Person-organization fit is often measured by the congruence of a person’s values and the values that he or she ascribes to the organization. A popular instrument used in this context is the Organizational Culture Profile (O’Reilly, Chatman, & Caldwell, 1991). The OCP scales its 54 items on eight factors, derived by exploratory factor analysis. We investigate the extent to which the OCP can be embedded into Schwartz’s Theory of Universals in Values (TUV) that is formulated in terms of a circumplex in MDS space. To address this question, we develop a non-standard MDS method that enforces a TUV-based axial regionality onto the solution space together with a permutation test that assesses the consistency of the side constraints with the MDS representation. We find that the OCP can indeed be largely embedded into the TUV. The practical implication is that P-O fit can at least be approximated by the congruence of the person’s and the organization’s positions on two value dimensions, risk vs. rules and results vs. relations.

Additional Metadata
Keywords organizational culture profile, schwartz’s universal value theory
JEL Statistical Decision Theory; Operations Research (jel C44), Business Administration and Business Economics; Marketing; Accounting (jel M), Production Management (jel M11), Marketing (jel M31)
Publisher Erasmus Research Institute of Management
Persistent URL
Series ERIM Report Series Research in Management
Journal ERIM report series research in management Erasmus Research Institute of Management
Borg, I, Groenen, P.J.F, Jehn, K.A, Bilsky, W, & Schwartz, S.H. (2009). Embedding the Organizational Culture Profile into Schwartz’s Universal Value Theory using Multidimensional Scaling with Regional Restrictions (No. ERS-2009-017-MKT). ERIM report series research in management Erasmus Research Institute of Management. Erasmus Research Institute of Management. Retrieved from