Document Type



Doctor of Philosophy



Date of Defense


Graduate Advisor

James A. Breaugh


Deborah Balser, Ph.D.

John Meriac, Ph.D.

Stephanie Merritt, Ph.D.


The relationship between person-organization fit (PO fit) and creativity was investigated in this study. Based on the attraction-selection-attrition framework (Schneider, 1987), over time organizational members become more homogeneous (e.g., on cultural values) which may be less conducive for individual employee creativity. Person-organization fit, defined as congruence on the non-creativity values from the competing values model (Quinn, 1988), was hypothesized to negatively relate to creativity. This had partial support for internal processes value fit when considering individuals in a low creative culture, otherwise it was unsupported. It was also hypothesized and moderately supported that fit on creativity/innovation value would be positively related to creativity. Individual conformity preference and willingness to take risks were included as moderators. Risk-taking was the only significant moderator and was only significant for the relationship between creativity/innovation value fit and creativity. Based on an exploratory analysis, anticipated reward for creativity was the largest positive predictor of creativity compared to fit and other predictors of creativity. A sample of currently working or previously employed undergraduate and graduate students served as participants and the outcome variable (i.e., creativity) was collected from supervisors and coworkers. Differences in the results between self and other ratings are discussed.

OCLC Number


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