The impact of person-organization fit and perceptions of justice on employee organizational commitment, job satisfaction, and trust towards management after an acquisition

This study examines how the degree of person-organization fit and the perceptions of the fairness of the change processes and outcomes of those processes can help to predict employees' organizational commitment, job satisfaction, and bust towards management in an acquisition event. Hypothesized is that the higher the person-organization fit and perceptions of justice, the more organizational commitment job satisfaction, and trust towards management the employees have. The data was gathered from a sample of fulltime employees of the Scandic Hotel Continental in Helsinki, Finland.; This paper shows how person-organization fit and perceptions of justice can help predict employee organizational commitment, job satisfaction, and trust towards management. The hypotheses that the higher the person-organization fit and perceptions of justice, the more organizational commitment, job satisfaction, and trust towards management the employees have, are partially supported.; The paper shows also how procedural and distributive justice perceptions are more correlated with the outcomes than person-organization fit regardless of the prediction that justice perceptions only influence the relationship between person-organization fit and the outcomes. This study suggests that the, perceptions of justice are a better predictor of employee organizational commitment, job satisfaction, and trust towards management than person-organization fit in a changing, non-fixed environment.