Motivational profiles as predictors of students’ self-regulation and academic achievement

This article reports the results of empirical research, dedicated to the features of the relationship between perceived corporate culture and employee's organizational identification. The influence and the nature (a moderator or a mediator) of the variable "personorganization fit" were studied. Participants were 92 employees of forprofit companies. The data was mathematically processed using a correlation analysis and a partial correlation analysis. The data indicate that the personorganization fit (as a moderator) influenced the relationship between perceived corporate culture of open paradigm and organizational identification. Thus, the personorganization fit is an intermediate variable that affects the direction and/or strength of the relation. This suggests that the more employees believe that his values fit the organizational ones, which characterize the open paradigm, the more he will identify with it. It may be assumed that the revealed relationship is bilateral, because, probably, these two variables determine each other. A further perspective of this research area is to clarify the obtained findings and to check other variables, which can influence given interrelation.