Effects Of Value Congruence Research Articles

Examining the circumplex value structure and the person-environment value congruence hypothesis in Middle Eastern and North-African (MENA) countries

This study is set forth to address two objectives first, to examine the quasi-circumplex value structure in a sample of six Middle Eastern and North-African (MENA) countries (Jordan, Tunisia, Sudan, Palestine, Egypt, and Morocco; N = 800 in each), and second, to test whether the degree of fit between individuals’ pursued values and those values (i.e., the congruence hypothesis) prevailing in their society predicts their level of wellbeing. To address the first objective, we applied multi-dimensional scaling, and to address the second objective we operationalized value congruence as the difference between people's individual value score and their country-level average, assessing the effect of value congruence by conducting response surface analysis with facets of wellbeing as outcomes and personal and reference-group value priorities as predictors. Data for this study were derived from the Arab Psychology Index (API) which applied a stratified random sampling to obtain representative samples from the participating countries in 2019-2020. Our results indicate that the theorized quasi-circumplex structure of human values could not be replicated in MENA countries and the degree and specific nature of this deviation varies between MENA countries. Study results lend support to the congruence hypothesis, and this was true across the three indicators of wellbeing deployed (flourishing, prosociality, and social relations), although the support was stronger for social relations, less so for proscociality, and least for flourishing. Insights into these findings are offered and theoretical implications of the findings to are discussed.

Revisiting Values and Self-Esteem: A Large-Scale Study in the United States

Person-culture fit perspectives posit that individuals have higher self-esteem when their values match the values of the sociocultural environment in which they live. The current study tested this hypothesis by examining the associations between value congruence and self-esteem in a large-scale sample in the United States ( N = 48,563). Multilevel response surface analyses revealed no evidence of value congruence effects on self-esteem, such that the agreement between individual- and state-level values did not positively predict self-esteem for any of the 10 basic values. Instead, we found positive (stimulation, security) and negative (conformity) linear associations between individual-level values and self-esteem. We also found positive curvilinear relationships between individual-level achievement and tradition values and self-esteem, and negative curvilinear relationships between individual-level self-direction, hedonism, power, benevolence, and universalism values and self-esteem. In addition, state-level values moderated the relationship between values and self-esteem for tradition, universalism, and conformity values. In federal states with stronger endorsement of tradition values, individuals’ tradition values were more positively associated with self-esteem. In contrast, in states with stronger endorsement of universalism values, individuals’ universalism values were more negatively associated with self-esteem. Lastly, individuals’ conformity values were negatively associated with self-esteem, particularly in states with weaker endorsement of conformity values.

When workplace family-support is misallocated: effects of value congruence and fairness perceptions on supervisor family-support

Abstract To better manage our work demands and family demands, we often erect mental or physical ‘boundaries’ to help manage our experiences. However, preferences for preserving these boundaries differ across individuals (e.g., some individuals may prefer to segment work/family roles, while others may prefer to integrate these roles) and employees may not always have similar preferences/values as their supervisors. Applying a resource framework from the job demands-resources model (JD-R; Bakker & Demerouti, 2007), we explicate the process through which supervisor–employee value congruence reduces work–family conflict, when supervisors provide valuable emotional and instrumental resources through family-supportive supervisor behaviors (FSSB). Furthermore, we find evidence that supervisors can demonstrate adequate FSSB even when having incongruent values with employees by fairly allocating and individually tailoring family-support. With a diverse sample of 815 staff members from four southern US universities, we conduct mediation and moderation analyses to test our hypotheses.

Internal brand management in the public sector: the effects of internal communication, organizational practices, and PSM on employees’ brand perceptions

ABSTRACT Challenged by demanding contextual conditions, public sector organizations struggle to succeed in internal branding. The purpose of this study is to investigate the effects of value congruence in internal communication and positive organizational practices on employees’ brand perceptions. The study examines the impact of PSM on these variables. The results of a survey demonstrate the importance of value congruence and positive organizational practices for facilitating employees’ brand identification, brand pride, and brand commitment. The findings show that PSM directly impacts employees’ opinions about value congruence and positive organizational practices, and indirectly influences their affective responses to the organizational brand.

Just like me: Effects of value congruence on work-family enrichment

Work-family enrichment (WFE), also known as positive spillover between work and family, often improves employees’ well-being, physical health, and performance. Our study explores a process through which employees experience higher WFE when maintaining congruent values with the organization and supervisor based on segmentation-integration boundary management strategies. Using a sample of 287 employees from diverse industries and employment settings across the U.S., the results indicated that value congruence between subordinates and their organization/supervisor both positively predicted work-to-family enrichment. Family-supportive supervisor behaviors significantly mediated the relationship. Supervisor/subordinate gender matching did not significantly moderate the value congruence-FSSB relationship. In studying these effects with PROCESS mediation analysis, we merge and extend three major bodies of literature on spillover theory, person-environment fit theory, and boundary theory to explicate the process through which WFE develops when having congruent segmentation styles at work.

Police officer self-legitimacy: the role of organizational fit

PurposePolice officer perceptions of their own legitimacy can be important in shaping aspects of their performance and other organizational outcomes. The current study uses person-environment fit theory to assess the effects of value congruence with top managers, immediate supervisors and coworkers on officers' perceptions of self-legitimacy.Design/methodology/approachThe study used a cross-sectional survey of nearly 250 front-line police officers from seven municipal police departments in Michigan, Indiana and Kentucky to examine the effects of perceived value congruence on officers’ self-legitimacy. A hierarchical model of fit is assessed using structural equation modeling.FindingsFindings demonstrate that value congruence positively relates to officers’ reported self-legitimacy, suggesting that officers who perceive greater similarity in values with others in the organization will express more confidence in their authority.Originality/valueOur findings add to research on police officers’ self-legitimacy, and the use of a hierarchical model of person-environment fit might offer implications for future research on police culture.

자기희생적 리더십이 창의성에 미치는 영향 : 상사신뢰의 매개역할과 가치일치의 조절효과

자기희생적 리더십이 창의성에 미치는 영향 : 상사신뢰의 매개역할과 가치일치의 조절효과

Sticking to common values: Neighbourhood social cohesion moderates the effect of value congruence on life satisfaction

AbstractThis article aims to explicate the role of social cohesion in the relationship between adherence to common values and life satisfaction. Shared values are often assumed to be a constitutive element of social cohesion and are used in measurement of the concept. However, sociopsychological theory of values sees social cohesion rather as a moderator of the link between value congruence and life satisfaction, not as a constituent of value congruence. Based on a representative survey of the city of Bremen, Germany (N = 2605), we predict life satisfaction from person‐group value congruence and neighbourhood social cohesion. We find no relationship between value congruence and social cohesion, but a significant positive moderating effect of social cohesion on the relationship between value congruence and life satisfaction. The findings suggest that sticking to common values does not increase social cohesion, but that positive effects of value congruence are more pronounced in high‐cohesion neighbourhoods.

Speaking up when values are aligned

PurposeThe purpose of this paper is to examine the influence of both value congruence between employees and supervisors as well as the important role of employee voice for optimal outcomes in organizations.Design/methodology/approachA heterogeneous sample of 495 working adults across business sectors completed instruments on value fit, voice, citizenship behaviors, commitment and psychological well-being.FindingsResults suggest when employees experience value fit with their immediate supervisor, they express voice in organizations. Employee voice partially mediated the effects of value congruence on citizenship behaviors, commitment and psychological well-being.Originality/valueWhile it is common for employees and supervisors to share and observe personal values at work, few studies have considered the effects of alignment between these values. Further, this is one of the very few studies that have considered the employee consequences of this value congruence.

Does Person-Organization Fit Mediate the Relationship between Affect-Based Work Antecedents and Public Employee Job Satisfaction?

In this study we investigate whether person-organization fit mediates the relationship between affect-based work antecedents—specifically, transformational leadership and role clarity—and public employee job satisfaction. We hypothesize that transformational leadership and role clarity, as joint affect-based work antecedents, will trigger the effect of value congruence on job satisfaction in public organizations. Using a viewpoint survey of South Korean government officials, we estimate structural equation models to test this hypothesis. Our findings indicate that person-organization fit does mediate the relationship between transformational leadership and job satisfaction. However, we also find that the mediating effect of person-organization fit on the relationship between role clarity and job satisfaction is not significant. This study contributes to our understanding of how affect-based work experiences can influence the person-organization fit and job satisfaction relationship. Implications are discussed accordingly.

The Effects of Transformational Leadership on Helping Behavior and Deviant Behavior — Focuse on the moderating effect of value congruence —

The Effects of Transformational Leadership on Helping Behavior and Deviant Behavior — Focuse on the moderating effect of value congruence —

Person-culture fit boosts national pride: A cross-cultural study among 78 societies

Individuals whose personal values match the values of the culture to which they belong to (i.e., person-culture fit) have a better evaluation of themselves. However, whether individuals who experience person-culture fit endorse more positive evaluations of the culture they belong to (e.g., nationality) remains an open question. We tested whether person-culture fit in terms of values (i.e., value congruence) would be associated with national pride (N = 171,528). Response surface analyses showed that value congruence effects on national pride were contingent on the type of values examined. Value congruence in terms of achievement, security, conformity, tradition, benevolence, and universalism was associated with higher national pride. In contrast, value congruence in terms of self-direction, stimulation, hedonism, and power was associated with lower national pride.

The Effect of Value Congruence Between Founder and Successor on Successor’s Willingness: The Mediating Role of the Founder–Successor Relationship

Drawing from social exchange theory, this article explores the founder–successor relationship quality as a mediated pathway in examining the effects of founder–successor value congruence on successor’s willingness to take over the business. Based on survey data from 102 founder–successor dyads, polynomial regression analysis shows that when both a founder and a successor have high value congruence in family prosperity, the relationship quality will be enhanced, which leads to higher successor’s willingness. When there is value incongruence between a founder and a successor, the successor’s family prosperity value has a more important impact on the founder–successor relationship and successor’s willingness.

The Effect of Value Congruence on Customer Focus in the Private Life Insurance Sector : A Study of Haryana State in India

It is very important for organizational values to match with employees' values, which is termed as value congruence. Equally important is customer focus, which is an organizational stance in which all aspects of a company's production and delivery of goods or services are directed by the best interests of the customers. This study examined the effect of value congruence on customer focus in the private life insurance sector in Haryana. Data were collected on the level of sync organizational and employees' values through two different questionnaires from 200 middle and lower level management employees of seven private life insurance companies. The study showed that value congruence was significantly related to customer focus through job satisfaction, employees' sense of belonging, organizational commitment, and employee loyalty.

English

Values are very important for guiding firm’s attitude, minds and behaviors. From intra- to inter-firm management, value congruence between cooperative firms is the cornerstone for relationship building. This paper focused on guanxi orientation values, popular in Chinese business context, and found the positive effect of value congruence in guanxi orientation on manufacturers’ relationship specific investments (RSIs). The authors collected dyadic data, and applied polynomial regression and response surface approach in this paper. One surprising result is that manufacturer’s RSIs keep high when manufacturer’s guanxi orientation is low but distributor’s is low. The results shed some light on the dynamic interplay between guanxi orientation and RSIs in marketing channel context. Key words: Value congruence, Guanxi orientation, relationship specific investments (RSIs), dyadic data analysis. &nbsp

When Leaders and Followers Match: The Impact of Objective Value Congruence, Value Extremity, and Empowerment on Employee Commitment and Job Satisfaction

Although the topic of value congruence has attracted considerable attention from researchers and practitioners, evidence for the link between person–supervisor value congruence and followers’ reactions is less robust than often assumed. This study addresses three central issues in our understanding of person–supervisor value congruence (a) by assessing the impact of objective person–supervisor value congruence rather than subjective value congruence, (b) by examining the differential effects of value congruence in strongly versus moderately held values, and (c) by exploring perceived empowerment as a central mediating mechanism. Results of a multi-source study comprising 116 person–supervisor dyads reveal that objective value congruence relates to followers’ job satisfaction and affective commitment and that this link can be explained by followers’ perceived empowerment. Moreover, polynomial regression and response surface analyses reveal that congruence effects vary with the importance that leaders and followers ascribe to a certain value: Congruency in strongly held values have more robust relations with followers’ outcomes than congruence in moderately held values.

Why mentoring does not always reduce turnover: The intervening roles of value congruence, organizational knowledge and supervisory satisfaction

The accounting literature has long analyzed whether and how mentoring relationships affect public accountants' turnover intentions. To continue the study of that question, we examine the mediating effect of value congruence and organizational knowledge. Analyzing data from mentored accountants, we find that two aspects of mentoring (career development and role modeling) are positively associated with higher levels of perceived person-organization value congruence. Social interaction, a third aspect of mentoring, was negatively associated with the measure of value congruence. Mentoring's career development aspect is associated with building protégé implicit knowledge of the organization, but proves unrelated to turnover intentions. Value congruence is found to associate with higher levels of supervisory satisfaction, which, in turn, strongly associates with decreased turnover intentions. Therefore, the dimensions of mentoring have a selective effect on valuable organizational outcomes which are dependent upon other psychological and behavioral contingencies.

Value congruence and depressive symptoms among critical care clinicians: The mediating role of moral distress.

Clinicians working in intensive care units are often exposed to several job stressors that can negatively affect their mental health. Literature has acknowledged the role of value congruence and job control in determining clinicians' psychological well-being and depressive symptoms. However, potential mediators of this association have been scarcely examined. This study aimed to test the mediating role of moral distress in the relationship between value congruence and job control, on the one hand, and depression, on the other hand. A cross-sectional study involving physicians, nurses, and residents working in 7 intensive care units in the north of Italy was conducted. Clinicians were administered in the Italian Moral Distress Scale-Revised, the value and control subscales of the Areas of Worklife Scale, and the Beck Depression Inventory II. Structural equation modeling was used to test the mediation model. Analysis on 170 questionnaires (response rate 72%) found no relations between job control and moral distress. A total indirect effect of value congruence on depression through moral distress (β=-.12; p=.02) was found. Moral distress contributes to the development of depressive symptoms among critical care clinicians who perceive a value incongruence with their organization and therefore should be addressed.

The effect of CEO’s value on firm performance : The moderating role of company age and mediating effect of value congruence

The effect of CEO’s value on firm performance : The moderating role of company age and mediating effect of value congruence

Person-Organization Fit and the Attitude of Medical Staff: Professionalism and Work Attitude in a Chinese Hospital

Purposes: Physicians and administrative staffs have different obligations; physicians can have different philosophy and value systems from that of administrative staffs. Therefore, the purposes of this study are: (1) to determine the ways in which the congruence or divergence of values impact upon employee attitudes; and (2) to investigate the moderating role of professionalism in the physicians’ work values. Method: Total of 86 questionnaires was gathered from physicians and staff. This study used previous design developed by Chiu in Taiwan. Polynomial regression was used for multi-dimension value congruence effects. Result: The fit between actual and desired values does not necessarily lead to higher levels of job satisfaction and organizational commitment. The moderating effect of professionalism on fit and attitude only applied to ‘personal respect’ and job satisfaction, plus fit on ‘profit orientation’ and organizational commitment. Conclusion: Any future research in this area should attempt to include other possible intervening variables in the relationship of fit to values and attitude. It is proposed that the hospital should adopt an appropriate competitive strategy that might enable it to achieve a fair compensation system and reasonable profit, and thereby ensure that it can retain the services of its attending physicians.