Value Congruence Research Articles

The role of nature of knowledge and knowledge creating processes in knowledge hiding: Reframing knowledge hiding

Knowledge hiding research has traditionally focused on the ways in which knowledge is hidden in the context of interactions between employees. This study advances knowledge hiding research by highlighting the benefits of moving away from the dyadic level of analysis to a multilevel analysis across individuals, groups, and organizations. We also elaborate how knowledge hiding is influenced both by the nature of knowledge and by the modes of knowledge creation in organizations. We propose a theoretical framework that juxtaposes the nature of knowledge – tacit vs. explicit and component vs. architectural – against the four modes – socialization, externalization, combination, and internalization – of the knowledge creating process in organizations. The framework developed in our study also enables us to identify four distinct root causes of knowledge hiding in organizations – functional bias, misaligned incentives, dysfunctional resource allocations, and value incongruence.

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.

Factors determining individuals’ participation in volunteer work: A study of the Cape Coast Metropolis in the Central Region of Ghana

Person-organisation fit is the compatibility between individuals' and the organisations' attributes. Researchers have used a variety of dimensions to measure this compatibility. In measuring the similarity between the individual and organization, this study has focused on goal and value congruence. The current study aimed to investigate the person-organization fit factors that influence individuals' participation in volunteer activities. A 16-item scale that consisted of two 8-item subscales was constructed to measure the individual and organization congruence. About 404 respondents completed the questionnaire in the Cape Coast Metropolis in Ghana. The data were analyzed using descriptive statistics, cross tabulation and principal component analysis. The study revealed that diverse group of people were involved in NGO volunteer activities. The factor analysis show a two-component solution that explained a total of 61.83 ​% of the variance, with component 1 (person factor) contributing 54.57 ​% and component 2 (organization factor) contributing 7.26 ​%. The high communality values of the individual items for the person and organization factors, ranging from .413 to .766, are indicative of the similarity of the goals and values. The strong positive correlation between the two subscales (r = .63) shows that fit exists between the individuals and organizations' factors might have a positive influence on the study respondents’ participation in volunteer activities. It is imperative that NGOs, especially those in the Cape Coast Metropolis pay particular attention to specific person-organization fit factors to attract, recruit and retain potential volunteers in the future.

The Choice of a Leader: CEO Sociopolitical Activism as a Signal of Authentic leadership

Moral approaches to leadership have flourished mirroring employees’ increasing demand for meaningful work. Yet, extant theory provides little guidance on how employers could signal such leadership to job seekers. To fill this void, this paper focuses on CEO authentic leadership and investigates the signaling efficacy of salient value expressions by the most externally visible leader of a company. Drawing from signaling theory and the literature on follower attributions of authentic leadership, the authors propose CEO sociopolitical activism as an effective signal for CEO’s authentic leadership. Two experiments, including a parallel design for causal mediation inferences, support that authentic leadership attributions to the CEO mediate the positive impact of CEOs’ activism on employer attractiveness perceptions by job seekers. Value congruence of the CEO and job seeker is further identified as a contingency to this mediation, thus illuminating its role both for CEO activism and authentic leadership perceptions. This paper contributes to signaling theory and leadership research as well as to practitioners seeking to benefit a social cause without jeopardizing their bottom line.

The Relationship Between Job Satisfaction and the Congruence of Desired and Perceived Job Attributes: An Exploratory Study of IT Professionals

Abstract The main purpose of this study was to investigate whether employee job satisfaction is associated with the congruence between desired and perceived job attributes. The desired and perceived levels of 30 job attributes were measured on employees from a large Information Technology (IT) company based in Romania. Results indicate that employees who experience congruence between desired and perceived job attributes have higher levels of overall job satisfaction, confirming the assumptions of the value congruence theory. In addition, the results of this study show that employee job satisfaction is associated with both intrinsic and extrinsic factors i.e., job attributes. This indicates that extrinsic factors can also be a source of job satisfaction, the same as intrinsic factors, which is contrary to what Herzberg's motivation-hygiene theory assumes.

Emotions Toward Sustainable Innovations: A Matter of Value Congruence.

Public resistance to sustainable innovations is oftentimes accompanied by strong negative emotions. Therefore, it is essential to better understand the underlying factors of emotions toward sustainable innovations to facilitate their successful implementation. Based on the Value-Innovation-Congruence model of Emotional responses (VICE model), we argue that positive and negative emotions toward innovations reflect whether innovations are congruent or incongruent with (i.e., support or threaten) people's core values. We tested our reasoning in two experimental studies (N = 114 and N = 246), by asking participants to evaluate innovations whose characteristics were either congruent or incongruent with egoistic values (study 1) or with biospheric values (study 1 and study 2). In line with the VICE model, we found overall that the more an innovation was perceived to have characteristics congruent with these values, and biospheric values in particular, the stronger positive and the weaker negative emotions they experienced toward the innovation, especially the more strongly people endorsed these values. Emotions, in turn, were related with acceptability of innovations. Our findings highlight that emotions toward innovations can have a systematic basis in people's values that can be addressed to ensure responsible decision-making on sustainable innovations.

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.

Enhancing the organisational commitment of public sector accounting staff through the pursuit of CSR objectives

PurposeThis study aims to examine the interrelationship between the employee public service motivations (PSM), organisational corporate social responsibility (CSR) objectives and employee organisational commitment amongst accounts department staff in public service organisations.Design/methodology/approachSurvey data is taken from tax accountants and accounts administration staff (n = 285) across seven South Korean state-owned enterprises involved in the provision of various public services (utilities, infrastructure, energy and housing). Structural equation modeling techniques are used to conduct mediation and moderated-mediation analysis.FindingsResults show that both employee PSM and organisational CSR are significant in determining organisational commitment, especially where they result in value congruence. The authors also find that perceived levels of internal and external CSR are significant in moderating the impact of different dimensions of PSM.Practical implicationsAs accounting in public service organisations faces growing professional and commercial demands to address stakeholder needs, the need for organisations to retain accounts staff with the necessary motivations is vital. The findings highlight the importance of value congruence in achieving long-term employee organisational commitment and the need for the CSR objectives of organisations to take account of both external and internal stakeholders.Originality/valueLittle research has examined the relationship between PSM and organisational commitment amongst accounting staff in the quasi-public/private state-owned enterprise sector. This despite the level of organisational (e.g. introduction of new public management approach) and professional change (e.g. regulatory changes) experienced over the past two decades and the importance of the sector in public service provision.

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.

Effects of internal brand knowledge dissemination on the employee

PurposeThis study aims to examine the internal brand knowledge dissemination process in the banking sector and its effects on employees. Specifically, it focuses on the key roles of employee identification with both the organization and with the customer as antecedents of behaviors supportive of the brand, i.e. employee citizenship behaviors and recommendation behaviors.Design/methodology/approachAn empirical study was carried out in a major Spanish bank. Data gathered from a survey of 315 employees were analyzed through structural equation modeling.FindingsThe results showed that employees' perceptions of brand value congruence are key in explaining their identification with both the organization and with the customer. However, the employees' perceptions of the brand's authenticity explained only their recommendations of the bank as a good place to work.Originality/valueThese findings contribute to the advance in the current knowledge of the role of variables such as brand authenticity and employee–customer identification in internal brand management. From a managerial viewpoint, the results provide insights into the importance of employees' perceptions and attitudes when it comes to brand knowledge dissemination.

A Cultural Value Congruence Approach to Organizational Embeddedness

Abstract. Drawing on the person–organization fit theory, we investigate how the value congruence between employees’ collectivist values and their perception of organizational collectivism influences organizational embeddedness. Based on a survey of 515 working adults, the polynomial regression and response surface analysis results support that embeddedness is highest in the presence of both high individual and organizational collectivism. Additionally, the smaller the discrepancy between the two perceptions, the more embedded the employees. Our study contributes to the cultural perspectives in the organizational embeddedness research by theorizing and measuring the impact of collectivism at the individual level. The findings also contribute to the person–organization fit theory by identifying a value congruence approach to organizational embeddedness.

The Impact of the CSR-Embedded Crisis Response: The Role of Values Congruence between Leadership Styles and CSR Motives

Grounded in the values congruence proposition, this study examined the interplay between leadership styles and corporate social responsibility (CSR) motives in different crisis contexts. The results of a 2 (crisis type) × 2 (leadership style) × 2 (CSR motives) between-subjects experiment showed that the congruent combination of leadership styles and CSR motives maximized the insulating effect of CSR practice but only when the crisis type was victim. In a victim crisis, utilizing intrinsic CSR motives gained greater word-of-mouth intention and purchase intention when combined with transformational leadership than with transactional leadership. In a preventable crisis, the positive effect of values congruence disappeared and even backfired. More specifically, the congruence between transactional leadership and extrinsic CSR motives amplified the negative impact of a crisis. Theoretical and practical implications are discussed.

Identification and emotional attachment in higher education: antecedents and consequences

ABSTRACT Identification and attachment are topics comprehensively investigated in consumer–brand and person–non-business institution relationships. However, little is known about the antecedents and consequences of these concepts in the university–student relationship. We investigate the attachment–identification connection with the student–university relationship viewpoint. Therefore, we first researched the effects of trust, faculty image, perceived quality, and value congruence on student–university identification. Second, we assessed emotional attachment and student satisfaction as identification’s consequences. Finally, we considered positive word-of-mouth as the outputs of attachment and satisfaction. We found that perceived quality, faculty image, trust, and value congruence reinforce student–school identification. Also, identification is the emotional glue that cements the bond between students and school to ensure satisfaction. Besides, attachment and satisfaction lead to positive word-of-mouth. Additionally, serial mediation analyses showed that identification, attachment, and satisfaction create the links between the identification’s antecedents and positive WOM. We also found differences between students and graduates in some relationships.

Believe to go the extra mile: the influence of internal CSR initiatives on service employee organizational citizenship behaviors

PurposeLeveraging the power of corporate social responsibility (CSR) is strategically important to corporations. Although various studies have explored the positive effects of CSR, few have been devoted to the investigation of CSR related to service employees from the internal marketing perspective. Therefore, this study fills this research gap by developing a conceptual model based on social influence theory to explain how internal CSR initiatives affect service employees' attitudes and behaviors.Design/methodology/approachThis study develops and empirically tests a theoretical model examining the impact of internal CSR initiatives (i.e. internal dissemination of and management support for CSR) on service employees' attitudes toward an organization (i.e. employee–company identification and value congruence), which ultimately enhance their organizational citizenship behaviors (OCBs) toward customers, other employees and the organization. Survey data from 271 frontline employees of service firms actively involved in CSR-related activities were examined with structural equation modeling.FindingsThe results suggest that perceived internal dissemination of and management support for CSR affect service employees' citizenship behaviors toward customers, other employees and the organization through the mediation of employee–company identification and value congruence.Practical implicationsInternal CSR initiatives are highly related to service employees' various OCBs that are beneficial to improving the service performance of firms. Therefore, it is imperative for companies to devote attention to internal marketing dissemination while promoting CSR. In addition, as managers' attitudes and behaviors trickle down to employees, service supervisors' support of CSR activities plays a significant role in forming employee perceptions of a firm's CSR dedication.Originality/valueThis study represents one of the first to view internal CSR initiatives as an effective internal marketing lever. Moreover, the relationship between internal CSR initiatives and service employees' OCBs – OCB toward customers, other employees and the organization – is proposed and tested with an empirical model, providing significant contributions.

The relationship between perceived value congruence and teacher commitment: a moderated mediation model of teacher self-efficacy and time pressure

ABSTRACT Based on the person-organisation fit theory, this study examines the underlying mechanisms of the relationship between value congruence and teacher commitment among schoolteachers. We tested whether value congruence was related to higher teacher commitment via teacher self-efficacy and whether time pressure moderated these potential direct and indirect relationships. We tested our hypotheses on a sample of 1831 schoolteachers (63.5% women; Mage = 35.4). Using structural equation modelling, we found that value congruence was related to higher teacher self-efficacy, which, in turn, was related to higher teacher commitment. The relationships between value congruence and teacher self-efficacy and commitment and the indirect relationship via self-efficacy were weaker for those teachers who perceived more time pressure. Actions designed to promote value congruence may help to promote teacher self-efficacy and result in higher commitment. Furthermore, schools should develop a positive form of reciprocation by helping teachers to reduce unnecessary workload.

Ethical person-environment fit: An integrative definition, key findings, and a call for future research

Although studies of ethical fit have been informative, the need to map a variety of seemingly disparate ethics-centered constructs (e.g., values congruence, ethical conflict) to the ethical fit domain still exists. Thus, a tripartite framework of ethical person-environment fit is proposed that includes affective, behavioral, and cognitive dimensions, resulting in a parsimonious set of ethical fit types. An integrative definition of ethical fit is provided, describing what constitutes ethical fit between employees and the organizational environment. Using the proposed organizing framework, empirical research on ethical fit is reviewed, highlighting key findings, resolving conceptual challenges, and identifying areas for future research. This review of the ethical fit literature revealed that there was an inconsistent pattern of results for studies operationalizing ethical fit using affective constructs. Conversely, those using moral-cognitive constructs, or a combination of affective, behavioral, and cognitive constructs consistently demonstrated positive associations between ethical fit and outcomes.

Spatial Congruence Analysis (SCAN): A method for detecting biogeographical patterns based on species range congruences.

Species with congruent geographical distributions, potentially caused by common historical and ecological spatial processes, constitute biogeographical units called chorotypes. Nevertheless, the degree of spatial range congruence characterizing these groups of species is rarely used as an explicit parameter. Methods conceived for the identification of patterns of shared ranges often suffer from scale bias associated with the use of grids, or the incapacity to describe the full complexity of patterns, from core areas of high spatial congruence, to long gradients of range distributions expanding from these core areas. Here, we propose a simple analytical method, Spatial Congruence Analysis (SCAN), which identifies chorotypes by mapping direct and indirect spatial relationships among species. Assessments are made under a referential value of congruence as an explicit numerical parameter. A one-layered network connects species (vertices) using pairwise spatial congruence estimates (edges). This network is then analyzed for each species, separately, by an algorithm which searches for spatial relationships to the reference species. The method was applied to two datasets: a simulated gradient of ranges and real distributions of birds. The simulated dataset showed that SCAN can describe gradients of distribution with a high level of detail. The bird dataset showed that only a small portion of range overlaps is biogeographically meaningful, and that there is a large variation in types of patterns that can be found with real distributions. Species analyzed separately may converge on similar or identical groups, may be nested in larger chorotypes, or may even generate overlapped patterns with no species in common. Chorotypes can vary from simple ones, composed by few highly congruent species, to complex, with numerous alternative component species and spatial configurations, which offer insights about possible processes driving these patterns in distinct degrees of spatial congruence. Metrics such as congruence, depth, richness, and ratio between common and total areas can be used to describe chorotypes in detail, allowing comparisons between patterns across regions and taxa.

Leader–subordinate congruence in power distance values and voice behaviour: A person–supervisor fit approach

AbstractAlthough the literature on voice suggests that subordinates low in power distance values (i.e. those who neither believe nor accept the unequal distribution of power in organisations) should engage in voice behaviour more frequently, the empirical research has returned equivocal findings. Drawing from person–supervisor (P–S) research, we propose that subordinates' decision to engage in voice depends on the joint effects of leaders and subordinates' power distance values. Specifically, we investigate varying configuration of leader–subordinate power distance congruence and incongruence on subordinates' voice. Additionally, as employees' values may constitute more distal antecedents of voice behaviour, we also examine the mediating role of affective trust in the leader as affective trust constitutes a more proximal antecedent of proactive behaviours such as voice. Utilising data from 236 subordinates and their leaders, our results show that voice is most frequent when (a) leaders and followers share low power distance values and (b) when leaders score low and subordinates high on these values. Additionally, affective trust fully mediates the relationship between power distance value congruence and voice. We discuss the theoretical and practical implications of our findings.

Impact of Stroke Call on Career Satisfaction and Burnout for Academic Neurointerventionalists: A Grounded Theory Model

The demand of thrombectomy treatment for acute ischemic stroke increased dramatically in the United States after the publication of 5 pivotal trials in 2015. The impact of call burden on career satisfaction and burnout in neurointerventionalists has not been explored. A qualitative approach was chosen to obtain rich, detailed accounts of physician experiences. From July 2018 to July 2019, we conducted in-depth, semistructured interviews (mean duration, 43 minutes) with 16 academic neurointerventionalists from various institutions in the United States. Participants were chosen from the Society of Neurointerventional Surgery to include multiple specialties, career stages, and geographic locations. Key themes/subthemes were organized into a conceptual model and shown by exemplary quotes. Participants report a diverse range of previously uncharacterized ways in which stroke call responsibilities affect their lives. Unrealistic performance expectations, discipline-based inequalities, poor organizational workflow, limited opportunities for growth and advancement, and lack of control over call conditions are some of the key themes identified. Participants describe a need for interventions that address both the issues of workload stress (i.e., resources for stroke call and administrative work) and their ability to accomplish professional goals (i.e., flexible work arrangements, leadership autonomy support, and organizational value congruence). The burden of stroke call has strong implications for career satisfaction and burnout in neurointerventionalists. This model can be used by hospitals, departments, and physician groups to better conceptualize conditions that facilitate burnout and attrition. Changes to hospital management practices and culture may be the most productive focal areas for intervention.