The role of fit between individual values and organizational values on mechanisms of work motivation
DOI:
https://doi.org/10.24837/pru.v7i2.439Keywords:
person-organization fit, work motivation, moderation, recruitment and selectionAbstract
A strong organizational culture is diagnosed when its values are shared by its employees. The person-organization fit related to values received more attention as organizations become more interested in attracting and retaining the best employees. According to Locke's motivation model (1997), goal choice, its difficulty and specificity are influenced by individual personality and values. Further, we considered that the goal and efficiency mechanisms (direction, effort and persistence) are being moderated by person-organization fit, values level. The hierarchical regression revealed a higher level of work motivation for employees perceiving a higher level of P-O fit, when they choose their work objectives. A motivational model that integrates P-O fit is proposed and implications for organizational practice are discussed.
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References
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Tom, V. R., (1971). The role of personality and organizational images in the recruiting process. Organizational Behavior and Human Performance, 6, 573-592.
Tubre, T. C., & Collins, J. M. (2000). A metaanalysis of the relationship between role ambiguity, role conflict, and job performance. Journal of Management, 26, 259-293.
Vandenberghe, C. (1999). Organizational culture, person fit, and turnover: a replication in the health care industry. Journal of Organizational Behavior, 20, 175-184.
Verquer, M. L., Beehr, T. A., & Wagner, S. H. (2003). A metaanalysis of the relationship between person-organization fit and work attitudes. Journal of Vocational Behavior, 63, 473-489.
Boxx, W. R., Odom, R. Y., & Dunn, M. G. (1991). Organizational Values and Value Congruency and Their Impact on Satisfaction, Commitment, and Cohesion: An empirical Examination within the Public Sector. Public Personnel Management, 20, 1, 195-205.
Bretz, R. D., & Judge, T. A., (1994). Personorganization fit and the the theory oh work adjustment: Implications for satisfaction, tenure, and career succes. Journal of Vocational Behaviour, 44, 1, 32-54.
Bowen, D. E., Ledford, G. E. Jr., & Nathan, B. R. (1991). Hiring for the organization, not the job. Academy of Management Executive, 5, 4, 35-52.
Cable, D. M., & Parsons, C. K. (2001). Socialization tactics and person-organization fit. Personnel Psychology, 54, 1-23.
Cable, D. M., & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87, 5, 875-884.
Chao, G. T., O'Leary-Kelly, A. M., Wolf, S., Klein, H. J., & Gardner, P. D. (1994). Organizational socialization: Its content and consequences. Journal of Applied Psychology, 79, 730-743.
Chatman, J. A. (1991). Matching people and organization. Selection and socialization in public accounting firms. Administrative Science Quarterly, 36, 3, 459-484.
Christiansen, N., Villanova, P., & Mikulay, S. (1997). Political influence of compatibility: Fitting the person to the climate. Journal of Organizational Behaviour, 18, 709-730.
Cooper-Thomas, H. D., Van Vianen, A., & Anderson, N. (2004). Changes in person organization fit: The impact of socialization tactics on perceived and actual P-O fit. European Journal of Work and Organizational Psychology, 13, 52-78.
Dineen, B. R., Ash, S. R., & Noe, R. A. (2002). A web for applicant attraction: Personorganization fit in the context of web - based recruitment. Journal of Applied Psychology, 87, 4, 723-734.
Huffcutt, A. I., Conway, J. M., Roth, P. L., & Stone, N. J. (2001). Identification and meta-analytic assesment of psychological constructs measured in employment interviews. Journal of Applied Psychology, 86, 897-913.
Judge, T. A., Thoresen, C. J., Bono, J. E., & Patton, G. K. (2001). The job satisfaction-job performance relationship: A qualitative and quantitative review. Psychological Bulletin, 127, 376-407.
Kristof, A. L. (1996). Person environment fit: an integrative review of its conceptualizations, measurement and implications. Personnel Psychology, 49, 1-49.
Kristof-Brown, A. L., Jansen, K. J., & Colbert, A. E. (2002). A ploicy capturing study of simultaneuos effects of fit with jobs, groups and organizations. Journal of Applied Psychology, 87, 985-993.
Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individual's fit at work:a meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58, 281-342.
O' Reilley, C., Chatman, J. A., & Caldwell, D. (1991). People and Organizational Culture: A Q-Sort Approach to Assessing Person-Organization Fit. Academy of Management Journal, 34, 487-516.
Latham, G. P., & Pinder, C. G. (2005). Work Motivation Theory and Research at the Dawn of the Twenty-First Century. Annual Review of Psychology, 56, 485-516.
Locke, E. A., & Latham, G. P. (2002). Building a practically useful Theory of goal setting and tasck motivation: a 35-year Odyssey. American Psychologist, 57, 705-717.
Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecendents, correlates, and consequences. Journal of Vocational Behaviour, 61, 20-52.
Meyer, J. P., Becker, T. E., & Vandenberghe, C. (2004). Employee Commitmnet and Motivation: A Conceptual Analysis and Integrative Model. Journal of Applied Psychology, 89, 6, 991-1007.
Ostroff, C., Shin, Y., & Kincki, A. J. (2005). Multiple perspectives or congruence: relationships between value congruence and employee attitudes. Journal of Organizational Behavior, 26, 591-623.
Parkington, J. P., & Schneider, B. (1979). Some correlates of experienced jos stress: A boundary role study. Academy of Management Journal, 22, 270-281.
Schein, E.H. (1985). Organizational Culture and Leadership. San Francisco: Jossey-Bass.
Schneider, B. (1987). The people make the place. Personnel Psychology, 40, 437-453.
Schneider, B. (2001). Fits about fit. Applied Psychology: An International Review, 50, 1, 141-152.
Steers, R. M., & Shapiro, D. L. (2004). The Future of Work Motivation Theory. Academy of Management Review, 29, 3, 379-387.
Tom, V. R., (1971). The role of personality and organizational images in the recruiting process. Organizational Behavior and Human Performance, 6, 573-592.
Tubre, T. C., & Collins, J. M. (2000). A metaanalysis of the relationship between role ambiguity, role conflict, and job performance. Journal of Management, 26, 259-293.
Vandenberghe, C. (1999). Organizational culture, person fit, and turnover: a replication in the health care industry. Journal of Organizational Behavior, 20, 175-184.
Verquer, M. L., Beehr, T. A., & Wagner, S. H. (2003). A metaanalysis of the relationship between person-organization fit and work attitudes. Journal of Vocational Behavior, 63, 473-489.
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Published
2020-01-27
How to Cite
Nicula, C. (2020). The role of fit between individual values and organizational values on mechanisms of work motivation. Psihologia Resurselor Umane, 7(2), 57–69. https://doi.org/10.24837/pru.v7i2.439
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