Abstract

Bringing individual values, perceptions and organizational systems into the equation, this paper examines how employment models of relatively young and small entrepreneurial firms affect organizational commitment and job satisfaction of their employees, by teasing out the effects and relationships among the fit of the employment model espoused by management (espoused model) with the model perceived by employees (perceived model), and the fit between the espoused employment model and the one preferred by employees based on their personal values (preferred model). Our key arguments are that employee attitudes are results of management “walking the talk”, rather than simply espousing a set of cohesive HR values. Furthermore, organizational commitment and job satisfaction of employees may also have to do with whether the perceived model actually fits with employees’ personal values and preferences. The central tenet of this paper is to bring these various types of “fit” into consideration in examining the effects of employment models of entrepreneurial firms on their employees.

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