Exploring the link between organizational values and human resource certification

Garza, Adela S.; Morgeson, Frederick P.

doi:10.1016/j.hrmr.2012.06.011

Cited by 15 publications

(11 citation statements)

References 43 publications

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“…Theoretical and practical bases of assessment of competencies of the personnel of firms and organizations and some issues of its certification were considered in their works by foreign scholars and practitioners: H. Aguinis [1,2], M. L. Lengnick-Hall [11], S. W. Lester [12,13], J. McKillip [15], D. M. Rousseau [18], D. J. Cohen [4], A. S. DeNisi [5], G. P. Latham [10], A. S. Garza [6], E. A. Locke [14], W. F. Cascio [3], R. A. Paxton [17] and others. The works of Ukrainian scientists S. Kis [7,8], Ya.…”

Section: Literature Reviewmentioning

confidence: 99%

“…Briefly summarizing the review of literature [1,2,3,4,5,6,7,8,9,10,11,12,13,14,15,17,18,19,20,21], it should be noted that today the knowledge gained in educational institutions is becoming rather obsolete due to the emergence of new scientific advances and the development of technologies. In this regard, the specialist must constantly pass retraining in order to maintain their knowledge and skills at the required level.…”

Section: Literature Reviewmentioning

confidence: 99%

“…The narrow specialization and unique knowledge and skills required for a particular organization or for a particular project cannot be obtained in mainstream educational institutions, where specialists are graduated en masse without taking into full account the specific requirements of organizations and the economic environment. This deficiency can be eliminated by organizing additional training of employees [1,2,5,6,11,13,14,15]. It should also be noted that in an unstable economic environment, professionals often change jobs.…”

Section: Literature Reviewmentioning

confidence: 99%

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Personnel Certification as a Necessary Condition for Enterprise’ Staff Development

Kis

Mosora

et al. 2020

Management Systems in Production Engineering

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AbstractThe theoretical research and substantiation of specialists compliance estimation with corporate requirements on the basis of international certification and determination of its role in the system of enterprise’ staff management are carried out in the article. The algorithm of the enterprise’ effect achievement of the preliminary international certification of the personnel involved in oil and gas wells drilling is offered. The relationship between the number of persons trained and certified by International Well Control Forum in Drilling Simulation Center of the Ivano-Frankivsk National Technical University of Oil and Gas and the volume of drilling of oil and gas wells in Ukraine is analyzed. The task was accomplished by means of correlation and regression analysis. The results of the calculations allow us to make sufficiently plausible assumptions about the impact of training and certification on drilling volumes. It is established that the increase in the number of persons certified according to International Well Control Forum for one person will allow to expect the volume of drilling of oil and gas wells by 0.734 thousand metres per year.

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Section: Literature Reviewmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

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Personnel Certification as a Necessary Condition for Enterprise’ Staff Development

Kis

Mosora

et al. 2020

Management Systems in Production Engineering

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“…Having understood the benefits of values, organizational values are increasingly being used in practice to stimulate, and enforce, the alignment of behaviors (Quappe et al, 2007). Therefore number of empirical studies have sought to understand the relationship between organization's values and the organization's actions and practices (Garza and Morgeson 2012). Although research has typically focused on the relationship between organizational values and employee attitudes and behaviors (Johnson and Jackson 2009).…”

Section: Phenomenon Of Personal and Organizational Valuesmentioning

confidence: 99%

Different Values Forms in Organization: is the Congruence Possible?

Vveinhardt¹,

Gulbovaitė

Štreimikienė³

2016

MJE

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The organizations especially actively declaring the importance of values quite often have not even diagnosed this phenomenon in their environment. The organizations often invite external experts, expecting to purify and implement organizational values, but declaration of values and their opposite reflection in the employees' behaviour show that the identified, but unimplemented values of the organization remain only a formal document, a part of the image of the organization that, however, has nothing to do with the general activities of the organization. Different forms of values exist in organizations, but we tend to uniform them, and speak only as about organizational values or values of the organization in a general sense, but no more. The problem is that the different forms arise from different subjects, and the objective is that the congruence would occur between the different forms of values. Therefore, the aim of the current paper is to clarify the concept of values forms in organization and highlight the perspective of these values congruence. Based on the analysis of the different forms of values distinguished in scientific literature, five most frequently encountered and discussed forms of values can be identified: core, espoused, attributed, shared and aspirational. The detailed analysis of forms of values in the organization shows that the congruence of these different forms of values is possible, but the activities of the organization in order to uniform the values must be particularly purposeful and targeted, and the first step is to find out those values. As the congruence occurs when the executives' espoused values match the employees' attributed values, they are shared and they go along with the core cultural values of the organization.

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“…Cohen (2012) discusses the proliferation of HR certifications and the effects it has on supply and demand for HR certified professionals. Garza and Morgeson (2012) attempt to identify value from a subjective perspective. However, the literature lacks for studies measuring the objective / quantitative value of HR certification.…”

Section: Introductionmentioning

confidence: 99%

An Analysis of HR Certification Value and Demand in Internet Job Announcements

Gee

Hunt

2019

IJHRS

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As human resources certifications become prominent measures of occupational competency, HR professionals are increasingly curious about the value these credentials provide for individuals and organizations. This study examines connections between the demand for HR certifications and job posting sources, job type, industry, experience, and education requirements. Analyzing data from two job announcement websites, this study determines the worth of HR certifications by using demand for certifications as a signal of value. Expanding the work of Lyons et al. (2011), the present study serves as a temporal benchmark and finds nearly 20% of job announcements require or prefer a form of HR certification. Demand is positively related to experience, higher-level positions and education.

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Exploring the link between organizational values and human resource certification

Cited by 15 publications

References 43 publications

Personnel Certification as a Necessary Condition for Enterprise’ Staff Development

Personnel Certification as a Necessary Condition for Enterprise’ Staff Development

Different Values Forms in Organization: is the Congruence Possible?

An Analysis of HR Certification Value and Demand in Internet Job Announcements

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