the effect of personal values, organizational culture, and person

134 Pages·2001·0.32 MB·English

The Pennsylvania State University

The Graduate School

School of Hotel, Restaurant and Recreation Management

THE EFFECT OF PERSONAL VALUES,
ORGANIZATIONAL CULTURE, AND PERSON-
ORGANIZATION FIT ON INDIVIDUAL OUTCOMES
IN THE RESTAURANT INDUSTRY

A Thesis in

Man-Environment Relations

by

Mustafa Tepeci

 2001 Mustafa Tepeci

Submitted in Partial Fulfillment
of the Requirements
for the Degree of

Doctor of Philosophy

May 2001
We approve the thesis of Mustafa Tepeci.

Date of Signature

Albert L. Bartlett
Assistant Professor of Hotel, Restaurant and
Recreation Management
Thesis Advisor
Chair of Committee

Garry E. Chick
Associate Professor of Hotel, Restaurant
and Recreation Management

Arun Upneja
Assistant Professor of Hotel, Restaurant and
Recreation Management

Linda K. Trevino
Professor of Organizational Behavior

William P. Andrew
Associate Professor of Hotel, Restaurant and
Institutional Management
Professor in Charge of Graduate Programs in
Hotel, Restaurant and Institutional
Management
iii
ABSTRACT

Person-Organization fit seeks to identify how congruence of organizational culture
and individual values predicts individual attitudes and behaviors. This study developed the
Hospitality Industry Culture Profile (HICP), an instrument to assess perceived organizational
culture, preferred organizational culture (interpreted as individual values), and person-
organization (P-O) fit in hospitality organizations. The instrument was administered to a
sample of 326 employees representing 34 restaurants. A seven-factor structure of
organizational culture was identified. A .67 correlation among culture profiles of 26
restaurants suggests an industry-wide restaurant culture exists.
Then, perceived organizational culture, preferred organizational culture, and the fit
between the two (P-O fit) were assessed as predictors of job satisfaction, intent to remain,
and willingness to recommend the organization. Hierarchical regression analyses were
conducted at the individual-level and cross-level. Among perceived culture factors, only the
Honesty/People Orientation factor predicted the outcomes. Among preferred culture factors,
the Honesty/People Orientation and Fair Compensation/Employee Development factors
predicted the outcomes. Perceived and calculated P-O fit were assessed. Mixed and limited
results in correlating the measures indicate continuing questions about measurement of P-O
fit. Perceived fit was found to explain variance in the outcomes beyond that explained by
organizational culture and individual values, but calculated fit did not. Perceived and
calculated P-O fit explained significant variance in the outcomes when perceived and
preferred culture were not in the model.
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For hospitality research, the HICP provides a tool to further assess culture, individual
values, fit, and their effects. For hospitality practice, the findings support hiring and
socializing employees to enhance fit, and managing employees to demonstrate people
orientation, honesty, and overall concern for employees’ well-being.
TABLE OF CONTENTS

LIST OF FIGURES ................................................................................................................viii

LIST OF TABLES .................................................................................................................. ix

ACKNOWLEGMENTS ........................................................................................................ xi

CHAPTER I. INTRODUCTION.......................................................................................... 1
Purpose of the Study ............................................................................................ 6
Significance of the Study ........................................................................................ 6

CHAPTER II. A REVIEW OF THE LITERATURE............................................................... 7

Organizational Culture .......................................................................................... 7
Measuring Organizational Culture ............................................................. 8
Outcomes of Organizational Culture ......................................................... 13
Organizational Culture in Restaurant Organizations ...................................... 14
Individual Values.................................................................................................... 16
Measuring Individual Values ..................................................................... 17
Outcomes of Individual Values ................................................................. 18
Individual Values in Restaurant Organizations ............................................ 19
The Interactional Perspective ................................................................................ 20
Person-Organization Fit ............................................................................. 20
Measurement of Person-Organization Fit .................................................. 21
Outcomes of Person-Organization Fit ....................................................... 26
Person-Organization Fit in Restaurants........................................................ 28
Individual Outcomes .............................................................................................. 30
Employee Job Satisfaction ......................................................................... 30
Intent to Quit ............................................................................................ 31
Willingness to Recommend the Organization ............................................. 32
Control Variables .................................................................................................. 32

CHAPTER III. METHODOLOGY ...................................................................................... 34

Conceptual Framework.......................................................................................... 34
Research Design ................................................................................................... 36
Instrumentation: Development of the Hospitality Industry
Culture Profile (HICP) ..................................................................................... 36
Pilot Study One.......................................................................................... 37
Pilot Study Two ........................................................................................ 39
Pilot Study Three ....................................................................................... 40
Population, Sample, and Data Collection................................................................ 43
Data Collection Protocol ....................................................................................... 45
Variables ............................................................................................................. 47
The Control Variables ............................................................................... 47
The Independent Variables......................................................................... 48
vi
TABLE OF CONTENTS (Continued)

The Dependent Variables........................................................................... 49
Data Analysis ....................................................................................................... 51
Factor Analysis of Organizational and Individual Values ............................. 51
Reliability Assessment of the Factor Scales and Dependent Variables
Used in the Study .............................................................................. 52
Calculation and Reliability Assessment of the Aggregate Culture
Profiles of Restaurants ....................................................................... 52
Calculation of Person-Organization Fit Scores ........................................... 53
Hierarchical Regression Analyses................................................................ 55
Revised Model .......................................................................................... 55
Strength and Limitations of the Study’s Design ........................................... 56

CHAPTER IV. ANALYSIS OF THE DATA ....................................................................... 58

Representativeness of the Sample ........................................................................... 59
Factor Analyses ..................................................................................................... 62
Factor Dimensions of Perceived Restaurant Culture .................................... 63
Factor Dimensions of Preferred Restaurant Culture..................................... 66
Comparability of Perceived and Preferred Culture Profiles ......................... 67
The Cross-Level Sample........................................................................................ 70
Calculation of Person-Organization Fit.................................................................... 74
The Dependent Variables ..................................................................................... 75
Comparison of Fit and Outcome Scores According to Demographics .................... 76
Relationships Among Variables in the Study .......................................................... 78
Relationships Among Person-Organization Fit Scores ........................................... 78
Hierarchical Regression Analyses............................................................................ 83
Individual Level Hierarchical Regression Analysis ....................................... 84
Cross Level Hierarchical Regression Analysis ............................................ 89

CHAPTER V. CONCLUSION ............................................................................................. 94

Restatement of the Problem.................................................................................... 94
Summary of Procedures......................................................................................... 95
Summary of Findings and Conclusion...................................................................... 95
Development of the Hospitality Industry Culture Profile (HICP)
and Objective Measurement of Restaurant Culture ............................. 96
Multiple Measures of Person-Organization Fit............................................. 97
Culture, Individual Values, and Person-Organization Fit as Predictors
of Attitudes and Behavioral Intentions ................................................ 98
Implications............................................................................................................100
Limitations .............................................................................................................102
Recommendations for Future Research...................................................................103

REFERENCES ... ..................................................................................................................105
vii

TABLE OF CONTENTS (Continued)

APPENDIX A: FACTOR LOADINGS OF 39 VALUE ITEMS ON PERCEIVED
AND PREFERRED ORGANIZATIONAL CULTURE .............................................114

APPENDIX B: SURVEY INSTRUMENT..............................................................................116

APPENDIX C: COVER LETTER...........................................................................................120

APPENDIX D1: ORGANIZATIONAL CULTURE DIMENSIONS AND VALUE
ITEMS FOR FRONT- OF- THE-HOUSE SAMPLE.................................................121

APPENDIX D2: ORGANIZATIONAL CULTURE DIMENSIONS AND VALUE
ITEMS FOR BACK- OF- THE-HOUSE SAMPLE ..................................................122
viii

LIST OF FIGURES

2.1 The Original Organizational Culture Profile (Q-sort) Format .............................................. 12

2.2 Person-Organization Fit Calculation by Correlation (Q) Method........................................ 25

3.1 Relationship Between Organizational Culture, Individual Values,
Person-Organization Fit and Individual Outcomes ............................................................ 35

3.2 Revised Model ................................................................................................................ 56
ix
LIST OF TABLES

2.1 Organizational Value (Culture) Dimensions Found by the Five Value Instruments............... 9

2.2 Dimensions of Dinner-House Restaurant Culture ....................................................... 15

3.1 Organizational Culture and Individual Value Dimensions .......................................... 37

3.2 Eight Dimensions and 32 Value Items Tested in Pilot Study One........................................ 38

3.3 Ten Dimensions and 40 Value Items Tested in Pilot Study Three....................................... 41

3.4 Eight Perceived Culture and Six Preferred Culture Dimensions Derived From
Pilot Study Three ........................................................................................................ 42

3.5 Thirty-six Value Items to Measure Nine Culture and Preferred Culture
Dimensions in Restaurants ........................................................................................... 43

4.1 Comparison of Sample and Population Characteristics ...................................................... 61

4.2 Goodness-of-Fit Measures For Confirmatory Factor Analyses.......................................... 63

4.3 Factor Analysis Scores for the Perceived Organizational Culture Dimensions ..................... 65

4.4 Factor Analysis Scores for the Preferred Culture (Individual Value) Dimensions................. 68

4.5 Perceived and Preferred Culture Dimensions Identfied in the Study.................................... 69

4.6 Reliability Scores of Aggregate Culture Profile for Each Restaurant.................................... 71

4.7 Correlations Among Restaurant Culture Profiles................................................................ 73

4.8 Descriptive Statistics for Person-Organization Fit Scores................................................... 74

4.9 Alphas, Means, and Standard Deviations for the Dependent Variables .............................. 75

4.10 Fit and Dependent Variable Mean Scores, Compared According to
Demographic Categories ............................................................................................ 77

4.11 Correlations Among All Variables in Entire Sample .......................................................... 79

4.12 Correlations Among All Variables in High Consensus Restaurants .................................... 81

4.13 Individual-Level Hierarchical Regression Results for the Effects of Demographic
Variables, Culture, Preferred Culture, and Person-Organization Fit on the
Dependent Variables.................................................................................................. 85
x

4.14 Individual-Level Hierarchical Regression Results for the Effects of Fit on the
Dependent Variables Without Controlling for Perceived and Preferred Culture ............ 88

4.15 Cross-Level Hierarchical Regression Results for the Effects of Demographic
Variables, Culture, Preferred Culture, and Person-Organization Fit on the
Dependent Variables.................................................................................................. 90

4.16 Cross-Level Hierarchical Regression Results for the Effects of Fit on the
Dependent Variables Without Controlling for Perceived and Preferred Culture ............ 92

5.1 Culture and Individual Value Dimensions Identified in the Study......................................... 96