HEXACO Personality Traits and Organizational Culture as Predictors of P-O Fit in Indian Organizations

Abstract

Person–organization fit and organizational culture are widely studied in the field of organizational psychology. However, research examining the relationship between HEXACO personality and P–O fit remains limited. This study examines the relationship of HEXACO factors, Organizational culture and P-O Fit. 187 employees working for four organization types in India participates in this study. Each respondent completes a survey based on the HEXACO model, seven-item version of the Organizational Culture Profile (OCP), and a scale measuring perceived fit with the organization. Analysis using three-block hierarchical regression with Benjamini-Hochberg correction for multiple comparisons serves as the analysis strategy. Perceptions of culture emerge as the factor that contributed significantly to predicting P-O Fit (β= .72, p<.001). The full model explains 55.9% of variance (R² = .559, Adj. R² = .526). Honesty-Humility shows a small, non-significant positive association with P-O Fit. A one-way ANOVA identifies significant differences in P–O fit across organization types (F[3, 175] = 4.82, p = .003, η² = .08), with enterprises established in India showing the lowest mean fit among the groups. Perceived organizational culture is a stronger lever for improving P-O fit than personality-based selection in Indian corporate organizations.