Workplace alternatives – confront, conform, capitulate

Abstract

The purpose of the paper is to review, critique and contextualise the theories, models and frameworks on value congruence, person-organisation (P-O) fit and theories on person choices/alternatives in the workplace. The paper is based on social learning theory, the attraction-selection-attrition model, theory of work adjustment, cognitive dissonance theory, and theory of self-determination as well as other social psychological theories. These theories are applied and discussed within the domain of P-O fit, with the focus on supplementary fit, with particular reference to climate (culture)/ethical climate (EC) and antecedents of EC (specifically leadership behaviour). It is also the intention to conceptualise, contextualise and operationalise the constructs in terms of individual reactions to the P-O fit phenomena (conform, confront and/or capitulate), and lastly to identify areas for future research.