International Conference on Work Values and Behavior, Date: 2008/06/22 - 2008/06/25, Location: Singapore

Publication date: 2008-06


De Cooman, Rein
De Gieter, Sara ; Pepermans, Roland ; Jegers, Marc


Within the I&O psychology literature, high person-organization fit resulting from good value congruence is mostly mentioned for its positive consequences on employee attitudes (performance, work satisfaction, organizational commitment, turnover intentions, and work motivation). However at the organizational level, theoreticians often warn for negative outcomes (e.g. Powell, 1998). Schneider’s (1987) attraction-selection-attrition theory has been investigated as an explanatory framework for person-organization fit. It states that, at the long term organizations are populated by a set of like-minded colleagues due to the increased within-organization similarity or homogeneity. It is predicted that this homogeneity effect has negative consequences on innovativeness and creativity as they become increasingly ingrown and resistant to change (Schneider et al, 1995). To test this hypothesis, the present study investigates a school’s workforce. From various schools, a group of teachers as well as their principals are questioned. The sample consists of one group of schools, categorized as ‘innovative schools’ because of the inventive government-funded projects they are working on, and another group of ‘non-innovative schools’ not involved in such projects. Using a mixed-method technique, combining questionnaires and interviews, the impact of the respondents’ person-organization fit on the school’s creativity and innovativeness is tested