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Instrument for measuring culture fit · O'Reilly, Chatman & Caldwell (1991) 
Organizational Culture Profile (OCP)
The Organizational Culture Profile (OCP) is the most-cited instrument for measuring fit between an individual and an organizational culture. It uses a Q-sort method: the candidate ranks 54 value attributes by personal importance; the organization ranks the same attributes by its dominant values. The overlap yields a P-O fit score that has been longitudinally validated as a predictor of satisfaction (one year later) and actual turnover (two years later).
Key dimensions
01
Q-sort method
54 value statements sorted into 9 piles, from most to least characteristic of the person or organization.
02
Individual profile vs organizational profile
Both profiles are produced independently, then correlated to produce a fit score.
Model categories
Stability
Predictability, security, clear rules.
Respect for people
Fairness, tolerance, fair treatment of employees.
Outcome orientation
Action, results, ambition, high performance expectations.
Attention to detail
Precision, analysis, rigor.
Team orientation
Collaboration, sharing, interdependence.
Aggressiveness
Competitiveness, boldness, will to win.
Key takeaways
- The OCP predicts actual turnover measured two years later.
- The Q-sort method forces relative ranking — more robust than a plain Likert scale.
- The 7 dimensions are a de facto standard for mapping culture.
- Measuring both candidate preferences AND actual culture is required for a true fit score.
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