Value congruence and job-related attitudes in a nonprofit organization: a competing values approach

Abstract

Researchers have highlighted the importance of the nonprofit sector, its continued growth, and a relative lack of literature particularly related to nonprofit organizational values. Therefore, this study investigates organizational culture in a human services nonprofit organization. The relationship between person-organization value congruence and employee and volunteer job-related attitudes is examined (N = 227). Following initial qualitative enquiry, confirmatory factor analyses of the Competing Values Framework and additional values revealed five dimensions of organizational values. The relationship between value congruence, and employee and volunteers' job-related attitudes was examined using polynomial regression techniques. Analyses revealed that for employees, job-related attitudes were influenced strongly by organization values ratings, particularly when exceeding person ratings of the same values. For volunteers, person value ratings exceeding organization value ratings were especially detrimental to their job-related attitudes. Findings are discussed in terms of their theoretical and practical implications.

Keywords::

• job-related attitudes
• organizational culture
• value congruence
• volunteers

Disclosure statement

No potential conflict of interest was reported by the authors.

Additional information

Notes on contributors

Cameron J. Newton

Cameron Newton is a professor in the School of Management at the Queensland University of Technology, Brisbane, Australia. He teaches quantitative research methods and organisational psychology to undergraduate and postgraduate students. Cameron's research interests include organizational culture, occupational stress, biofeedback using heart rate variability, and stress interventions.

Alicia K. Mazur

Alicia Mazur is a postdoctoral research fellow in the School of Management at the Queensland University of Technology, Brisbane, Australia. Alicia's research areas include stakeholder relationships, complex project management and emotional intelligence. Alicia is also a registered psychologist.