An investigation into the relationship between values and commitment: a study of staff in the UK charity sector
An investigation into the relationship between values and commitment: a study of staff in the UK charity sector
The concept of values “fit” has been a significant theme in the management literature for many years. It is argued that where there is alignment of staff and organizational values a range of positive outcomes are encountered. What is unclear is how this translates into the charity sector. This study explores the phenomenon of values alignment in two U.K. charities. Questionnaires were used to measure staff values, perceptions of organization values, and staff commitment. Drawing on the work of Finegan, an interaction term is used as a proxy for fit. Analyses of data from 286 participants indicated that it was the perceptions of organization values that had the greatest impact on staff commitment. The alignment of staff values and perceptions of organization values only had a degree of effect within one of the charities. This challenges the dominant view on such alignment and the implications of this are discussed
455-479
Higgs, Malcolm
bd61667f-4b7c-4caf-9d79-aee907c03ae3
Stride, Helen
55c11627-85fa-49a5-b918-ba78431d1e02
June 2014
Higgs, Malcolm
bd61667f-4b7c-4caf-9d79-aee907c03ae3
Stride, Helen
55c11627-85fa-49a5-b918-ba78431d1e02
Higgs, Malcolm and Stride, Helen
(2014)
An investigation into the relationship between values and commitment: a study of staff in the UK charity sector.
Non Profit and Voluntary Sector Quarterly, 43 (3), .
(doi:10.1177/0899764012472066).
Abstract
The concept of values “fit” has been a significant theme in the management literature for many years. It is argued that where there is alignment of staff and organizational values a range of positive outcomes are encountered. What is unclear is how this translates into the charity sector. This study explores the phenomenon of values alignment in two U.K. charities. Questionnaires were used to measure staff values, perceptions of organization values, and staff commitment. Drawing on the work of Finegan, an interaction term is used as a proxy for fit. Analyses of data from 286 participants indicated that it was the perceptions of organization values that had the greatest impact on staff commitment. The alignment of staff values and perceptions of organization values only had a degree of effect within one of the charities. This challenges the dominant view on such alignment and the implications of this are discussed
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e-pub ahead of print date: 11 January 2013
Published date: June 2014
Organisations:
Southampton Business School
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Local EPrints ID: 343215
URI: http://eprints.soton.ac.uk/id/eprint/343215
ISSN: 0899-7640
PURE UUID: 84c61f48-7f12-4de5-b9d9-b69924fde638
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Date deposited: 01 Oct 2012 12:40
Last modified: 15 Mar 2024 03:30
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Author:
Helen Stride
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