Abstract

Purpose – Based on the theory of organizational socialization, this article broadens the knowledge in the field of organizational commitment by determining the relationship between the organizational climate (OC) and the employees’ commitment, as well as the moderating role of the person-environment (P-E) fit.
Design/methodology/approach – We conducted quantitative research using three psychometric questionnaires. We investigated a large sample (N 5 1,032) of employees hired in Poland.
Findings – We found strong relationships between the OC, the employees’ fit and their commitment. Moreover, both supplementary and complementary fit significantly moderated the relationships between the majority of climate dimensions and, especially, affective commitment. Interestingly, highly fitted employees with longer tenure showed a stronger relationship between material climate dimensions and commitment compared to similarly fitted newcomers, for whom the most important were relationships with co-workers and superiors.
Research limitations/implications – We analyzed only a subjective fit among employees working in Poland. Although it was beneficial for developing the OC knowledge of non-American sample, the results require cautious generalization.
Practical implications – Assessing a candidate’s fit with the organization through detailed interviews, behavioral questions or practical tasks during the selection process can improve candidates’ and employees’ P-E fit. A better fit can increase commitment, even if the OC or other factors are not perfect. Socialization tactics aimed at strengthening the fit can facilitate better alignment with the climate and higher commitment among employees with longer tenure.
Originality/value – This study is the first to empirically verify the moderating role of the P-E fit on the relations between OC and organizational commitment. It also considers the comparison between more experienced employees and newcomers.

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