Journal of Strategic Human Resource Management

Open Access Open Access  Restricted Access Subscription Access
Open Access Open Access Open Access  Restricted Access Restricted Access Subscription Access

Do Work Values Influence Organization Commitment?


Affiliations
1 University Business School, Panjab University, Chandigarh, India
     

   Subscribe/Renew Journal


Work Values symbolize the worth and significance of what happens at work. These capture the measures of intrinsic and extrinsic well-being at a workplace. Work Values influence the environment at work; creating a feeling of responsibility which is intrinsically satisfying and motivating. Organization commitment relates to an individual’s overall affinity with the organization and its success. Researches show its positive relation to employee motivation and satisfaction. More committed employees strive more to fulfill the organizational objectives and goals. This study examines the relationship of work values and organization commitment and its impact in selected Information Technology (IT) companies operating in India. Taking a sample of from leading organizations in India, it also establishes trends of the organization commitment across demographic variables of gender, age, educational qualifications and marital status. For better understanding, sub-dimensions of each construct were studied. Implications for research and practice have also been discussed.

Keywords

Work Values, Organization Commitment, Information Technology.
Subscription Login to verify subscription
User
Notifications
Font Size


  • Abbott, G. N., White, F. A., & Charles, M. A. (2005). Linking values and organizational commitment: a correlational and experimental investigation in two organizations. Journal of Occupational and Organizational Psychology, 78, 531–551.

  • Ali, A. (1985). The Relationship between Managerial Success and Value Systems. Proceedings: Midwest Business Administration Association Management Division, 1(1), 8–59.

  • Ali, A. J., & Schaupp, D. L. (1992). Value systems as predictors of managerial decision styles of Arab executives. International Journal of Manpower, 13(3), 19–26.

  • Angle, H. L., & Perry, J. L. (1981). An empirical assessment of organizational commitment and organizational effectiveness. Administrative Science Quarterly, 26(1), 1-14.

  • Brown, R. (1996). Organizational commitment: Clarifying the concept and simplifying the existing construct typology. Journal of Vocational Behaviour, 49, 230-251.

  • Borg, I., Groenen P. J. F., Jehn, K. A., Bilsky W., & Schwartz, S. H. (2011). Embedding the organizational culture profile into Schwartz’s theory of universals in values. Journal of Personnel Psychology, 10, 1–12.

  • Bowie, N. (1982). Industrial and Labor Relations Review, 35(4), 627-628.

  • Carless, S. A. (2005). Person-job fit versus person-organization fit as predictors of organizational attraction and job acceptance intentions: A longitudinal study. Journal of Occupational and Organizational Psychology, 78(3), 411–429.

  • Cohen, A. (2009). A value based perspective on commitment in the workplace: An examination of Schwartz’s basic human values theory among bank employees in Israel. International Journal of Intercultural Relations, 33(4), 332-345.

  • Cohen, A., & Keren, D. (2008). Organizational commitment and cultural values: Examining their relationship and their mutual effect on in-role performance and organizational citizenship behaviour. Group & Organization Management, 33, 425–452.

  • Cook, J., & Wall, T. (1980). New work attitude measures of trust, organizational commitment and personal need non-fulfillment. Journal of Occupational Psychology, 53, 39-52.

  • Connor, P. E., & Becker, B. W. (1975). Values and the organization: Suggestions for research. Academy of Management Journal, 18, 550-561.

  • DeCoutis, T. A., & Summers T. P. (1987). A path analysis of a model of the antecedents and consequences of organizational commitment. Human Relations, 40, 445–470.

  • Elizur, D., & Koslowsky, M. (2001). Values and organizational commitment. International Journal of Manpower, 22(7), 593-599.

  • Erdogan, B., & Bauer, T. N. (2005). Enhancing career benefits of employee proactive personality: the role of fit with jobs and organizations. Personnel Psychology, 58, 859–891.

  • Graham, J. L., Mintu, A. T., & Rodgers, W. (1994). Explorations of negotiation behaviors in ten foreign cultures using a model developed in the United States. Management Science, 40(1), 72-95.

  • Hofstede, G. (1980). Motivation, leadership, and organizations: Do American theories apply abroad? Organizational Dynamics, 9(1), 42-63.

  • Huang, K. R. (1986). Research on the relation between teacher’s organizational commitment in senior high school and teacher’s professional commitment. The National Chengchi University Journal, 53, 55-84.

  • Kalliath, T. J., Bluedorn, A. C., & Strube, M. J. (1999). A test of value congruence effects. Journal of Organizational Behavior, 20, 1175–1198.

  • Kim, K. I., Park, H. J., & Suzuki, N. (1990). Reward allocations in the United States, Japan and Korea: A comparison of individualistic and collectivistic cultures. Academy of Management Journal, 33(1), 188-198.

  • Kirkkman, B. L., Jones, R. G., & Shapiro, D. L. (2000). Why do employees resist teams? Examining the ‘resistance barrier’ to work team effectiveness. International Journal Conflict Management, 11(1), 74–92.

  • Klein, H. J., Becker T. E., & Meyer J. P. (2009). Commitment in Organizations: Accumulated Wisdom and New Directions. Taylor & Francis, New York.

  • Locke E. (1976). The nature and causes of job satisfaction, Handbook of industrial and organizational psychology. 1297-1350, Chicago Rand McNally.

  • Mathews, B. P., & Shepherd, J. L. (2002). Dimensionality of Cook and Wall’s (1980) British Organizational Commitment scale. Journal of Occupational and Organizational Psychology, 75, 369–375.

  • Mathieu, J. E., & Zajac, D. M. (1990). A review and metaanalysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108, 171-194.

  • Marsden, P. V., Kalleberg, A., & Cook, C. R. (1993). Gender differences in organizational commitment - Influences of work positions and family roles. Work and Occupations, 20(3), 368-390. Sage Publications, August.

  • McKenzie, J., Truch, A., & Winkelen, C. (2001). Winning commitment for knowledge management initiatives. Journal of Change Management, 2(2), 115-127.

  • Meyer J. P. (2009). Commitment in a changing world of work. In Commitment in Organizations: Accumulated Wisdom and New Directions, (Klein H.J., Becker T.E. & Meyer J.P., eds.), Taylor & Francis, New York, pp. 37–68.

  • Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1, 61-89.

  • Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research and application. Sage, Thousand Oaks, CA.

  • Meyer, J. P., Irving G. P., & Allen, N. J. (1998). Examination of the combined effects of work values and early work experiences on organization commitment. Journal of organizational Behavior, 19, 29-52.

  • Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behaviour, 61(1), 20-52.

  • Mitra, A. D., Jenkins, D. J., & Gupta, N. (1992). A metaanalytic review of the relationship between absence and turnover. Journal of Applied Psychology, 77, 897-889.

  • Mottaz, C. J. (1988). Determinants of organizational commitment. Human Relations, 41(6), 467-482.

  • Mowday R. T., Porter L. W., & Steers R. M. (1982). Employee-organization linkages: The psychology of commitment, absenteeism and turnover. Academic Press, San Diego, CA.

  • Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behaviour, 14, 224-247.

  • NASSCOM Strategic Review (2018). IT Sector in India, Retrieved from http://www.nasscom.org/

  • Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 59(5), 603-609.

  • Posner, B. Z., Randolph, W. A., & Schmidt W. H. (1987). Managerial values and across functions. Group & Organization Management, 12(4), 373–385.

  • Ralston, D. A., Gustafson, D. J., Terpstra, R. H., Robert, H., Holt, D. H., & David, H. (1993). The impact of managerial values on decision-making behaviour: A comparison of the United States and Hong Kong. Asia Pacific Journal of Management, 10(1), 17–21.

  • Rowe, A., & Bolugarides, J. (1983). Decision-styles: A perspective. Leadership & Organization Development Journal, 4(4), 3–9.

  • Salovey, R., & Rodin, J. (1991). Provoking jealousy and envy: domain relevance and self-esteem threat. Journal of Social and Clinical Psychology, 10, 395-413.

  • Shore, T. H., Thornton, G. C., & Shore, L. M. (1990). Distinctiveness of three work attitudes: Job involvement, organizational commitment, and career salience. Psychological Reports, 67(3), 851-858.

  • Storey, J., & Quintas, P. (2001). Knowledge management and HRM. In J. Storey (Ed.), Human Resource Management, a Critical Text. London: Thomson Learning.

  • Subramanian, N., & Mia, L. (2003). A note on work-related values, budget emphasis and managers’ organisational commitment. Management Accounting Research, 14(4), 389-408, December.

  • Oliver, N. (1990). Work rewards, work values, and organizational commitment in an employee-owned firm: Evidence from the U.K. Human Relations, 43(6), 513-526.

  • Ostroff, C., Shin, Y., & Kinicki, A. J. (2005). Multiple perspectives of congruence: Relationships between value congruence and employee attitudes. Journal of Organizational Behavior, 26, 591–623.

  • van Vauuren M., Veldkamp B.P., de Jong M.D. & Seydel E.R. (2007). The congruence of actual and perceived personorganization fit. The International Journal of Human Resource Management, 18(10), 1736–1747.

  • Varner, I., & Beamer, L. (1995). Intercultural Communication in the Global Workplace. Chicago: Irwin.

  • Viola, R. (1977). Organizations in a Changing Society: Administration and Human Values. Saunders Co., Philadelphia.

  • Winter, R. (2009). Academic manager or managed academic? Academic identity schisms in higher education. Journal of Higher Education, Policy and Management. 31(2), 121–131.

  • Wollack, S., Goodale, J. G., Wijting, J. P., & Smith, P. C. (1971). Development of the Survey of Work Values. Journal of Applied Psychology, 55(4), 331-338.


Abstract Views: 371

PDF Views: 0




  • Do Work Values Influence Organization Commitment?

Abstract Views: 371  |  PDF Views: 0

Authors

Anuradha Thakur
University Business School, Panjab University, Chandigarh, India
Meenakshi Malhotra
University Business School, Panjab University, Chandigarh, India

Abstract


Work Values symbolize the worth and significance of what happens at work. These capture the measures of intrinsic and extrinsic well-being at a workplace. Work Values influence the environment at work; creating a feeling of responsibility which is intrinsically satisfying and motivating. Organization commitment relates to an individual’s overall affinity with the organization and its success. Researches show its positive relation to employee motivation and satisfaction. More committed employees strive more to fulfill the organizational objectives and goals. This study examines the relationship of work values and organization commitment and its impact in selected Information Technology (IT) companies operating in India. Taking a sample of from leading organizations in India, it also establishes trends of the organization commitment across demographic variables of gender, age, educational qualifications and marital status. For better understanding, sub-dimensions of each construct were studied. Implications for research and practice have also been discussed.

Keywords


Work Values, Organization Commitment, Information Technology.

References