ABSTRAK
Person-organization fit (P-O fit) dapat memrediksi performa kerja, intensiturnover, dan kepuasan kerja (Edward, 1991, dalam Farooqui & Nagendra,2014; Bowen, Ledford, & Nathan, 1991, Kristof, 1996, dalam Sekiguchi, 2004).Dalam penelitian ini akan dilihat hubungan antara values set dan perceivedcultural values di wilayah Jakarta. Desain penelitian ini ialah korelasi danteknik multiple regression untuk menganalisis data. Alat ukur yang digunakanuntuk mengukur values set dan perceived cultural values ialah PVQ-RR(Schwartz dkk, 2012). Data dari 117 responden, ditemukan bahwa perceivedcultural values memengaruhi secara signifikan (p<0,01) terhadap selftranscendencedengan lebih dari 20,6% proporsi varians dapat dijelaskan olehsetiap dimensi perceived cultural values. Ditemukan juga bahwa conservationdipengaruhi secara signifikan (p<0,01) dengan lebih dari 7,8% proporsi variansdapat dijelaskan oleh setiap dimensi perceived cultural values. Hal inimenunjukkan bahwa kenaikan nilai setiap dimensi perceived cultural valuesakan meningkatkan nilai pada self-transcendence dan conservation denganproporsi varians berbeda. Lalu, self-enhancement tidak dipengaruhi secarasignifikan (p>0,05) oleh dimensi perceived cultural values apapun. Padaopenness to change ditemukan bahwa 6 dimensi perceived cultural valuesmemengaruhi secara signifikan (p<0,05) dengan minimal 2,6% proporsi variansyang dapat dijelaskan dan tidak dipengaruhi dimensi harmony (p>0,05).Penelitian ini diharapkan dapat bermanfaat dalam penyusunan rancanganintervensi agar hubungan values set dan perceived cultural values dapatsemakin ditingkatkan kecocokannya dalam diri karyawan di Jakarta

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ABSTRACT
Person-organization fit (P-O fit) could predict job performance, intention toturnover, and job satisfaction on employees. (Edward, 1991, dalam Farooqui &Nagendra, 2014; Bowen, Ledford, & Nathan, 1991, Kristof, 1996, dalamSekiguchi, 2004). This research will be examined the relationship betweenvalues set and perceived cultural values on employees in Jakarta. Researchdesign will be correlational and data will analyzed with multiple regression.PVQ-RR will be used for measured values set and perceived cultural values(Schwartz dkk, 2012). Data from 117 respondents, found self-transcendencesignificantly influenced by perceived cultural values (p<0,01) with minimal20,6% proportions of varians could explained by dimensions of perceivedcultural values. Research also found that conservation significantly influencedby perceived cultural values (p<0,01) with minimal 7,8% proportions of varianscould explained by dimensions of perceived cultural values. This found alsoexplained that if dimensions of perceived cultural values?s scores increased,self-transcendence and conservation?s scores would be increased too withdifferent proportions of varians. All dimensions of perceived cultural valuesdidn?t influenced self-enhancement significantly (p>0,05). Except harmonydimension (p>0,05), all dimensions of perceived cultural values influencedopenness to change significantly (p<0,05) with minimal 2,6% proportions ofvarians could explained by dimensions of perceived cultural values. Thisresearch could be useful for providing material for prepare the intervention toincrease the match of values set and perceived cultural values on employees inJakarta