Background: Albeit the critical importance accorded in the literature to the concept of value congruence it is still poorly understood. The literature dealing with it is ambiguous and inconsistent. Value incongruence in the management and psychological disciplines, has been related to various job attitudes and other work related outcomes, but the process of which it affects the latter remains controversial. That is, we do not know exactly why value congruence (or value incongruence) is supposed to have these effects on the outcomes studied. Research question:This thesis is an attempt to understand the process of value congruence's effect. That is to say: what are the correlational or semi causal relationships between value congruence and value incongruence on selected attitudinal outcomes such as job satisfaction, organizational commitment on one hand, and health outcomes, such as job burnout or physical health , on the other hand?. Theoretical approach:The underlying theory of "self-concept" has been used in its application to the construct of value congruence. More specifically, the mediating mechanism of self-concept variables on the relationship between value congruence and outcomes was empirically tested. Furthermore, the relative importance and the particular configuration of individualmechanism vssocial mechanism functioning simultaneously as mediatorshave been tested. . Design:This thesis uses three connected papers. The first paper is a comprehensive review of the literature on value congruence. Itintegrates value congruence research into a coherent framework.A clear agenda for research results from the conclusions reached in this first paper. The second paper inspired by the "self-concept theory",tests the relationships between value congruence on specific outcomes such as mental health (burnout), physical health, and a host of organizationally related outcomes such as accident propensity and turnover intentions. Data was collected amongst nurses working in a large university hospital in Catalonia. The third paper also uses some variables derived from the self-concept theory to empirically test the relative importance and the particular configuration of individualmechanism and social mechanism functioning simultaneously as mediatorsbetween value congruence and a host of specific individual outcomes such as job satisfaction, organizational commitment and Burnout. This third study was carried out in a county hospital in northeast China. Method: The first paper is qualitative in nature. It synthesizes and classifies related definitions, models and measurement based on the literature. The second and the third papers are empirical studies based on cross-sectional pre validated surveys conducted in Spain and China in the health care settings. Univariate, bivariate and multivariate analyses were employed throughout different phases of the studies. Multiple regressiontechnique was employed to test the mediation effect. Results:The first study sets up the agenda for future research in specifying needs and limitations of previous research. In the two empirical papers, it has been found that self-concept theory can serve for understanding the effects of value congruence. More specifically the second paper shows that for different types of value incongruence, burnout mediatesin a differential manner the effects on the outcomes studied. Third paper, found that, for different outcomes, self-concept variables mediates the effects of value congruence differentially, but trust in the organization, a specific variable that was added in this study, was a consistent social mediator. The latter reinforces recent call to further use the construct of trust in organizational research. This was found to be valid in the Chinese context. Conclusion: The thesis argues that studying value congruence can be very important to both individuals and organizations. Regardless of its direct or mediating effects, it impacts outcomes connected with indiv

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Bao, Yuanjie

Understanding the motivational mechanisms of value congruence

09/2012
itemDefault Background: Albeit the critical importance accorded in the literature to the concept of value congruence it is still poorly understood. The literature dealing with it is ambiguous and inconsistent. Value incongruence in the management and psychological disciplines, has been related to various job attitudes and other work related outcomes, but the process of which it affects the latter remains controversial. That is, we do not know exactly why value congruence (or value incongruence) is supposed to have these effects on the outcomes studied. Research question:This thesis is an attempt to understand the process of value congruence's effect. That is to say: what are the correlational or semi causal relationships between value congruence and value incongruence on selected attitudinal outcomes such as job satisfaction, organizational commitment on one hand, and health outcomes, such as job burnout or physical health , on the other hand?. Theoretical approach:The underlying theory of "self-concept" has been used in its application to the construct of value congruence. More specifically, the mediating mechanism of self-concept variables on the relationship between value congruence and outcomes was empirically tested. Furthermore, the relative importance and the particular configuration of individualmechanism vssocial mechanism functioning simultaneously as mediatorshave been tested. . Design:This thesis uses three connected papers. The first paper is a comprehensive review of the literature on value congruence. Itintegrates value congruence research into a coherent framework.A clear agenda for research results from the conclusions reached in this first paper. The second paper inspired by the "self-concept theory",tests the relationships between value congruence on specific outcomes such as mental health (burnout), physical health, and a host of organizationally related outcomes such as accident propensity and turnover intentions. Data was collected amongst nurses working in a large university hospital in Catalonia. The third paper also uses some variables derived from the self-concept theory to empirically test the relative importance and the particular configuration of individualmechanism and social mechanism functioning simultaneously as mediatorsbetween value congruence and a host of specific individual outcomes such as job satisfaction, organizational commitment and Burnout. This third study was carried out in a county hospital in northeast China. Method: The first paper is qualitative in nature. It synthesizes and classifies related definitions, models and measurement based on the literature. The second and the third papers are empirical studies based on cross-sectional pre validated surveys conducted in Spain and China in the health care settings. Univariate, bivariate and multivariate analyses were employed throughout different phases of the studies. Multiple regressiontechnique was employed to test the mediation effect. Results:The first study sets up the agenda for future research in specifying needs and limitations of previous research. In the two empirical papers, it has been found that self-concept theory can serve for understanding the effects of value congruence. More specifically the second paper shows that for different types of value incongruence, burnout mediatesin a differential manner the effects on the outcomes studied. Third paper, found that, for different outcomes, self-concept variables mediates the effects of value congruence differentially, but trust in the organization, a specific variable that was added in this study, was a consistent social mediator. The latter reinforces recent call to further use the construct of trust in organizational research. This was found to be valid in the Chinese context. Conclusion: The thesis argues that studying value congruence can be very important to both individuals and organizations. Regardless of its direct or mediating effects, it impacts outcomes connected with indiv
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Understanding the motivational mechanisms of value congruence
Bao, Yuanjie
Universitat Ramon Llull (URL). ESADE

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