Abstract:

The aim of the research is to reveal the mediating effects of the person-organization and person-job fit on the impact of participatory work climate on the perception of corporate reputation. Participatory work climate thus utilizing such aspect of participation and revealing how important it is in any given work climate.  Person-organization fit is developed on the basis of Schneider’s (1987) Attraction-Selection-Attrition Model. This model argues that a person is not assigned to a random situation, rather they deliberately explore more attractive situations. Person-job fit is also focuses on how this value congruence occur between the person and the tasks that he/she executes.  The concept of corporate reputation is based on the concepts of "trust" and "belief" as well. Trust can be defined as the harmony between the organization mission and its actions, as well as the credibility of the organization’s objectives. For this purpose, a survey was conducted on 283 employees employed in Istanbul in this in order to reveal the relationship and effects of stated variables above. The findings reveal the partial mediating effect of person-organization fit on the impact of participatory work climate on the perception of corporate reputation.

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