THE EFFECTS OF ORGANIZATIONAL CULTURE ON JOB SATISFACTION: THE MEDIATING ROLE OF PERSON-ORGANIZATION FIT IN A POST-MERGER

Purpose- This study sought to contribute to business by examining the effects of Organizational Culture on Job Satisfaction with the mediating the role of Person-Organization Fit. Methodology- Using data from a company who has been experienced an acquisition, The Denison Organizational Culture questionnaire developed by Daniel Denison (1995) and tested for validity and reliability by Yahyagil was utilized to measure organizational culture (Yahyagil,2004). Job Satisfaction Survey that have been used to measure Job Satisfaction was developed by Paul E. Spector (1994) and adapted to Turkish language and tested for validity and reliability by Yelbo？a. (Yelbo？a, 2009) Person-Organization Fit Questionnaire developed by Cable & Judge (1996) have been used. The developed model was investigated by structural equation modeling. Findings- The results of the analysis show that 4 areas of organizational culture (adaptability, involvement, mission and consistency) have a significant effect on person-organization fit and person-organization fit has a significant effect on job satisfaction. (β=0.481; p<0.05). As introducing the person-organization fit as the mediator to the model, adaptability and mission dimensions of the organizational culture have lost their effects on job satisfaction and the effects of dimensions of involvement and consistency have decreased on job satisfaction. Conslusion- In the effect of organizational culture on job satisfaction, there is a mediating role for person-organization fit