Investigation the effects of cultural values of nurse managers in Turkey based on hofstede's national cultural model on organization and job fit

Aim: The aim of this study was to examine the impact on organization and job fit of cultural values of nurse managers working in the university hospitals in Turkey based on Hofstede's national cultural model Material and Method: This research is a cross-sectional analytical study. The sample of the research composed of 391 nurse managers who agreed to participate in the study voluntarily, and working in the 20 university hospitals in Turkey. The research data were collected with the Information Form, Individual Cultural Values Scale, Person-Organization Fit Scale, and Person-Job Fit Scale. The analysis of data was carried out Mann–Whitney U, Kruskal–Wallis test were done to assess the relationship between demographic characteristics and scale score averages, and Spearman correlation analysis was performed to examine the relationship between the mean of the scales. Results: Age mean of nurse managers 37.08±7.05, it was found that most of them females (89%), married (77.2%), and had a bachelor degree (66.8%), and working in the Marmara region (19.4%). It was determined that nurse managers had low power distance and tolerance of uncertainty, a collectivist structure, long-term orientation, and feminine values. It was found that organization fit score of nurse managers was a slightly above average, and job fit score of nurse managers was above average. There were a positive relationship among power distance and long-term orientation dimensions and person-organization fit, and was a negative relationship between masculinity dimension and person-job fit. Conclusions: It was found that ensuring compliance with organization and job of nurses is associated with cultural values. The cultural values of individuals should be taken into consideration during the recruitment and selection process of nurses. Key words: Hofstede, cultural values, organization fit, job fit, nursing.