The predictive power of values for organizational outcomes

Song, Qianqi

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https://hdl.handle.net/2142/88312 Copy

Description

Title

The predictive power of values for organizational outcomes

Author(s)

Song, Qianqi

Issue Date

2015-07-22

Director of Research (if dissertation) or Advisor (if thesis)

Rounds, James

Committee Member(s)

Newman, Daniel A.

Department of Study

Psychology

Discipline

Psychology

Degree Granting Institution

University of Illinois at Urbana-Champaign

Degree Name

M.A.

Degree Level

Thesis

Keyword(s)

• values
• Person–environment fit (P-E fit)
• job satisfaction
• job performance
• meta-analysis

Abstract

Despite theory suggesting that values guide the perception and behavior of individuals in work settings, values have yet to be systematically investigated in terms of their relationships with organizational outcomes. Moreover, according to Schwartz’s value theory (Schwartz, 1992) and person-environment fit theory (e.g., Kristof, 1996), value fit indices, which quantify the degree of match between an individual’s and an organization’s values, should be more strongly related to organizational outcomes than are value scores alone. Three previous meta-analyses (Verquer, Beehr & Wagner, 2003; Kristof-Brown, Zimmerman & Johnson, 2005; Arthur, Bell, Villado & Doverspike, 2006) have examined the relation between value fit and organizational outcomes. The present paper extends meta-analytic research on values by including value score and focusing on methodological aspects of the measurement of values. The results based on 66 studies and 74 samples showed that values were related to job satisfaction (ρvalue_score=.30; ρvalue_fit = .53) and job performance (ρvalue_score = .14; ρvalue_fit= .24). More importantly, value fit indices had stronger relationships with organizational outcomes (ρvalue_fit = .38) than did value scores (ρvalue_score = .21). Various moderators were analyzed. Value fit indices were more related to job satisfaction and job performance than were value scores. Additionally, work values were more related to OCB, compared to basic values and cultural values. Measurement of value fit using perceived fit had a stronger correlation with withdrawal and job satisfaction, compared to subjective fit and objective fit methods. Finally, mediation analysis showed that job satisfaction mediates the relation between values and job performance. Overall, the results suggest that values hold promise for predicting organizational outcomes, and the value fit between individual and organization was more predictive of organizational outcomes than were value scores alone.

Graduation Semester

2015-8

Type of Resource

text

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http://hdl.handle.net/2142/88312

Copyright and License Information

Copyright 2015 Q.Chelsea Song

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