David Bourget (Western Ontario)
David Chalmers (ANU, NYU)
Rafael De Clercq
Jack Alan Reynolds
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Journal of Business Ethics 97 (4):535 - 541 (2010)
This study re-examined the impact of personal and organizational values congruency on positive work outcomes and investigated the extent to which this relationship is affected by demographic variables. Data collection paralleled an earlier study (Posner and Schmidt, Journal of Business Ethics 12,1993, 341) and validated those findings, lending additional credibility to the continuing importance of this phenomenon. Both personal values congruence and organizational values clarity were significantly related to commitment, satisfaction, motivation, anxiety, work stress, and ethics using a cross-sectional sample of 711 managen from across the United States. Gender, educational level, and functional area did not impact these relationships, although years of experience (expressed by age, managerial experience, and hierarchical level) did make a difference
|Keywords||managerial values organizational values clarity person–organization fit personal values congruency shared values values|
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References found in this work BETA
Ruth Alas (2009). The Impact of Work-Related Values on the Readiness to Change in Estonian Organizations. Journal of Business Ethics 86 (2):113 - 124.
Ruth Alas & Sun Wei (2008). Institutional Impact on Work-Related Values in Chinese Organizations. Journal of Business Ethics 83 (2):297 - 306.
Antonio Argandoña (2003). Fostering Values in Organizations. Journal of Business Ethics 45 (1-2):15 - 28.
Michael W. Grojean, Christian J. Resick, Marcus W. Dickson & D. Brent Smith (2004). Leaders, Values, and Organizational Climate: Examining Leadership Strategies for Establishing an Organizational Climate Regarding Ethics. [REVIEW] Journal of Business Ethics 55 (3):223 - 241.
Jeanne M. Liedtka (1989). Value Congruence: The Interplay of Individual and Organizational Value Systems. [REVIEW] Journal of Business Ethics 8 (10):805 - 815.
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