Personal values And Person- organization fit in Iranian Higher Education

Yıl 2019, Cilt: 27 Sayı: 2, 929 - 937, 15.03.2019

Susan Bahrami Reza Jafari Harandib

https://doi.org/10.24106/kefdergi.3162

Öz

The purpose of this study
is to determine the relationship between personal values
and person
- organization fit for faculty members in the of Qom university. The present study was
descriptive, multivariate correlation and statistical population including
faculty members. Stratified random sampling method was used. The data gathering instruments included personal values and person- organization fit questionnaires. The questionnaires' face and content validity established and their reliability were calculated (r₁=0.90) and (r₂=0.89).
Personal values dimensions and person- organization
fit Mean scores
were lower than mean criteria and there was a significant multiple correlations
between personal values dimensions and person-organization fit. Beta
coefficients among self-fulfillment, sense of accomplishment, sense of belonging,
being well-respected, fun and enjoyment in life, good relationships with others
and person-organization fit were significant and no autocorrelation existed and
regression model was significant. Educational organizations in general and
universities in particular should provide a setting for personal values and
person-organization fit.

Anahtar Kelimeler

Personal values, Person- organization fit, Dimensions, Faculty members, Higher Education

Kaynakça

• Batraet, R., Homer, P. M., & Kahle, L. R. (2001). Values, susceptibility to normative influence, and attribute importance weights: a nomological analysis. Journal of Consumer Psychology, 11(2), 115-128.
• Cable, D. M. & Judge, T. A. (1996). Person-organization fit, job choice decisions, and organizational entry. Organizational Behavior & Human Decision Processes, 67, 294- 311.
• Claxton, R. P., McIntyre, R. P., Clow, K. E., & Zemanek, J. E. (1996). Cognitive style as a potential antecedent to values. Journal of Social Behavior & Personality, 11(2), 355-373.
• De Jong, J. P. & Den Hartog, D. N. (2007). How leaders influence employees’ innovative behavior. European Journal of Innovation Management, 10(1), 41- 64.
• De Pelsmacker, P., Janssens, W., Sterckx, E., & Mielants, C. (2005b). Consumer preferences for the marketing of ethically labelled coffee. International Marketing Review, 22 (5), 512- 530.
• Dickson, M.A. (2000). Personal values, beliefs, knowledge, and attitudes relating to intentions to purchase apparel from socially responsible businesses. Clothing and Textile Research Journal, 18 (1), 19-30.
• Edward, J.R. (1991). Person-job fit: a conceptual integration, literature review, and methodological critique. International Review of Industrial and Organizational Psychology, 6, 283- 357.
• Edwards, J. R. (1996). An examination of competing versions of the person- environment fit approach to stress. Academy of Management Journal, 39(2), 292- 339.
• Haslam, N., Whelan, J., & Bastian, B. (2009). Big Five traits mediate associations between values and subjective well-being. Personality and Individual Differences, 46(1), 40-42.
• Hoffman, B. J. & Woehr, D. J. (2006). A quantitative review of the relationship between person- organization fit and behavioral outcomes. Journal of Vocational Behavior, 68(3), 389- 399.
• Homer, P. M. & Kahle, L. R. (1988). A structural equation test of the value-attitude behavior hierarchy. Journal of Personality and Social Psychology, 54(4), 638- 646.
• Jansen, K. J. & Kristof-Brown, A. (2006). Toward a multidimensional theory of person-environment fit. Journal of Managerial Issues, 18, 193- 212.
• Kahle, L. R. (1983). Social values and social change: Adoption of life in America. New York, NY: Praeger.
• Kahle, L. R., Beatty, S. E., & Homer, P. (1986). Alternative measurement approaches to consumer values: the list of values (LOV) and values and life style (VALS). Journal of Consumer Research, 13(3), 405-409.
• Kamakura, W.A. & Novak, T.P. (1992). Value-system segmentation: exploring the meaning of LOV. Journal of Consumer Research, 19, 119-132.
• Kristof-Brown, A. L. (1996). Person- organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49(1), 1- 49.
• Kristof-Brown, A. L. (2000). Perceived applicant fit: Distinguishing between recruiters’ perceptions of person- job and person–organization fit. Personnel Psychology, 53(3), 643- 671.
• Maio, G. R. (2010). Mental representations of social values. In M. P. Zanna (Ed.), Advances in experimental social psychology, San Diego, CA: Academic Press.
• Meyer, J. P., Hecht, T. D., Gill, H., & Toplonytsky, L. (2010). Person-organization (culture) fit and employee commitment under conditions of organizational change: A longitudinal study. Journal of Vocational Behavior, 76(3), 458- 473.
• Orth, U. R. & Kahle, L. R. (2008). Intrapersonal variation in consumer susceptibility to normative influence: toward a better understanding of brand choice decisions. Journal of Social Psychology, 148 (4), 423-448.
• Rokeach, M. (1973). The nature of human values. John Wiley: Free Press, New York.
• Schwartz, S. H. (1992). Universals in the content and structure of values: Theoretical advances and empirical tests in 20 countries. Advances in Experimental Social Psychology, 25, 1- 65.
• Silverthorne, C. (2004). The impact of organizational culture and person–organization fit on organizational commitment and job satisfaction in Taiwan. Leadership and Organization Development Journal, 25(7), 592-599.
• Tepeci, M. & Bartlett, L. B. (2002). The hospitality industry culture profile: A measure of individual values, organizational culture, and person organization fit as predictors of job satisfaction and behavioral intentions. Hospitality Management, (21), 151-170.
• Triandis, H.C. (1989). The self and social behavior in differing cultural contexts. Psychol Rev, 96(3), 506-20.
• Turban, D.B. & Keon, T.L. (1993). Organizational attractiveness: an interaction list perspective. Journal of Applied Psychology, 78 (2), 184-193.
• Valentine, S., Godkin, L., & Lucero, M. (2002). Ethical context, organizational commitment and person–organization fit. Journal of Business Ethics, 41 (4), 349- 360.
• Verplanken, B. (2004). Value Congruence and Job Satisfaction among Nurses: A Human Relations Perspective. International Journal of Nursing Studies, 41, 599- 605.
• West, M. A. & Anderson, N. R. (1996). Innovation in top management teams. Journal of Applied Psychology, 81(6), 680.