What is the influence of work values relative to other variables in the development of organizational commitment?

Arciniega, Luis M.; González, Luís Fernández

doi:10.1174/021347406775322269

Cited by 34 publications

(27 citation statements)

References 38 publications

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“…Thus, conservation (understood as tradition, conformity and security by Schwartz's Theory of Human Values) should motivate work engagement in workers of religious organizations. In fact, some authors (Arciniega and González, 2006) affirm that continuance commitment is an intrinsic value of conservation, as this pole of the dimension comprises values related to security and conformity.…”

Section: Direct Relationship Between Human Values and Work Engagementmentioning

confidence: 99%

Human Values and Work Engagement: The Mediating Role of Authenticity Among Workers in a Spanish Religious Organization

2020

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Nowadays religious organizations play a leading role in the third sector, contributing to maintaining the welfare state in a large number of countries in sectors such as health, education or social services, among others. These organizations provide a service to their users, aiming to transmit the predominant values in their mission statement and simultaneously promote both authenticity and work engagement in their employees. Indeed, the purpose of this article is to evaluate the link between human values and work engagement, as well as the mediating role of authenticity in this relationship. To this end, 938 workers of a Catholic religious organization, which constitutes a relatively unexplored context, is employed. To test the research model and hypotheses, this investigation uses PLS (Partial Least Squares). It covers two notable research gaps. First, the results confirm the direct links between human values, authenticity and work engagement within the context of religious organizations. Second, they provide evidence of the mediating role exercised by authenticity in the relationship between human values and work engagement.

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Section: Direct Relationship Between Human Values and Work Engagementmentioning

confidence: 99%

Human Values and Work Engagement: The Mediating Role of Authenticity Among Workers in a Spanish Religious Organization

2020

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“…The relation between loyalty-reciprocity and selfaggrandizement, which would be expected to be negative, shows a weak and positive relationship, the explanation could be based on the incongruence of values, since the person-organization adjustment (relation between worker values, towards company values) differs and the opportunities offered by the current labor market to leave the job and obtain another are scarce, which affects their personal interests (Arciniega & González, 2006). On the other hand, the relationship between loyalty-reciprocity and openness to change could be explained through self-awareness and social approval, so the expected results can range from pride to guilt that derive from moral norms internalized by the employee's own interests (Solinger et al, 2008).…”

Section: Concurrent and Discriminant Validitymentioning

confidence: 99%

“…On the other hand, the relationship between loyalty-reciprocity and openness to change could be explained through self-awareness and social approval, so the expected results can range from pride to guilt that derive from moral norms internalized by the employee's own interests (Solinger et al, 2008). Arciniega & González (2006) report the value of openness to change as a predictor of normative commitment. Likewise, we can consider that the concern for the well being of others is explained as a social responsibility where the value obtained in selftranscendence becomes latent (Arciniega & González, 2000).…”

Section: Concurrent and Discriminant Validitymentioning

confidence: 99%

Desarrollo y validación de un cuestionario sobre compromiso organizacional normativo: Un estudio piloto en trabajadores Mexicanos.

2017

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A questionnaire for measuring commitment in its normative dimension, based on reciprocity and responsibility as value to the work where a link to the organization based on loyalty of workers set was developed. An initial 30 item bank, built and reviewed with rigorous criteria were applied to a sample of 298 employees in a departament store chain (168 women, 56.4%, 130 men), aged between 18 and 65 (M = 32.5, SD = 9.6) years and schooling Baccalaureate (199, 67.8%). The seniority ranging from 1 to 34 years (M = 4.4 years, SD = 5.7). Using exploratory factor analysis with 28 items two factors explaining 45.1% of variance was identified: the first known loyalty-reciprocity; and the second compliance-responsibility. Reliability analysis indicated adequate internal consistency, α = .88. Concurrent validity was assessed by Pearson correlation with Organizational Commitment Questionnaire and Scale Values to Work. The results indicated that the dimensions of the Organizational Commitment Questionnaire Standards may be an option to assess this construct.

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“…The questionnaire has been used among large samples of Mexicans and Spaniards to assess the impact of work values on job attitudes, such as job satisfaction , organizational commitment (Arciniega & González, 2006) and career anchors , reporting adequate psychometric properties. Recently the instrument has been translated into Portuguese and Italian, and used in a largescale study with nurses in Portugal (Soares, 2008), and in a sample of various occupations in Italy (Ciulli, 2005).…”

mentioning

confidence: 99%

Cross-Cultural Validation of the Work Values Scale EVAT Using Multi-Group Confirmatory Factor Analysis and Confirmatory Multidimensional Scaling

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The Work Values Scale EVAT (based on its initials in Spanish: Escala de Valores hacia el Trabajo) was created in 2000 to measure values in the work context. The instrument operationalizes the four higher-order-values of the Schwartz Theory (1992) through sixteen items focused on work scenarios. The questionnaire has been used among large samples of Mexican and Spanish individuals reporting adequate psychometric properties. The instrument has recently been translated into Portuguese and Italian, and subsequently used in a large-scale study with nurses in Portugal and in a sample of various occupations in Italy. The purpose of this research was to demonstrate the cross-cultural validity of the Work Values Scale EVAT in Spanish, Portuguese, and Italian. Our results suggest that the original Spanish version of the EVAT scale and the new Portuguese and Italian versions are equivalent.La Escala de Valores hacia el Trabajo (EVAT) fue desarrollada en el 2000 para medir valores en el contexto del trabajo. El instrumento operacionaliza los cuatro valores de orden superior de la Teoría de Schwartz (1992) a través de dieciséis ítems focalizados en escenarios laborales. El cuestionario ha sido empleado en grandes muestras de participantes mexicanos y españoles, mostrando adecuadas propiedades psicométricas. El instrumento ha sido traducido recientemente al portugués e italiano, siendo utilizado en un estudio con una gran muestra de enfermeras en Portugal, y en una muestra conformada con sujetos de diferentes ocupaciones en Italia. El propósito de este estudio consistió en demostrar la validez transcultural de la Escala de Valores hacia el Trabajo, en español, portugués e italiano. Los resultados revelan que tanto la versión original en castellano, como las nuevas versiones en portugués e italiano son equivalentes. Palabras clave: valores hacia el trabajo, EVAT, validación transcultural, escalamiento multidimensional.

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What is the influence of work values relative to other variables in the development of organizational commitment?

Cited by 34 publications

References 38 publications

Human Values and Work Engagement: The Mediating Role of Authenticity Among Workers in a Spanish Religious Organization

Human Values and Work Engagement: The Mediating Role of Authenticity Among Workers in a Spanish Religious Organization

Desarrollo y validación de un cuestionario sobre compromiso organizacional normativo: Un estudio piloto en trabajadores Mexicanos.

Cross-Cultural Validation of the Work Values Scale EVAT Using Multi-Group Confirmatory Factor Analysis and Confirmatory Multidimensional Scaling

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