Value Congruence Research Articles

Innovation in values based public health nursing student selection: A qualitative evaluation of candidate and selection panel member perspectives.

Values based recruitment emerges from the premise that a high degree of value congruence, or the extent to which an individual's values are similar to those of the health organization in which they work, leads to organizational effectiveness. The aim of this evaluation was to explore how candidates and selection panel members experienced and perceived innovative methods of values based public health nursing student selection. The evaluation was framed by a qualitative exploratory design involving semi-structured interviews and a group exercise. Data were thematically analyzed. Eight semi-structured interviews were conducted with selection panel members. Twenty-two successful candidates took part in a group exercise. The use of photo elicitation interviews and situational judgment questions in the context of selection to a university-run public health nursing educational program was explored. While candidates were ambivalent about the use of photo elicitation interviews, with some misunderstanding the task, selection panel members saw the benefits for improving candidate expression and reducing gaming and deception. Situational interview questions were endorsed by candidates and selection panel members due to their fidelity to real-life problems and the ability of panel members to discern value congruence from candidates' responses. Both techniques offered innovative solutions to candidate selection for entry to the public health nursing education program.

The effects of work factors on nurses' job satisfaction, quality of care and turnover intentions in oncology.

We examined the effects of perceived supervisor support, value congruence and hospital nurse staffing on nurses' job satisfaction through the satisfaction of the three psychological needs for autonomy, competence and relatedness. Then, we examined the links between job satisfaction and quality of care as well as turnover intentions from the workplace. There is growing interest in the relationships between work factors and nurses' job satisfaction. However, minimal research has investigated the effects of perceived supervisor support, value congruence and staffing on nurses' job satisfaction and the psychological mechanisms by which these factors lead to positive outcomes. A cross-sectional questionnaire was distributed in 11 oncology units between September 2015 - February 2016. Data were collected from a sample of 144 French nurses who completed measures of perceived supervisor support, value congruence, staffing adequacy, psychological need satisfaction, job satisfaction, quality of care and turnover intentions. The hypothesized model was tested with path analyses. Results revealed that psychological need satisfaction partially mediated the effects of perceived supervisor support, value congruence and hospital nurse staffing on job satisfaction. Moreover, job satisfaction was positively associated with quality of care and negatively linked to turnover intentions. Overall, these findings provide insight into the influence of perceived supervisor support, value congruence and staffing on nurses' attitudes and behaviours.

Organizational identification and independent sales contractor performance in professional services

PurposeThe purpose of this paper is to examine the drivers of independent sales contractor (ISC) performance. As independently contracted sales agents, the ISC model is a growing method of non-permanent employment utilized in many sectors. Specifically, this study seeks to fill a gap in the literature related to the under-researched link between ISCs and organizational identification.Design/methodology/approachThis study conducts an exploratory, mixed-methods study based on data collected from 189 ISCs from a professional services firm.FindingsResults demonstrate that outcomes related to sales performance, retention and advocacy are influenced directly and indirectly by organizational identification. It also shows that tangible benefits related to financial and marketing values are the strongest predictors of ISC organizational identification. Intangible dimensions such as value congruence, management trust and embeddedness play a limited role in the model.Research limitations/implicationsResults show that ISC sales performance is enhanced when an ISC views their identity and the identity of the firm as highly interdependent. These findings suggest that organizational identification can be a key performance indicator when evaluating the return on marketing investment for a firm.Practical implicationsThis study provides some important guidance to managers responsible for ISCs. First, the study identifies the primary drivers of organizational identification. Specifically, the study demonstrates that financial and marketing benefits are the primary relational antecedents of organizational identification. Both value congruence and operational benefits play relatively minor roles. Similarly, the results show that both organizational identification and historic sales performance are critical predictors of sales performance.Originality/valueFew researchers have examined the link between ISCs and organizational identification. Organizational identification is of particular importance in the study of ISCs, as they possess the dual identity of an independent agent and that of a sales representative of the firm they are under contract. This study contributes to existing literature by extending previous studies that examine antecedents of sales performance.

Value Congruence Among Transformative Leaders in the Pharmaceutical Industry

Values have been defined as a generalized enduring organization of beliefs about the personal and social desirability of modes of conduct or “end-states of existence” (Klende, 2005). The congruence of personal values and organizational values represent an important opportunity for positive business results and outcomes (Klende, 2005). Based on the results of this qualitative study among transformative African American women leaders in the pharmaceutical industry, it is possible that value congruence may be a factor in the success experienced by these study participants. Three value themes are reported to describe the leadership values of these study participants. They are: “people,” “think,” and “company.” These value themes are supportive of tenets that comprise the transformative leadership model.

The Relationship between Supervisor and Subordinate Value Congruence and Role Stress

This study examined the congruence of values between 96 supervisor and subordinate dyads in a manufacturing organization, as well as the effect that value congruence has on the perceived role stress of the employee. The Comparative Emphasis Scale (CES) was used to measure value congruence on four work values: achievement, honesty, concern, and fairness. The results of the regression analysis found significant support for a negative relationship between value congruence and role stress for the achievement value. In addition, the control variables of years in current position (in current position for ten or more years) of the employee, and the leadership styles of consideration and initiating structure of the supervisors all had significant effects. Results and directions for future research are discussed.

Exploring the relationship between person-organisation fit and organisation health (An Empirical Study)

In this study, the authors collected data via a survey aimed at exploring the relationship between person-individual fit and organisational health at the University of Isfahan. The research hypotheses were tested through variables such as workplace congruence, knowledge/skills/abilities (KSA) congruence, goals congruence, values congruence, and personality congruence, as dimensions of person-individual fit. The aim of this study is developing and practical and from the procedure implemented is introducing-analysing. The sample studied in this study is the mangers and employers of the university in Isfahan. A stratified random sampling method was used based the Morgan table and a sample size of 120 was chosen from among 150 persons. The results revealed that there is a significant relationship between dimensions of person-individual fit and organisational health.

Effect of Value Congruence, Brand Distinctiveness, Brand Social, Brand Warmth, and Memorable Brand Experience on Customer-Brand Identification and Brand Loyalty (Case Study: Brand of ACER Laptop)

This study has several purposes. First, this study aims to investigate the effect of consumer–brand value congruence, brand distinctiveness, brand social benefit, brand warmth, and memorable brand experience on customer-brand identification (CBI). We call all of those factors as the antecedent factor of CBI. Second, this study aims to investigate the effect of CBI on customer loyalty. Third, investigate the role of product involvement as a moderating variable of the relationship between brand distinctiveness, brand social benefit, brand warmth, memorable brand experience and CBI. This research used primary data collected through closed questionnaires using a Likert scale of 1 - 5. The total sample size was 273 respondents located in Semarang City who has or has been using Acer Laptop for minimal one year. This research was conducted using Partial Least Square (PLS) method through SmartPLS 3.0 software. The result of data processing indicated that all of the antecedent factors of CBI have the positive and significant effect on CBI of the user of Acer Laptop. In this case, among the five antecedent factors of CBI, value congruence has the greatest effect on CBI of the user of Acer Laptop. The result of data processing also indicated that CBI has the positive and significant effect on brand loyalty of user of Acer Laptop. This study fails to prove the role of product involvement as a moderating variable of the relationship between brand distinctiveness, brand social benefit, brand warmth, memorable brand experience and CBI of the user of Acer Laptop. Moreover, based on the result of hypothesis testing, this study gives some recommendation to Acer Laptop to develop or create some features which are match with the value of user of Laptop Acer in Semarang City.

Social Success Factors Affecting Implementation of Agile Software Development Methodologies in Software Industry of Pakistan: An Empirical Study

During the past few years it has been observed that the implementation of Agile software development methodologies have become a part and parcel in software development projects not only in large and developed organizations but also in small organizations despite the existence of misapprehension that Agile methodologies are only valid for large scale projects and established organizations. Keeping in view the potential of Agile software methodologies and with the aim of eliminating this misconception, a mixed method methodology was adopted to conduct a study for determining the social factors that contribute or have influence in the successful implementation of Agile software development methodologies. In this study, face-to-face interview sessions were conducted with 271 software professionals that include Portfolio/Program/Project Managers, Scrum Masters and Product Owners representing 28 software development companies operating in Pakistan to gauge the influence of social factors on the success of Agile software projects. The study concluded that the size of the project has nothing to do with the success of a project or otherwise but there exist certain other factors like visionary leadership, degree or level of Agile software practices, congruence value, etc. contribute significantly in success of a project.

The Five Attributes of a Supportive Midwifery Practice Climate: A Review of the Literature.

A supportive work climate is associated with decreased burnout and attrition, and increased job satisfaction and employee health. A review of the literature was conducted in order to determine the unique attributes of a supportive practice climate for midwives. The midwifery literature was reviewed and synthesized using concept analysis technique guided by literature from related professions. The search was conducted primarily in PubMed, CINAHL, Web of Science, and Google Scholar. Articles were included if they were conducted between 2006 and 2016 and addressed perceptions of the midwifery practice climate as it related to patient, provider, and organizational outcomes. The literature identified 5 attributes consistent with a supportive midwifery practice climate: effective leadership, adequate resources, collaboration, control of one's work, and support of the midwifery model of care. Effective leadership styles include situational and transformational, and 9 traits of effective leaders are specified. Resources consist of time, personnel, supplies, and equipment. Collaboration encompasses relationships with all members of the health care team, including midwives inside and outside of one's practice. Additionally, the patients are considered collaborating members of the team. Characteristics of effective collaboration include a shared vision, role clarity, and respectful communication. Support for the midwifery model of care includes value congruence, developing relationships with women, and providing high-quality care. The attributes of a supportive midwifery practice climate are generally consistent with theoretical models of supportive practice climates of advanced practice nurses and physicians, with the exception of a more inclusive definition of collaboration and support of the midwifery model of care. The proposed Midwifery Practice Climate Model can guide instrument development, determining relationships between the attributes of the practice climate and outcomes, and creating interventions to improve the practice climate, workforce stability, and patient outcomes.

LPPCO: A Novel Multimodal Medical Image Registration Using New Feature Descriptor Based on the Local Phase and Phase Congruency of Different Orientations

At present, many feature descriptors-based registration methods have been proven to be robust in case of complex intensity distortions. However, most of these feature descriptors are only related to intensity information in a patch of neighboring pixels and ignoring the neighbor orientation information, which make the registration performance for medical images with low-resolution appear to be weak robustness and low accuracy. To improve the robustness and accuracy, a novel feature descriptor, named Local-Phase mean and Phase-Congruency values of different Orientations (LPPCO), is developed using filter-bank of Log-Gabor filters at different orientations and frequencies. Next, a similarity measure named LPPCOncc is developed using the normalized cross correlation (NCC) of the LPPCO descriptors, followed by a fast template matching techniques for detecting correspondences between the different images. Additionally, a more sensitivity of phase deviation function is presented for the calculation of phase congruency. The main steps of constructing the similarity measure LPPCOncc include: firstly, we extract the local phase mean and phase congruency values for each pixel in each orientation; secondly, local phase mean orientation histograms and phase congruency values orientation histograms over all the pixels are computed respectively, where the maximum response values are chosen to vote for the corresponding bin; thirdly, combining the two resulting histograms obtains the feature descriptor LPPCO; finally, the LPPCO descriptor is compared across images using NCC. Experimental results show that LPPCOncc is robust to complex intensity distortions between multimodal medical images and outperforms other similarity metrics such as NCC and DLSC. Furthermore, LPPCOncc-based registration algorithm preformed on various types of multimodal medical image pairs shows that it outperforms the NMI-based and DLSC-based registration methods in the registration robustness and accuracy.

Organization–stakeholder fit: A dynamic theory of cooperation, compromise, and conflict between an organization and its stakeholders

Research Summary: We advance the concept of organization–stakeholder fit (O–S fit) to explain cooperative behavior between an organization and its stakeholders. O–S fit describes the compatibility that exists between an organization and a stakeholder when their characteristics are well matched. We highlight two dimensions of O–S fit: value congruence, or the supplementary fit of organizational and stakeholder values, and strategic complementarity, or the complementary fit of strategic needs and resources. For each dimension, we detail the unique relational factors—including core elements of trust, predictability, attraction/exchange, and communication—that motivate cooperation. We then explicate the ways in which value congruence and strategic complementarity dynamically interrelate over time. Finally, we consider how organization‐stakeholder misfit may result in alternative relational behaviors, such as conflict or compromise.Managerial Summary: We develop a new way of thinking about the relationship between organizations and stakeholders. Recognizing that positive relationships require a degree of fit or compatibility, we argue that cooperative behavior between an organization and its stakeholders is maximized when relational partners share both core values and strategic priorities. We explain that high fit along these two dimensions increases trust, relational predictability, attraction/exchange, and communication. We also describe how positive relationships might be formed with fit along only one dimension, and how negative relationships might result in the presence of misfit. Ultimately, we suggest that managers who want to foster positive relationships with stakeholders should concentrate on aligning their values and priorities, rather than simply concentrating on one or the other.

Consumer engagement in online brand communities: a solicitation of congruity theory

PurposeThe purpose of this paper is threefold: first, to study the influence of self-brand image congruity and value congruity on consumer engagement in online brand communities (OBCs); second to test whether gender moderates this effect; and third, it also examines the role of consumer engagement as a driver of brand loyalty.Design/methodology/approachUsing an online questionnaire, 443 responses were collected from consumers who are members of at least one OBC on Facebook. Structural equation modeling was used to analyze the data.FindingsThe results revealed that both self-brand image congruity and value congruity significantly affect consumer engagement. A positive effect of consumer engagement on brand loyalty was also attained. Third, the results revealed that gender did not moderate the examined relationships.Practical implicationsThis research integrates and broadens existing explanations of different congruity effects on consumer engagement. This study thus suggests the value of developing their OBCs to exhibit congruence with customers’ self-image and value, which in turn, will contribute to the development of brand loyalty.Originality/valueThis research applies congruity theory to examine the impact of self-brand image- and value congruity on consumer engagement in OBCs. Through the establishment of this novel theoretical link, this study furthers insight into the domain of social media marketing.

How workplace fun influences employees' performance: The role of person–organization value congruence

We drew on affective events theory to investigate the ways in which workplace fun motivates employees and improves their job performance. Analyzing the data collected from supervisor–knowledge worker subordinate dyads in high-tech organizations in mainland China and Taiwan, we found that employees' perceived person–organization value congruence moderated the relation between workplace fun and employees' job performance, and this effect was mediated through their experienced fun. We discuss the theoretical and managerial implications of this mediated moderation mechanism.

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.

An Integrative Model of Managing Software Security during Information Systems Development

This study investigates the critical relationship between organizational system development policies, procedures and processes and the resulting security quality of the systems developed. We draw from a general software quality model to provide a theoretical foundation for testing this relationship. We used paper-based survey as well as online surveys to collect data from software developers and project managers. Our results revealed a significant relationship between management support and security policies and development process control. We also found significant relationships between development-process control and security quality, attitude and security quality, and the interaction between value congruence and commitment to provide security skills development. Counter-intuitively, we did not find a significant relationship between either security policy and security quality or the interaction between security policy and its legitimacy as perceived by systems development personnel. The managerial implications of the study include the need to foster a climate of security skills development through training for system development personnel and also simultaneously find strategies to more closely align their values to the security goals of the organization. Additionally, providing management support to formulate guidelines for development process control can improve the security quality of the systems developed.

Psychosocial work environment within psychiatric inpatient care in Sweden: Violence, stress, and value incongruence among nursing staff.

Psychosocial work environment within psychiatric inpatient care in Sweden : Violence, stress, and value incongruence among nursing staff

Cross‐lagged relations between perceived leader–employee value congruence and leader identification

Building on similarity‐attraction theory and extending research on person–organization value congruence and organizational identification, this study examines the relationship between perceived leader–employee value congruence and leader identification. Using a two‐wave design, data were collected twice with a 6 months’ time lag from a sample of 282 employees. Utilizing cross‐lagged analyses, we examined bidirectional effects between perceived leader–employee value congruence and leader identification. The results provided support for the positive relationship of perceived leader–employee value congruence (Time 1) to leader identification (Time 2) but could not exclude the possibility of a bidirectional relationship. Overall, the study highlights the importance of value congruence for identification processes.Practitioner points HR professionals should put emphasis on values when matching leaders and employees as the employees’ overall assessment of value fit between the leader's and the employees’ values plays an important role in the employees’ identification with the leader. As more support was found for perceived leader–employee value congruence affecting leader identification than vice versa, there should be a greater focus on the employee's overall assessment of value fit with the leader than whether the employee identifies with the leader.

How Does Value Creation Manifest Itself in the Nexus of Sport and Business? A Systematic Literature Review

Sport is a widely used as a vehicle for promoting business. Global brands invest tens of millions of euros in high performance athletes, top teams, and popular sporting events. Studies have also shown the potentiality of sport in the business context. However, relatively few studies have focused on the interaction of business and sport from a value-creation perspective. Knowledge focusing on value creation within and through sport is scattered throughout literature and a systematic understanding of how value creation manifests itself in a business context is lacking. Using a systematic literature review and inductive analysis of 44 empirical studies, the article presents six identified topics that represent the various angles to value creation in the nexus between sport and business. The topics are 1) the many shades of value, 2) brands and sponsorship as value-creators, 3) the value of CSR in and through sport, 4) sport as a network and platform, 5) sport for developing organisations internally, and 6) value congruence and identification. The article contributes to both business management and sports management. The article proposes theoretical and managerial implications and identifies avenues for further research.

Teamwork orientation and personal learning: The role of individual cultural values and value congruence

Orientation: There is a growing body of research that indicates that personal factors such as collectivist value orientation play an important role in individuals’ preference for teamwork, and an individual’s propensity to work in a team is seen as a contributing factor in one’s personal learning. Research purpose: The purpose of this article is twofold. Firstly, the article aims to explore whether individual-level cultural values of power distance, uncertainty avoidance and masculinity–femininity interact with individual collectivist values to influence teamwork orientation. Secondly, the study aims to examine the influence of teamwork orientation on personal learning further exploring the role of perceived value congruence in this relationship. Motivation for the study: While an extensive amount of research has been conducted on teamwork orientation, the question of how individual cultural values influence formation of teamwork orientation is still largely unanswered. This lack is especially evident with regard to how the influence of collectivism on the development of positive attitudes towards teamwork is promoted or inhibited by other values such as power distance, uncertainty avoidance and masculinity–femininity. Moreover, the current evidence about the influence of teamwork orientation on personal learning and the role of personal and contextual factors in such a relationship is still scarce. Research design, approach and method: The study used a cross-sectional survey, with data collected from 120 business students engaged in project teams at a Norwegian university. All the hypothesised relationships were assessed using partial least square structural equation modelling technique. Main findings: The findings indicate that the link between collectivism–teamwork orientation is stronger for team members who scored high on uncertainty avoidance values and the relationship was weaker for team members who endorsed high-power distance values. Teamwork orientation was significantly associated with personal learning independent of the degree of perceived value congruence between individual member and other team members. Practical or managerial implications: Our study offers implications for managing teams and facilitating employee learning and development in organisations. The study may also benefit teachers in higher education in facilitating students’ learning through group activities. Contribution or value-added: This study provides initial evidence on the contingent effect of power distance and uncertainty avoidance in the collectivism–teamwork orientation relationship. The study further contributes to the existing literature on the effects of preference to work in teams by assessing the influence of teamwork orientation on personal learning in addition to considering the role of perceived value congruence in this relationship.

Motivating and Retaining Government Employees: The Role of Organizational Social Capital

ABSTRACTWhile a great deal of attention has been given to the role of performance pay and extrinsic rewards in understanding how to motivate and retain employees, this study points towards the importance of organizational social capital, defined as the sum of collaboration, trust, and value congruence among employees. Using a four-year panel data set of 170 federal agencies, we find a positive effect of social capital on intrinsic motivation but contradicting effects on turnover. Changes in social capital across time mitigate turnover intention but are unrelated to turnover behavior. A cross-sectional analysis shows, however, that the relationship between social capital and turnover behavior is curvilinear and has an inverted u-shape. The findings suggest that social capital can be a double-edged sword, as it is harmful in lower doses but beneficial if a critical mass of employees can participate in the social network, thereby avoiding conflict-laden in- and out-group constellations.