15th European Congress of Psychology, Amsterdam, Netherlands, 11 - 14 July 2017, pp.109
Diversity management has become one of the central considerations of human resources specialists and management especially with the emergence of multicultural and dynamic organizations. Yet this subject is understudied especially from person-person fit and person organization fit perspective. In this sense by utilizing attraction-selection-attrition model, the present study aims to reveal the possible effects of the fit (or misfit) between supervisor/management and employee diversity perspectives over employee outcomes such as intention to leave and organizational trust. We assert that the fit (or misfit) between employee and his supervisor or manager will affect his overall perception about organization positively (or negatively) and this perceptual differences will affect the outcomes. Moreover, we hypothesize that social dominance orientation (SDO) of employees will moderate the above relationship. The sample of this research is expected to include 250 white-collar employees working in companies located in Turkey and their supervisor or managers. In this study, we use Diversity Climate Perceptions Scale, Direct Fit Scale, Social Dominance Orientation Scale, Turnover Intension Scale and Organizational Trust Scale to assess the research variables. The data will be analyzed with two stage multilevel modeling in which employees are nested within supervisors and managers. The results and probable implications will be discussed in accordance with literature.