This article reports the results of empirical research, dedicated to the features of the relationship between perceived corporate culture and employee’s organizational identification. The influence and the nature (a moderator or a mediator) of the variable “person-organization fit” were studied. Participants were 92 employees of for-profit companies. The data was mathematically processed using a correlation analysis and a partial correlation analysis. The data indicate that the person-organization fit (as a moderator) influenced the relationship between perceived corporate culture of open paradigm and organizational identification. Thus, the person-organization fit is an intermediate variable that affects the direction and/or strength of the relation. This suggests that the more employees believe that his values fit the organizational ones, which characterize the open paradigm, the more he will identify with it. It may be assumed that the revealed relationship is bilateral, because, probably, these two variables determine each other. A further perspective of this research area is to clarify the obtained findings and to check other variables, which can influence given interrelation.

The aim of this paper is to review basic ideas about the relationship between personality and organization. Particular attention is paid to the concept of person-organization fit. The specific areas of research are considered the study of organizational commitment and identification of personnel with the organization. Constructionist critique of traditional theoretical concepts that underlie the concept of person-organization fit is given. The concept of organizational culture as a modern trend in the study of organizations is described. Analysis of the literature shows that in modern organizational theory and the classical concepts, the philosophy of instrumental rationality and control continues to occupy a dominant position.