Abstract
"This thesis redefines cultural fit as a dynamic and outcome-dependent concept, moving beyond traditional measures of similarity or difference. It argues that fit exists on a continuum and should be assessed through specific characteristics rather than aggregated cultural differences. The study examines cultural fit between MNC headquarters and subsidiaries, introducing a confirmatory polynomial regression method for empirical testing. Applying this approach to knowledge transfer, the findings highlight the broader relevance of fit in cross-cultural organizational dynamics. The results offer insights for both academic research and managerial practice."