Organisational culture preference for gen Y's prospective job aspirants: a personality-culture fit perspective

Nisha Jain and Christine D'lima

International Journal of Process Management and Benchmarking, 2017, vol. 7, issue 2, 262-275

Abstract: Organisational culture is an important factor in determining how well an individual fits in an organisation. An individual possesses distinct personality traits, which are dimensions of individual differences which are seen in patterns of thoughts, feelings and actions. Two important concepts are studied together in this study to bring out the interconnectedness in both which may be very useful for studying organisational behaviour. Personality traits of the respondents in this study are obtained through the use of the BIG FIVE personality scale and organisational culture preference through the corporate culture preference scale suggested by McShane. This paper explores the intersection between the personality traits of gen Y's prospective job aspirants and their culture preferences. The results show that prospective applicants with high scores on all the five dimensions of personality are more attracted to responsive and relationship-based culture. This evidence attests the importance of understanding the fit between individuals' personality traits and organisational culture preference which can be of major importance to the Human resource functions of recruitment, selection career planning and potential appraisal.

Keywords: generation Y; gen Y; organisational culture; personality traits; control; performance; relationships; responsiveness; agreeableness; conscientiousness; extraversion; neuroticism; openness; person-organisation fit; P-O fit; organisational behaviour. (search for similar items in EconPapers)
Date: 2017
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