How to include me: incorporating impression management into the person-organization fit framework

The identification of the factors that facilitate employee inclusion in the workplace is of great importance to both scholars and practitioners. However, our knowledge of the antecedents of perceived workplace inclusion is limited to employee demographic backgrounds and workplace contextual factors according to social identity theory or social exchange theory, neglecting the fact that perceived inclusion develops from the interactions between the individual employee and the environment. This study aims to offer a new account based on the person-environment (P-E) interaction perspective. Using two waves of data on 306 employees, we find that both person-organization (P-O) supplementary fit and P-O complementary fit are positively associated with employees' perceived inclusion. Furthermore, two impression management strategies-self-promotion and ingratiation-separately moderate these effects. These conclusions enrich the literature on perceived workplace inclusion from the perspectives of P-E interactions and motivational behaviors.