| Abstract [eng] |
Organizational values and managing by values is a live topic today: a lot of organizations declare publicly their official values, but there is an import question, how strong the employees of organizations sustain these values. It was suggested by other researchers that value fit between the person and the organization is related to employees’ cohesion, job satisfaction, organizational commitment and so on. The correlation of congruence between individual and organizational values with employees’ commitments to organization wasn’t much of researchers’ interest in Lithuania so far. This paper makes an attempt to determine the correlation of congruence between organizational and individual values with employees’ commitment to the organization. And it makes an attempt to determine whether relationship exists between number of used socialization tactics and congruence between organizational and individual values. Three basic variables were defined in this research: the congruence of individual and organizational values, organizational commitment and used socialization tactics. Three techniques were used to gather data: organizational commitment was measured using Meyer and Allen’s Organizational Commitment Scale; organizational and individual values were measured using McDonald and Gandz’s taxonomy of values questionnaire; and socialization tactics were measured using standardized interview. The results of four organizations have shown that congruence between organizational and individual values was significantly related with employees’ commitment to the organization. Though there wasn’t found significant correlation between number of used socialization tactics and congruence between organizational and individual values, the result has shown a trend that there is relationship between number of used socialization tactics and congruence between separate (consideration, moral integrity, courtesy, broad-mindedness, fairness and orderliness) organizational and individual values. |
