| Based on previous work on person-organization (P-O) fit and organizational identification, it was hypothesized that aggregate P-G fit would predict both unit-level organizational citizenship behavior (OCB) and group turnover rates. In addition, it was hypothesized that the variability of fit perceptions, or fit strength, would moderate the relationship between aggregate P-G fit and group-level criteria. The results indicated that the three main effects hypotheses for P-G fit, OCB, and turnover all received support while the hypotheses concerning fit strength did not. Unit-level OCB also predicted turnover rates, as hypothesized. Implications for understanding the group-level antecedents of group turnover rates and OCB are discussed. |
