Work value as a moderator of the value congruence-employee attitude relationship

Researchers have identified the extent to which an individual values work as a potentially key component in the relationship between on-the-job experiences and employee attitudes. In a replication and extension of Amos and Weathington (2008), this study examined the moderating effects of work value on the relationship between employee-organization value congruence and attitudinal outcomes (i.e., satisfaction, commitment, and turnover intent). It was hypothesized that value congruence would positively correlate to affective and cognitive job satisfaction, organizational satisfaction, and organizational commitment, yet negatively correlate to employee turnover intent. It was also hypothesized that these relationships would be moderated by the employee’s degree of work value. Regression analyses and correlations were used to analyze the data. Results support a relationship between value congruence and employee attitudes. Results also support work value as a moderator of several value congruence-attitude relationships, specifically, affective and cognitive satisfaction, turnover intentions, normative commitment, and continuance commitment.

Grantor dc:publisher

University of Tennessee at Chattanooga

Author dc:creator

• Johnson-Murray, Rachael

Contributors dc:contributor

• Weathington, Bart L.
• Biderman, Michael D.; O'Leary, Brian J.
• College of Arts and Sciences

• Job satisfaction

Licence

• https://rightsstatements.org/page/InC/1.0/?language=en

Language dc:language

English, eng

Repository record dc:identifier

https://scholar.utc.edu/theses/36

OAI identifier oai:identifier

oai:scholar.utc.edu:theses-1033