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Title:The predictive power of values for organizational outcomes
Author(s):Song, Qianqi
Advisor(s):Rounds, James
Contributor(s):Newman, Daniel A.
Department / Program:Psychology
Discipline:Psychology
Degree Granting Institution:University of Illinois at Urbana-Champaign
Degree:M.A.
Genre:Thesis
Subject(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.
Issue Date:2015-07-22
Type:Thesis
URI:http://hdl.handle.net/2142/88312
Rights Information:Copyright 2015 Q.Chelsea Song
Date Available in IDEALS:2015-09-29
Date Deposited:August 201


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