Values and the Organization: Suggestions for Research

Connor, Patrick E.; Becker, Boris W.

doi:10.5465/255684

Cited by 27 publications

(32 citation statements)

References 16 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…In this study, we specifically focus on differences in work goals, because this represents an important but empirically neglected characteristic of work groups (Connor & Becker, 1975;Dose, 1997). That is, even though there is relatively little literature on the effects of work goal differences at work, this type of taskrelated difference between group or dyad members is highly relevant to collaborative interactions.…”

Section: Work Goal Diversity and Gender Diversitymentioning

confidence: 99%

What Can You Expect? The Influence of Gender Diversity in Dyads on Work Goal Expectancies and Subsequent Work Commitment

Rink

Ellemers

2006

Group Processes & Intergroup Relations

View full text Add to dashboard Cite

In an experimental study ( N = 60) we showed that gender differences play an important role in the extent to which people expect work goal differences between themselves and their collaborating partner. Participants who interact with a same-sex partner expect this person to pursue the same work goal as the self, whereas those who interact with an opposite-sex partner expect this person to have a different work goal to the self. When these expectancies were confirmed, participants felt relatively little disappointment, developed a clear image of their partner, and felt committed toward future collaboration. However, an expectancy violation caused participants to respond relatively negatively on these measures. These effects are discussed in relation to expectancy violation and congruence theory.

show abstract

Section: Work Goal Diversity and Gender Diversitymentioning

confidence: 99%

What Can You Expect? The Influence of Gender Diversity in Dyads on Work Goal Expectancies and Subsequent Work Commitment

Rink

Ellemers

2006

Group Processes & Intergroup Relations

View full text Add to dashboard Cite

show abstract

“…Connor and Becker (1975) gave a brief definition of values, -global belief about desirable end-states underlying attitudinal and behavioral processes‖.…”

Section: Organizational Valuesmentioning

confidence: 99%

“…As a result, behavior generally is viewed as a manifestation of values and attitudes (Connor and Becker, 1975 (Brown, 1976;Badovick and Beatty, 1987). Badovick and Beatty (1987) have found that shared organizational values transmitted to employees' impact marketing strategies and practices at various levels of organizations help motivate their behaviors, which further influence their ultimate business performance and relationship with partners (Jackson and Tax, 1995).…”

Section: Organizational Valuesmentioning

confidence: 99%

The effect of Guanxi orientation on boundary spanners behavior and subsequent influence on inter-firm relationship quality

Pan¹,

Zang²

2017

Afr. J. Mark. Manage.

View full text Add to dashboard Cite

Guanxi orientation is one of the important organizational values in China. This study examines the effect of guanxi orientation on firm's boundary spanner's behavior (manifested by interpersonal liking and interaction frequency) and its influence on inter-firm relationships in Chinese marketing channel context. Drawing on organizational culture and boundary spanner theory, a conceptual model is proposed to delineate how guanxi orientation works across organizations where inter-firm support is placed as the key mediator. Results from 342 distributors show that guanxi orientation has positive influence on interpersonal liking and interaction frequency between boundary spanners, and the manifested behaviors have direct and indirect impact on inter-firm relationship quality through interfirm support. Overall, the study research extended the extant literature from three perspectives. Firstly, this study deepens our understanding of the organizational role of guanxi orientation and its influence on boundary spanner's individual behaviors, building a bridge between intra-and inter-firm relationships. Secondly, the research findings suggest that boundary spanners can provide inter-firm support for building cooperative relationship channels. Thirdly, inter-firm support is found to be another antecedent of long-term orientation (previously trust, dependence, and performance), which provides a cost-effective way for building deeper relationship. Contributions, managerial implications, limitations, and future research are also pointed out.

show abstract

“…Regarding personal values Williams (1979) claims that fully conceptualized values become individual criteria for judgments, preferences and choices. According to Connor and Becker (1979) values contribute to formulating individual opinions that enable the development of decision making behaviors. Values are regarded by Ferrell and Gresham (1985) as individual factors that influence decision making processes.…”

Section: Organizational and Personal Valuesmentioning

confidence: 99%

Career Entrants’ Expectations on Workplace Values

Julianna¹

2017

EJSD

View full text Add to dashboard Cite

Today it is a key issue to define the term value both in a holistic and a corporate approach. After graduation from higher education institutions young people set up a value system concerning workplaces they have to enter to start a career. In the present research we focus on the process how career entrants develop their values spontaneously and how these values are formed in a conscious way. We do not consider value as an abstract term but rather how it gets reality in practice, everyday activities and behaviors. The present study will concentrate on expected values at workplaces and not on experienced ones. Value systems are the result of a series of dichotomy decisions where we must oppose various aspects and ideas. We will examine what values young graduates expect from the companies prior to their employment. To get authentic results and a proper base for analysis the method of research is based on structured interviews with young people just before starting a profession. In the future the results will be beneficial for researchers as well as for companies that can review their existing values according to expected ones revealed at the research.

show abstract

Values and the Organization: Suggestions for Research

Cited by 27 publications

References 16 publications

What Can You Expect? The Influence of Gender Diversity in Dyads on Work Goal Expectancies and Subsequent Work Commitment

What Can You Expect? The Influence of Gender Diversity in Dyads on Work Goal Expectancies and Subsequent Work Commitment

The effect of Guanxi orientation on boundary spanners behavior and subsequent influence on inter-firm relationship quality

Career Entrants’ Expectations on Workplace Values

Contact Info

Product

Resources

About