Does congruence between espoused and enacted organizational values predict affective commitment in Australian organizations?

Abstract

This article examines the fit between employee perceptions of espoused and enacted organizational values and their relationship with affective commitment. Drawing upon a survey of 343 employees in Australian organizations, our findings demonstrate that sensitivity to the distinction between espoused and enacted organizational values provides a more comprehensive account of the values construct and a better understanding of the relationship between values and organizational commitment. Polynomial regression modelling and response surface methodology revealed that affective commitment is higher when espoused and enacted organizational values are congruent. These findings suggest that when employees perceive organizational integrity is maintained, commitment to the organization is enhanced.

Keywords:

• commitment
• congruence
• values

Acknowledgement

The authors thank Dr Jeffrey Edwards for his advice on polynomial regression modelling.