A Fit Between Individual and Organizational Values and Its Implications for Employees’ Job Satisfaction and Performance

Abstract

The importance of studies on work-related values and attitudes is obvious as values are ascribed a central role in determining the fit between individuals and the employment organization. Responding to the importance of the issue, the paper emphasizes the meaning of the individual and organizational values' fit for the organization, its possibility to become part of strategic planning and a goal for every manager in charge. The aim of the article is to explore the theoretical concepts on values' fit and to compare it with the empirical research findings. The research question is how the individual and organizational values' fit is related with the job satisfaction and performance of the employees. Adapted methods of the survey of job satisfaction measuring nine different facet scales, were used, performance results were obtained from the organization, and two different variables related to quality and sales were measured. The research was conducted in the Lithuanian Telecommunication company. The findings of the research emphasize that job satisfaction has significant correlations with individual and organizational values' fit. Employees whose job satisfaction was higher had higher fit scores. The performance of employees had no significant correlation with job satisfaction scales.

Human capital in the banking sector cross cultural definition

“…At the time of selection, these specified values were compared against predefined organisational values to make sure the bank recruited the more suitable employee. The fit between individual values and organisational values supports study by Diskienë and Goštautas (2013).…”

“…Some interviewees remarked that values originate from an employee's background, while others noted that it is the banks' responsibility to install and build employee values. Confirming sample banks' views Diskienë and Goštautas (2013) indicated that the fit between these two types of values is significant for organisations, for example enhance job satisfaction.…”

The Impact of Job Expectations, Workload, and Autonomy on Work-Related Stress Among Prison Wardens in the United States

“…Previous literature has suggested that successfully meeting job expectations required an environment where trust is high, the quality of supervision is perceived to be good, and the relationship between supervisors and subordinates is positive (Carleton & Clain, 2012; Diskiene & Gostautas, 2013; Finney et al, 2013; Griffin, 2006). Taxman and Gordon (2009) found that consistency, equity, and fairness in employee relations contributed to trust in decision-making processes and, to some degree, trust in the decision maker as well.…”

Leveraging human resources management (HRM) practices toward congruence of values

“…The congruence of values indicates that there is alignment between the values of an employee and those of the organization (Diskiene, D. & Gostautas, V., 2013). This refers to the semblance in values held by a person and the organization and how this is reflected in the daily activities of an employee (Vveinhardt, J.…”

“…Studies also show that values congruence contributes to the reduction of human resource-related issues such as staff turnover, unethical employee behavior, using time in the workplace for activities unrelated to one's work, stress, and anxiety (Gulbovaitė, 2017). Employees give more importance to selecting organizations with which they have a match of values over how much they will be compensated for their work (Diskiene, D. & Gostautas, V., 2013).…”