DEMOGRAPHY AS AN ANTECEDENT OF ORGANIZATIONAL COMMITMENT

The importance of “human” has become more apparent in today's increasingly competitive environment. In the light of developing technology, increasing of technology-based organizations gets managers to pay attention to intellectual capital that is indispensable element. Retaining qualified employees and get them to commit to organization are remarkable factors for human resource management. The antecedent of organizational commitment in this type of organizations gains importance as one of the topics for academicians and professionals. The employees’ fit with organizations and their groups can be antecedents of organizational commitment. The effects of fit the employees’ values with organization values/group values and perception of job execution similarity (relational demography) on the organizational commitment are investigated in this study. 293-employee sampling is selected in technology-based organizations for this research. According to findings, dimensions of human-result oriented-stability and development-reward in terms of person-organization values fit, dimension of result oriented in terms of person-group value fit, and job execution similarity with supervisor have significant effects on organizational commitment. Contrary to expectations, person-group value fit explain the variance in the organizational commitment, negatively. This result highlights complementarity regarding values in a group besides supplementary fit

Keywords:

Values, person-group fit, person-organization fit relational demography, organizational commitment.,

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