Techniques for achieving magnetic cleanliness on deep-space missions

Techniques for obtaining magnetic cleanliness on deep space missions to allow interplanetary magnetic field mappin

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

The relation between multilingualism and basic human values among primary school children in South Tyrol

Cook (2002) argued that the learning of a new language leads to a state of multi-competence, with the learner’s mind changing in ways that go beyond the linguistic realm. The present study follows Dewaele’s (2016) suggestion that multilingualism is linked to both cognitive and psychological changes. It explores one particular under-researched relationship, namely the link between bi- and multilingualism and human basic values (Schwartz, 1992). Participants were 398 primary school children (incipient bilinguals and functional bi- and multilinguals) in South Tyrol. They filled out a questionnaire on background information and the Picture Based Value Survey for Children (PBVS-C, Döring et al., 2010). Multidimensional scaling was used to understand the value structures and hierarchies among these pupils. Results suggest that, contrary to expectations, incipient bilinguals scored significantly higher on openness to change than their multilingual peers. Multilingualism was linked to higher scores on conservation, while children from a migrant background scored higher on conservation and self-enhancement, and lower on openness to change. Children with two migrant parents rated openness to change significantly lower