Money or Charity
Is It Irrelevant What Employees Strive for as Long as They Fit the Organization's Values
Bibliographic Data
| ID | 6437384 |
|---|---|
| Authors | Eva Straus (0000-0003-3021-9655, Operational Center Amsterdam Doctors without Borders e.V. Berlin Austria), Anja Van Den Broeck (0000-0002-5896-9506, Department of Work and Organisation Studies, Faculty of Economics and Business (FEB) KU Leuven Leuven Belgium), Jeffrey R Edwards (0000-0001-8635-6494, Department of Organizational Behavior, Kenan‐Flagler Business School University of North Carolina Chapel Hill North Carolina USA), Christian Korunka (0000-0001-9027-2840, Department of Work, Economic and Organizational Psychology, Faculty of Psychology University of Vienna Vienna Austria) |
| Year | 2025 |
| Volume | 46 |
| Issue | 9 |
| Pages | 1192-1225 |
| Publication date | 2025-05-19 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Journal of Organizational Behavior (JOURNAL) |
| Journal identifiers | ISSN: 0894-3796 • E-ISSN: 1099-1379 |
| Publisher | Wiley (PUBLISHER • GB) |
| DOI | 10.1002/job.2894 |
| OpenAlex | W4410497717 |
| Language | EN |
| References cited | 130 |
Value congruence research is based on the assumption that the alignment of individual and organizational values leads to positive outcomes, irrespective of the particular values involved. This assumption can, however, be questioned based on research indicating that different types of values are related to diverging outcomes. A prime example of this research draws from self‐determination theory (SDT), which asserts that intrinsic values (e.g., contributing to society) are positively related to beneficial outcomes (e.g., well‐being, commitment, OCB), whereas extrinsic values (e.g., fame) are negatively related to such outcomes. We integrate SDT with value congruence research to answer whether outcomes depend on the congruence between individual and organizational values as well as on the content of the values involved. Using longitudinal data from 740 employees and applying polynomial regression analysis, we show that the relationships of individual and organizational values with outcomes depend on the content of values. For instance, when intrinsic values are congruent, work engagement increases with rising individual and organizational values. Conversely, the presence of extrinsic values is associated with increased deviant behavior and emotional exhaustion, even under conditions of value congruence. Our findings advocate a contingency approach to value congruence research, which considers the critical importance of the content of values. We conclude by discussing practical implications and directions for future research
Business · Economics · Management · Political science · Public relations · Employment and Welfare Studies · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology · Workplace Spirituality and Leadership
An Introduction to the Bootstrap
Self-Determination Theory
Person–Organization Fit, Job Choice Decisions, and Organizational Entry
Complementary and Supplementary Fit
Do other-reports of counterproductive work behavior provide an incremental contribution over self-reports? A meta-analytic comparison.
Further Examining the American Dream
On the relations among work value orientations, psychological need satisfaction and job outcomes
Intrinsic Versus Extrinsic Goal Contents in Self-Determination Theory
The Experience of Emotion
Development of a measure of workplace deviance.
Cognitive Dissonance
Organizational identification
Utrecht Work Engagement Scale for Students
Individual Values in Organizations
A work values approach to corporate culture
Values at Work
A Typology of Deviant Workplace Behaviors
Materialistic Values and Goals
An Ultra-Short Measure for Work Engagement
On the Use of Polynomial Regression Equations as an Alternative to Difference Scores in Organizational Research.
Organizational Citizenship Behaviors
Promoting an open research culture
Person‐organization Fit
The value of value congruence.
The development of the five mini-theories of self-determination theory
The Study of Congruence in Organizational Behavior Research
Person-environment fit theory and organizations
A quantitative review of the relationship between person–organization fit and behavioral outcomes
Different fits satisfy different needs
On the Dimensional and Hierarchical Structure of Affect
A cognitive-affective system theory of personality
Cutoff criteria for fit indexes in covariance structure analysis
Universals in the Content and Structure of Values
Common method biases in behavioral research
Consequences of Individuals' Fit at Work
The Measurement of Engagement and Burnout
The Oxford Handbook of Human Motivation
Educational leadership and innovative teaching practices
The viability of crowdsourcing for survey research
A Tale of Two Sample Sources
The Social Costs of Extrinsic Relative to Intrinsic Goal Pursuits
Extrinsic Value Orientation and Affective Forecasting
A qualitative study on the development of workplace bullying
The measurement and antecedents of affective, continuance and normative commitment to the organization
Congruence and Incongruence in Father, Mother, and Adolescent Reports of Parental Monitoring
The general causality orientations scale
Cognitive evaluation theory and some comments on the Calder and Staw critique
Tracing the development of the work aspect preference scale
Motivating Learning, Performance, and Persistence
The relations of maternal and social environments to late adolescents' materialistic and prosocial values
The measurement of experienced burnout
The "What" and "Why" of Goal Pursuits
A dark side of the American dream
Hedonic consequences of social comparison
The relationship between materialism and personal well-being
I Want to Be a Billionaire
An Introduction to Bootstrap Methods
Practical Issues in Structural Modeling
Materialism and Workplace Behaviors
| Citation velocity | historical |
|---|---|
| Highly cited | No |