Are there differences in the effects of P-O and P-T cultural fits onwork attitudes and task performance? The moderating effect of supportive leadership

Organizational culture and individual employees' fit with it have been found to be important factors affecting sustainable management. However, the effects of person-team cultural fit (P-T cultural fit) has not been much studied regarding its differential effects compared to other types of person-environment fit (P-E fit). The present study examined how person-organizational cultural fit (P-O cultural fit) and P-T cultural fit have a differential impact on work attitudes and task performance and investigated the moderating role of a team leader's supportive leadership. Using longitudinal data collected from 1539 employees, the results show that P-O cultural fit and P-T cultural fit had a significant positive relationship with organizational commitment, while P-T cultural fit also showed a significant positive relationship with team commitment and task performance. In addition, supportive leadership had significant moderating and enhancing effects on the impact of P-T cultural fit on both organizational and team commitment. As the most proximal unit of individuals' work environment, the congruence between individual and team values plays a crucial role in improving individuals' attitudes and task performance. Our results thus yield practical implications on the importance of team cultural management in the context of sustainable management.