Multiple perspectives of measuring organisational value congruence

Abstract

Given the diverse conceptualisations used in the measurement of organisational value congruence (OVC), the purpose of this paper is to propose an integrated typology of measurement criteria -as a methodological and measurement guideline -that can be employed in operationalising the measurement of OVC. Based on a review of over forty empirical articles, this typology proposes a path forward to operationalise the measurement of OVC by selecting from the proposed criteria and alternative dimensions to match the specific aims of researchers more comprehensively. The typology thus proposed identifies six key criteria and 12 dimensions therein. It further presents how different combinations of alternative dimensions in measuring OVC are used and can be used to best suit different objectives of researchers. As a concept matrix, this typology would specifically be useful for future researchers to identify how best to measure OVC to match their specific study objectives and facilitate rational comparison of OVC studies, permitting sensible knowledge sharing. Further, this typology can be extended to locate the best possible combinations for operationalising the measurement of OVC for future research.

Aligning employee and organizational values to build organizational reputation

“…Second, there is a weakness regarding methodological approaches. Most prior value congruence models have been conceptual (e.g., Bao, Dolan, & Tzafrir, 2012;, and the diverse means of assessing value congruence present a significant methodological issue in terms of comparing results (Bandara, Adikaram, & Dissanayake, 2021). The use of different methodological and theoretical approaches has thus created a fragmented literature with little prospect of integrating the findings.…”