Abstract
Person-organization fit is believed to improve commitment and reduce turnover intentions in organizations. The Organizational Culture Profile (OCP), a Q-sort instrument, is a well established way to assess person-organization fit. This study looked to develop an organizational profile using the OCP so that the state government department being examined could use it as a supplemental selection tool. This study also tested 7 hypotheses regarding the relationships between person-organization fit, organizational commitment, time since promotion, and turnover intentions. The OCP was executed in a new way; a web-based survey instead of the traditional card sorting method. This new methodology came with its own set of challenges. The results of the study did not show a reliable organizational profile. The only hypothesis that was supported was the negative relationship between affective commitment and turnover intentions; all others were not supported.