 This can translate to increased levels of trust and a shared sense of corporate community (Boon & Hartog, 2011).This high value congruence would in turn reap benefits for the organization itself, including reduced turnover, increased citizenship behaviors, and organizational commitment (Andrews et al., 2010; Gregory et al., 2010).The attraction–selection–attrition theory states that individuals are attracted to and seek to work for organizations where they perceive high levels of person–organization fit (Gregory et al., 2010).