Organizational culture and individual values:evidence for a common structure

Values are of particular importance in research on organizational culture and on person-organization fit. However, findings from social psychological and cross-cultural values research are only partly considered and integrated in organizational studies. The present paper tries to bridge this gap by highlighting some basic commonalities. We reconsider the O'Reilly, Chatman, and Caldwell's approach to "organizational culture" by falling back on Schwartz' cross-cultural theory on universals in the content and structure of values. First, we sketch out assessment procedures and core ideas of both approaches. Then, we demonstrate their application using organizational data. Data analysis is accomplished by applying non-metric multidimensional scaling. Mapping both scale scores and items of the "Organizational Culture Profile" (OCP) onto Schwartz' basic value dimensions reveals a clear two-dimensional structure of the OCP. These results are discussed with respect to a more efficient transfer of research findings, taking the relation between values and conflict styles as an example

The structural organization of human values - evidence from the European Social Survey (ESS) - updated

This is an updated version of research report 33: “The structural organization of human values - evidence from the European Social Survey (ESS)”

On the content and structure of values: Universals or methodolical artefacts ?

During the past fifteen years, Shalom Schwartz developed and continuously refined a comprehensive theory on the structure of values. One significant feature of his approach is that it does not confine itself to the mere distinction of value types. Rather, building on Guttman's facet approach, the theory specifies a set of dynamic relations among values by referring to mutual compatibilities and conflicts in the pursuit of the motivational concerns that they express. In addition, and more importantly for the present study, Schwartz summarised these dynamic relation in terms of a two-dimensional bipolar structure. It is this structure which we tried to replicate in our study. Other than Schwartz, however, we did not use the 'Schwartz Value Survey' for this purpose. Instead, we applied a short version of Morris' 'Ways to Live' developed by Dempsey and Dukes, the 'Kilmann Insight Test', and McClelland's 'Personal Values Questionnaire' to a sample of N=144 Canadian marketing students. Data were analysed by means of nonmetric multidimensional scaling. Results show that many though not all features of the Schwartz values model could be replicated. Correspondence with and deviations from the hypothesised structure are discussed, considering both conceptual and methodological differences in values assessment

Embedding the Organizational Culture Profile into Schwartz’s Universal Value Theory using Multidimensional Scaling with Regional Restrictions

Person-organization fit is often measured by the congruence of a person’s values and the values that he or she ascribes to the organization. A popular instrument used in this context is the Organizational Culture Profile (O’Reilly, Chatman, & Caldwell, 1991). The OCP scales its 54 items on eight factors, derived by exploratory factor analysis. We investigate the extent to which the OCP can be embedded into Schwartz’s Theory of Universals in Values (TUV) that is formulated in terms of a circumplex in MDS space. To address this question, we develop a non-standard MDS method that enforces a TUV-based axial regionality onto the solution space together with a permutation test that assesses the consistency of the side constraints with the MDS representation. We find that the OCP can indeed be largely embedded into the TUV. The practical implication is that P-O fit can at least be approximated by the congruence of the person’s and the organization’s positions on two value dimensions, risk vs. rules and results vs. relations

Embedding the organizational culture profile into Schwartz’s theory of universals in values

Abstract Person-organization fit (P-O fit) is often measured by the congruence of a person’s values and the values that he or she ascribes to the organization. A popular instrument used in this context is the Organizational Culture Profile (O’Reilly, Chatman, & Caldwell, 1991). The OCP scales use 54 items that form eight factors in exploratory factor analysis. We investigate the extent to which the OCP can be embedded into Schwartz’s Theory of Universals in Values (TUV) that is formulated in terms of a circumplex in a 2-dimensional plane. To address this question, we develop a non-standard multidimensional scaling (MDS) method that enforces a TUV-based axial regionality onto the solution space together with a permutation test that assesses the consistency of the side constraints with the MDS representation. We find that the OCP can indeed be embedded into the TUV. The practical implication is that P-O fit can be assessed more simply by the congruence of the person’s and the organization’s positions on two value dimensions: risk vs. rules and results vs. relations

Value structure - On the use of weakly constrained confirmatory MDS:Paper presented at the 19th International Congress of the International Association for Cross-Cultural Psychology July 27-31, 2008, Bremen, Germany

Ordinal Multidimensional Scaling (MDS) has become a central approach for analyzing value structures in cross-cultural studies. Starting from regional hypotheses, MDS displays the discrimina-bility of value types in an easily accessible geometric represent-tation. Furthermore, this approach is relatively free from mathe-ma¬tical restrictions and additional assumptions not relevant to the problem under study (Borg & Shye, 1995). However, MDS configurations of identical data sets may differ, depending on the respective starting configuration. Such artefacts can be avoided by computing a weakly constrained confirmatory MDS. Drawing on Schwartz' (1992) value theory, the construction of a design matrix is proposed which specifies his model geometrically. This matrix serves as the basis for deriving a starting configuration that is tailored to the value instrument applied (Bilsky, Gollan & Döring, 2007). Its use is demonstrated by analyzing data sets collected with different instruments

Miedo al delito, victimización criminal, y la relación miedo-victimización: Algunos problemas conceptuales y metodologicos:Conferencia pronunciado dentro del acto del primer fin de curso de la IV Promoción del Máster en Criminología Viernes, 13 de Junio de 1997 Facultad de Derecho Universidad de Castilla - La Mancha

En 1992 el Instituto de Investigación Criminológica de la Baja Sajonia (KFN) llevó a cabo una encuesta titulada "Sentimientos de Seguridad Personal, Miedo al Delito y Violencia, la Victimización de las personas mayores". En este conferencia se expondrán tres problemas con los que nos encontramos en nuestra investigación: la definición y la evaluación del miedo al delito; la evaluación de la victimización criminal, y la investigación de la relación miedo-victimización