Relationships between nurse managers’ person–organization fit, person–job fit, and cultural values in Turkey

Abstract

BACKGROUND: While individuals’ thoughts and behaviors are shaped according to their environment’s cultural characteristics, the managers’ values also shape organizational culture. Therefore, the concepts of person–organization fit and person–job fit can also be affected by the managers’ culture. OBJECTIVE: This research aimed to examine the relationships between organization, job fit and cultural values of nurse managers working in university hospitals in Turkey. METHODS: This research is a cross-sectional analytical study. The research sample comprised 391 nurse managers working in the 20 university hospitals in Turkey. The research data were collected via an information form, individual cultural values scale, person–organization fit scale (POFS), and person–job fit scale (PJFS). Descriptive statistics were computed to define demographic characteristics. Spearman’s correlation coefficient was used to evaluate the relationship between numeric variables. RESULTS: The means of the nurse managers’ power distance, uncertainty avoidance, collectivism, masculinity, long-term orientation scores were 3.03, 5.98, 5.34, 3.02, and 5.60, respectively. The means of the nurse managers’ POFS and PJFS scores were 3.33 and 4.13, respectively. There was a positive relationship among power distance and long-term orientation dimensions and person–organization fit, while there was a negative relationship between the masculinity dimension and person–job fit (p < 0.05). CONCLUSIONS: This study found that the nurse managers’ individual cultural values were related to the organization and job fit. In this context, it is worth considering the individuals’ cultural values in nurse recruitment and selection processes.