Firm or subgroup culture: where does fitting in matter most?

By Bryan Adkins, D. Caldwell. 2004

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A Person-Environment Fit Approach to Volunteerism: Volunteer Personality Fit and Culture Fit as Predictors of Affective Outcomes (2008, background): “…and results), team orientation (orientation toward teams, collaboration, and people’s concerns), competition (competitive, aggressive, low social responsibility), and attention to detail (precise, analytical; e.g., Adkins & Caldwell, 2004; O’Reilly et al., 1991; Parsons, Cable, & Wilkerson, 1999).”
Organizational culture and transformational leadership as predictors of business unit performance (2006, background): “Managers may potentially be able to increase performance by working on firm or subgroup culture (Adkins and Caldwell, 2004).”
Does Team Culture Matter? Roles of Team Culture and Collective Regulatory Focus in Team Task and Creative Performance (2016, background): “…(e.g., Hofstede, 1998; Jerimer, Slocum, Fry, & Gaines, 1991) and has shown that subcultures have a significant relationship with employee attitudes (e.g., Adkins & Caldwell, 2004; Lok, Westwood, & Crawford, 2005), but little is known about the link between subculture and unit-level performance.”
Embracing transformational leadership: team values and the impact of leader behavior on team performance. (2007, background): “First, individuals may self-select into work groups with similar values (see Adkins & Caldwell, 2004).”