Value Congruence Research Articles

A Multilevel Investigation of the Association between Collective Psychological Ownership as Psychosocial Resources and Social Workers’ Turnover Intention

Abstract Using a multilevel approach and a nationally representative sample of 5,478 social workers from 813 social service organisations in China, this study investigated the association between collective psychological ownership (CPO), an emerging construct of psychosocial resources characterised by sharedness, and social workers’ turnover intention by controlling for psychological demands (i.e. emotional exhaustion and role ambiguity) and psychological resources (i.e. self-perceived autonomy, self-perceived and composite person–organisation value congruence, and self-perceived and composite social support). The results showed that CPO conceptualised as both individual- and organisational-level psychosocial resources were negatively associated with social workers’ turnover intention. The findings of the study will draw implications for keeping social workers and other helping professionals in their organisations by practicing co-workers’ shared agency and joint actions defined in terms of collective decision-making and hardship endurance.

The Effects of leader–member perception of LMX quality

Unlike most leader-member exchange research based solely on members' perceptions, the purpose of this study is focusing on leader-follower mutual perceptions of LMX and how it is related to work value congruence and follower outcomes such as affective commitment and turnover intention. Furthermore, we consider organizational culture and LMX differentiation as contextual variables that influences an antecedent and consequence of mutual perception of LMX. For this study, survey was administered to employees of various companies, and both leader and follower reported their perceptions of LMX. We finally analyzed responses of 266 leader-member dyad from 60 teams of 19 companies. The results show that leader-follower work-value congruence positively related to LMX perceived by leader-member and the sequential mediating effect of mutual perception of LMX and affective commitment in the relationship between work value congruence and turnover intention. Especially, through multilevel analysis, we examined the cross- level moderating effects of contextual variables such as organizational culture and LMX differentiation on mutual perception of LMX. As expected, findings show that the positive relationship between work value congruence and LMX perceived by leader-member is strengthened in the low ““performance oriented”” culture compared to high performance-oriented culture. Although the result was marginally significant, we also found that the cross-level interaction effects of LMX differentiation based on leader ratings on the relationship between the leader-member mutual perception of LMX and affective commitment. This implies that high mutual perception of LMX quality increases subordinate’s affective commitment when leader’s differentiation is low, and it results in lower turnover intention.

The Effects of Employer Branding on Value Congruence and Brand Love

This study examines the effect of employer brand on employees’ brand love by applying value congruence theory. A survey was conducted with employees of well-known hotel brands in South Korea. The results show that not all employer brand dimensions equally contribute to the formation of brand love. While economic, social, and development values positively influence brand love, interest value and application value did not affect brand love formation. Employees’ value congruence perceptions mediate this effect because employees could infer what values employers care about based on the benefits that a hotel brand offers. This study contributes to the literature by linking value congruence with employer branding and brand love. Based on our findings, hospitality managers can redesign all work activities and apply employer branding principles to reflect employment value to achieve employee’s brand love.

Pengaruh Person Organization Fit terhadap Employee Outcomes dengan Job Satisfaction sebagai Variabel Intervening

This study examines the factors that influence employee outcomes, using the dimensions of person organization fit, namely the values congruence, personality congruence, work environment congruence, and job satisfaction as an intervening variable. This research belongs to the category of conclusive research that seeks a causal relationship between person organization fit and employee outcomes through job satisfaction. There are 7 hypotheses proposed to prove the direct or indirect effect between the independent and dependent variable through the intervening variable. Data was collected using a survey method with data collection tools in questionnaires distributed to administrative employees at private universities in Surabaya as many as 104 respondents. After the data is collected, then it is processed and analyzed using SEM-PLS 3.0. Based on the results of the analysis and discussion of the relationship between the factor of person-organization fit and employee outcomes (EO) which in this study is proxied by organizational commitment (organizational commitment), the integrative conclusion of this study is that person organization fit (PO fit) can affect employees outcome either directly or through job satisfaction as an intervening variable

Leader knowledge hiding, feedback avoidance and hotel employee outcomes: a moderated mediation model

PurposeThe purpose of this paper is to develop and test a research model that investigates feedback avoidance behavior (FAB) as a mediator of the impact of leader knowledge hiding (LKH) behavior on creativity and job performance. The model also examines whether leader-follower value congruence (LFVC) moderates the aforementioned mediating linkages.Design/methodology/approachData were collected from hotel managerial employees in two waves and their superiors in Pakistan. The hypotheses were gauged via macro PROCESS.FindingsThe findings reveal that LKH behavior intensifies employees’ FAB, which, in turn, impedes their creativity and job performance. The findings further demonstrate that the positive impact of LKH behavior on FAB is stronger among employees high on LFVC.Practical implicationsManagement should arrange workshops that highlight the critical role of leader’s knowledge sharing with the relevant individuals. This is so important because knowledge hiding behavior heightens FAB and erodes creativity. These workshops can be followed by training programs, which focus on the importance of knowledge exchange and feedback-seeking behavior. Top managers’ and/hotel owners’ participation in these programs can be a force for mutual trust and cultivate LFVC.Originality/valueThe hospitality and tourism literature is devoid of evidence about the underlying process through which LKH behavior influences employee outcomes. The paper enhances current knowledge by proposing FAB as a mediator of the influence of LKH behavior on creativity and job performance. The paper is the first of its kind by assessing whether LFVC moderates the indirect influence of LKH behavior on creativity and job performance via FAB.

From theory to practice: Value congruence in performance measures in U.S. federal agencies

AbstractThis study examines the performance measurement of four different values (efficiency, service quality, customer service satisfaction, and social equity). This study also distinguishes between the values emphasized at the three stages of the policy process model: process, output, and outcome. The prevalence of each value is compared across time and at various stages of the policy process at the agency level. By tracking trends of values in performance measures across years based on different stages of the policy process, this study found that value congruence exists across years at the agency level. This study finally provides practical implications.

Trust and The Acquisition and Use of Public Health Information

Information is clearly vital to public health, but the acquisition and use of public health data elicit serious privacy concerns. One strategy for navigating this dilemma is to build 'trust' in institutions responsible for health information, thereby reducing privacy concerns and increasing willingness to contribute personal data. This strategy, as currently presented in public health literature, has serious shortcomings. But it can be augmented by appealing to the philosophical analysis of the concept of trust. Philosophers distinguish trust and trustworthiness from cognate attitudes, such as confident reliance. Central to this is value congruence: trust is grounded in the perception of shared values. So, the way to build trust in institutions responsible for health data is for those institutions to develop and display values shared by the public. We defend this approach from objections, such as that trust is an interpersonal attitude inappropriate to the way people relate to organisations. The paper then moves on to the practical application of our strategy. Trust and trustworthiness can reduce privacy concerns and increase willingness to share health data, notably, in the context of internal and external threats to data privacy. We end by appealing for the sort of empirical work our proposal requires.

Self-congruence theory: Factors affecting brand loyalty in fast-moving consumer goods industry

This study aims to formulate a conceptual model for analyzing several variables on customer engagement and brand loyalty, especially in the fast-moving consumer goods (FMCG) industry. The self-congruence theory used in this study will go through the value of congruity, brand attractiveness, and customer-brand identification. The study uses structural equation modeling with samples of 105 respondents. The result is value congruence has a positive effect on brand attractiveness and customer brand identification. Customer engagement has a positive impact on customer brand identification. Brand attractiveness has a positive impact on customer brand identification and brand loyalty. Also, customer brand identification has a positive effect on brand loyalty.

Multiple perspectives of measuring organisational value congruence

Multiple perspectives of measuring organisational value congruence

Public engagement and AI: A values analysis of national strategies

Calls for public engagement and participation in AI governance align strongly with a public value management approach to public administration. Simultaneously, the prominence of commercial vendors and consultants in AI discourse emphasizes market value and efficiency in a way often associated with the private sector and New Public Management. To understand how this might influence the consolidation of AI governance regimes and decision-making by public administrators, 16 national strategies for AI are subjected to content analysis. References to the public's role and public engagement mechanisms are mapped across national strategies, as is the articulation of values related to professionalism, efficiency, service, engagement, and the private sector. Though engagement rhetoric is common, references to specific engagement mechanisms and activities are rare. Analysis of value relationships highlights congruence of engagement values with professionalism and private sector values, and raises concerns about neoliberal technology frames that normalize AI, obscuring policy complexity and trade-offs.

An integrative conceptual two-factor model of workplace value congruence and incongruence

PurposeThe purpose of this paper is to integrate research conducted on work values, political values and cultural values to develop a new heuristic model of values that can be applied to workplace outcomes.Design/methodology/approachThis is a conceptual paper that draws upon the work values, political values and cultural values literatures and the “similarity leads to attraction” and “dissimilarity leads to repulsion” hypotheses to advocate an integrative conceptual model spanning these constructs.FindingsIntegrating the three types of values with the underlying hypotheses of “similarity leads to attraction” and “dissimilarity leads to repulsion”, an internally consistent two-factor model of values is developed. This heuristic model argues that one set of factors causes value congruence and its associated outcomes and a different set of factors causes value incongruence and its associated outcomes. By conceptualizing value congruence and value incongruence as a two-factor theory, the idea is advanced that people do not assess value similarity and value dissimilarity unidimensionally, but these are two separate dimensions supported by different theoretical hypotheses and processes.Originality/valuePrevious conceptual work on values has isolated different types of values and considered them separately. A contribution is made by integrating the three main streams of values research. The paper is the first to advocate a two-factor theory to values and the first to incorporate the “similarity leads to attraction” and “dissimilarity leads to repulsion” hypotheses. The model repositions the focus for future research on value congruence and incongruence.

Congruences for critical values of higher derivatives of twisted Hasse–Weil L-functions, III

AbstractLetAbe an abelian variety defined over a number fieldk, letpbe an odd prime number and let$F/k$be a cyclic extension ofp-power degree. Under not-too-stringent hypotheses we give an interpretation of thep-component of the relevant case of the equivariant Tamagawa number conjecture in terms of integral congruence relations involving the evaluation on appropriate points ofAof the${\rm Gal}(F/k)$-valued height pairing of Mazur and Tate. We then discuss the numerical computation of this pairing, and in particular obtain the first numerical verifications of this conjecture in situations in which thep-completion of the Mordell–Weil group ofAoverFis not a projective Galois module.

Transformative Leadership Journeys: Learning and Identity of University Leaders of Engaged Scholarship

University-community engagement (UCE) researchers have developed taxonomies, frameworks and practices for the field, but have not deeply considered issues of social, cultural, political, geographical and economic dimensions of theory and practice in institutions and their communities, including faculty, staff, and senior leadership. These dimensions may include institutional and personal history, such as religious affiliations; epistemology; forms of leadership; power structures; and social locations, among others. These cultural forms are reflected in institutional discourse, for example the narratives of engagement actors, and can be expressed in a variety of cultural artifacts including personal stories of praxis. Leading community engagement efforts is a transformative values-driven activity; we believe that transformative leadership is a process of continual, transformative learning, which is fundamentally a process of identity transformation. The narratives of six institutional leaders of community-engaged scholarship (CES) in higher education are examined for how their various scholarly and professional identities have developed through transformative learning processes), revealing themes of serendipity, moral coherence, values congruence, agentic change, moral courage, authenticity, relational practice and generativity that integrate these stories.

Exploring smart wearables through the lens of reactance theory: Linking values, social influence, and status quo

With production increases and new affordances offered by wearable devices, it is surprising that individuals resist the adoption and use of smartwatches. This study examines the barriers to smartwatch adoption to understand why individuals avoid smart technologies. To more fully understand this phenomenon, we draw from reactance theory, which suggests that individuals will react against efforts that infringe upon their perceptions of freedom. Specifically, we develop a research model that explores how perceptions of value incongruence and social influence affect perceptions of freedom restriction, affecting perceptions of intrusiveness of the smartwatch and result in status quo behaviors towards the smartwatch. We test this model by surveying individuals who do not own smartwatches about their perceptions. We contribute to research with new applications of reactance theory to explain smartwatch status quo. We offer implications for practitioners on how to mitigate the status quo behaviors towards smartwatches.

Individualism/collectivism and perceived consumer effectiveness: The moderating role of global–local identities in a post‐transitional European economy

AbstractWhat explains why some consumers believe their individual consumption choices impact the natural environment, social issues, and employee well‐being and others do not? This study examines the moderating role of global and local social identities on the relations between cultural values of vertical and horizontal individualism and collectivism, and perceived consumer effectiveness. Data were collected from 432 respondents in Poland. Individuals who report high values of vertical individualism and high vertical collectivism believe their individual purchase decisions impact the natural environment, social and community issues and employee welfare. It is the acceptance of responsibility for oneself (vertical individualism) and others (vertical collectivism) that explains why some people believe their consumption choices affect wider societal and environmental issues. Global identity strengthens this for vertical individualists, and local identity strengthens this for vertical collectivists. We provide evidence that the conceptual distinction between horizontal and vertical orientations of individualism and collectivism matters when explaining perceived consumer effectiveness. The study confirms that global and local social identities are meaningful variables in the context of perceived consumer effectiveness. The concept of value congruence explains the hypothesised relations only partially. The study contributes to the literature on consumer behaviour in the context of the post‐transitional economy of Poland.

Clarifying Values: An Updated and Expanded Systematic Review and Meta-Analysis

BackgroundPatient decision aids should help people make evidence-informed decisions aligned with their values. There is limited guidance about how to achieve such alignment.PurposeTo describe the range of values clarification methods available to patient decision aid developers, synthesize evidence regarding their relative merits, and foster collection of evidence by offering researchers a proposed set of outcomes to report when evaluating the effects of values clarification methods.Data SourcesMEDLINE, EMBASE, PubMed, Web of Science, the Cochrane Library, and CINAHL.Study SelectionWe included articles that described randomized trials of 1 or more explicit values clarification methods. From 30,648 records screened, we identified 33 articles describing trials of 43 values clarification methods.Data ExtractionTwo independent reviewers extracted details about each values clarification method and its evaluation.Data SynthesisCompared to control conditions or to implicit values clarification methods, explicit values clarification methods decreased the frequency of values-incongruent choices (risk difference, –0.04; 95% confidence interval [CI], –0.06 to –0.02; P < 0.001) and decisional conflict (standardized mean difference, –0.20; 95% CI, –0.29 to –0.11; P < 0.001). Multicriteria decision analysis led to more values-congruent decisions than other values clarification methods (χ2 = 9.25, P = 0.01). There were no differences between different values clarification methods regarding decisional conflict (χ2 = 6.08, P = 0.05).LimitationsSome meta-analyses had high heterogeneity. We grouped values clarification methods into broad categories.ConclusionsCurrent evidence suggests patient decision aids should include an explicit values clarification method. Developers may wish to specifically consider multicriteria decision analysis. Future evaluations of values clarification methods should report their effects on decisional conflict, decisions made, values congruence, and decisional regret.

Mission statement effectiveness: investigating managers' sensemaking role

PurposeThis study highlights the instrumental role of the mission statement as a tool used by managers to shape value congruence to achieve enhanced employee performance levels.Design/methodology/approachA variance-based structural equation modelling was used to analyse the data obtained from a sample of 123 managers working in private organisations in Malaysia.FindingsThe management sensemaking approach is useful in mission statement research. Managers' involvement in clarifying the mission statement to various firm stakeholders, especially employees, is the strongest predictor of value congruency between employees and the firm, leading to improved levels of employee behavioural performance. Managers can influence value congruency through two processes: (1) guiding and shaping employees' values and (2) adapting the mission statement's contents.Research limitations/implicationsFuture studies can consider the impact of managerial role modelling on employees' value alignment with the firm in longitudinal studies. Other aspects of alignment offer further research opportunities, for example, HR policy alignment and alignment of marketing and operation strategies with the mission statement.Practical implicationsManagers should move beyond treating the mission statement as a management tool. Instead, it is a firm philosophy that reflects managers' words and deeds and exemplifies their philosophical ideals.Originality/valueDespite three decades of research into the relationship between the mission statement and performance, the results have been mixed. Therefore, this study adopts a sensemaking approach to research the mission-performance relationship underpinned by the resource-based view (RBV) theory.

Study from Korea shows strong CSR policies significantly increase job seekers' application intentions

PurposeThis study investigated how and when corporate social responsibility (CSR) fosters job seekers’ application intentions. The authors used a “mediated moderation mode” to explore the positive effect of CSR on job seekers’ intention to apply. They considered the moderating role of applicants’ calling and the mediating role of value congruence in the relationship between the person and organization.Design/methodology/approachTo test their hypotheses the authors developed a questionnaire and sent it to a sample of 259 college students with a mean age of 22.67 in South Korea. All were either prospective or current job seekers and 55.2pc were female. Two scenarios were developed based on the real-life case of a well-known coffee franchise’s CSR policies. The scenarios were identical except that one had more proactive CSR policies.FindingsResults showed that a company’s proactive CSR programs increase job seekers’ intention to apply, which was moderated by their “calling” for the job. The research also demonstrated that “value congruence” between the applicant and the organization fully mediated the interaction between CSR and calling. The results, the authors said, suggested that engaging in active CSR could attract job applicants, providing a potential competitive advantage.Originality/valueThe authors said their study contributed to the literature as it took the job seeker’s perspective whereas most previous research on calling focused on employees. They said it was the first study to empirically demonstrate the interaction between a sense of calling and CSR.

Support or evaluate? The multifaceted role of supervisors during the newcomer socialization process

This study develops theory related to how the socialization process occurs from the supervisor's perspective. Using interview data from 102 supervisors, we find that most supervisors simultaneously evaluate (using monitor behaviors) and promote (using inform and support behaviors) newcomers' fits. Supervisors do so by switching their focus three times: first, from general employability to person–group fit; second, from person–group fit to person–job fit; and third, from person–job fit to person–organization fit. We observed variations in the order in which supervisors evaluated and promoted newcomers' types of fits. However, we found that supervisors evaluated and promoted newcomers' fits consistently following the same order in terms of fit paradigms: first adopting a demands–abilities fit paradigm, then a needs–supplies fit paradigm, and finally a value congruence fit paradigm. We contribute to the socialization and fit literatures.

Comparing Demanded Work Values, and the Relationship between Work Values Congruence and Organizational Commitment between the Gen-X and Gen-Y Employees in Klang Valley, Malaysia

The purpose of this study was to identify the relationship between work values congruence and organizational commitment as well as to determine the comparison between demanded work values between generation X (Gen-X) and generation Y (Gen-Y) cohort generation staff in the field of Accounting and Finance in the Klang Valley, Malaysia. This is because information regarding workplace diversity is very important to create a better workplace environment in stimulating organizational effectiveness specially to cater on different age among employees. Therefore, this research used a quantitative, survey and purposive sampling involving established instruments; these include Work Value Inventory (WVI), Work Value Congruence Scale (VCS), and the Organizational Commitment Questionnaire (OCQ). The results of Pearson correlation analysis among 169 respondents showed that there was a significant relationship between the work value congruence and organizational commitment (r = 0.617, k 0.01). In addition, a t-test analysis indicated only six dimensions of demanded work values were significantly different between Gen-Y and Gen-X including management, prestige, nature of supervisor, lifestyle, economic returns, and variety of task. From these, Gen-X had higher mean score in management, prestige, nature of supervisor and lifestyle; meanwhile, Gen Y had higher mean score in economic returns and variety of tasks. This research implies that there is a significant difference between Gen-X and Gen-Y in terms of demanded job values; in which, the congruence work values was significantly correlated with organizational commitment. Therefore, employers need to be more careful and vigilant in managing the job behaviour of Gen-X and Gen-Y employees to ensure that both generations can work as a team and sustain a high level of work performance.