The effect of gender dissimilarity on the relationships between person-group value fit and work attitudes

Abstract

The present study examined the effect of gender dissimilarity as a potential moderator of the relationships between person-group (P-G) value fit and work attitudes. Specifically, we predicted that the effect of P-G fit in terms of social integration values on individual attitudes would be stronger for individuals who were similar to others in gender than those who were different from others in gender. Based on data from 197 employees in South Korea, we found that gender dissimilarity played a significant moderating effect on the relationships between P-G fit and job satisfaction and between P-G fit and turnover intentions. Furthermore, these moderating effects were found to be stronger for men than for women.