Abstract
Abstract The purpose of this research is to identify evidence that work values can predict organizational values preference, based on conceptual similarity proposed by the Theory of Values. A total of 254 Brazilian undergraduate students responded to the Organizational Values Scale and the revised Work Values Scale. Hierarchical regressions were run controlling for demographics. The results indicated significant explanation of variance for all organizational values. The most significant predictors were compatible with the hypotheses based on Schwartz's Theory of Values, revealing that work and organizational values are logically connected through an axiological structure. In conclusion, work values and preferred organizational values have adequate nominal commensurability for conducting Individual-Organization fit studies and implications for organizational socialization and vocational and career counseling.
Highlights
The purpose of this research is to identify evidence that work values can predict organizational values preference, based on conceptual similarity proposed by the Theory of Values
The compatibility between the individual values and organizational values dimensions has been under study since the 1990s (e.g., O’Reilly, Chatman, & Caldwell, 1991), though there is a lack of studies that test the theoretical fit between these axiological structures, i.e., that identify conceptual similarity underlying the motivational types
As for the inverse relationships, one single discrepancy was observed in relation to the expected regarding the negative relationship between Conformity work motivational types (WV) and Egalitarianism preferred organizational values (POV) stronger than between this POV and the Power, Achievement, and Security WV
Summary
The purpose of this research is to identify evidence that work values can predict organizational values preference, based on conceptual similarity proposed by the Theory of Values. Todos los predictores más importantes fueron compatibles con hipótesis basados en la teoría, revelando que valores de trabajo y valores de organización están conectados lógicamente a través de una estructura axiológica. The compatibility between the individual values and organizational values dimensions has been under study since the 1990s (e.g., O’Reilly, Chatman, & Caldwell, 1991), though there is a lack of studies that test the theoretical fit between these axiological structures, i.e., that identify conceptual similarity underlying the motivational types.
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