scholarly journals Values Congruence and Organizational Commitment in Churches: When Do Shared Values Matter?

2020 ◽  
Author(s):  
David Robert Dunaetz ◽  
Carly Smyly ◽  
Carmen M. Fairley ◽  
Colleen Heykoop

Leaders and attenders of many churches may feel a tension between contemporary values of Western culture and more conservative values that have traditionally been held by many churches. Discrepancies in values may cause some people to leave their churches. This paper examines the relationship between values congruence (between church attenders and their churches) and organizational commitment, specifically, affective organizational commitment which measures one’s emotional attachment to an organization (i.e., their church). In this study, church attenders (N = 252) provided information about themselves (concerning their personal values, their affective organizational commitment to their church, and demographics) and information about their churches (concerning the church’s values and size). The values measured included both behavioral (tolerance of homosexuality) and cognitive (agreement with evangelical doctrine) aspects. The results indicate that affective organizational commitment to one’s church is positively correlated with values congruence; no evidence was found that affective organizational commitment was correlated to the other variables measured. Further exploratory analyses indicated that this relationship between values congruence and affective organizational commitment varied with both the values of the church and the size of the church. In more conservative churches and in smaller churches, values congruence was more strongly related to affective organizational commitment than in more liberal churches and larger churches.

2021 ◽  
Author(s):  
David Robert Dunaetz ◽  
Carly Smyly ◽  
Carmen M. Fairley ◽  
Colleen Heykoop

Leaders and attenders of many churches may feel a tension between contemporary values of Western culture and more conservative values that have traditionally been held by many churches. Discrepancies in values may cause some people to leave their churches. This paper examines the relationship between values congruence (between church attenders and their churches) and organizational commitment, specifically, affective organizational commitment which measures one’s emotional attachment to an organization (i.e., their church). In this study, church attenders (N = 252) provided information about themselves (concerning their personal values, their affective organizational commitment to their church, and demographics) and information about their churches (concerning the church’s values and size). The values measured included both behavioral (tolerance of homosexuality) and cognitive (agreement with evangelical doctrine) aspects. The results indicate that affective organizational commitment to one’s church is positively correlated with values congruence; no evidence was found that affective organizational commitment was correlated to the other variables measured. Further exploratory analyses indicated that this relationship between values congruence and affective organizational commitment varied with both the values of the church and the size of the church. In more conservative churches and in smaller churches, values congruence was more strongly related to affective organizational commitment than in more liberal church-es and larger churches.


2021 ◽  
Vol 13 (8) ◽  
pp. 4176
Author(s):  
Seckyoung Loretta Kim

Recognizing the importance of knowledge sharing, this study adopted social learning and social exchange perspectives to understand when employees may engage in knowledge sharing. Using data collected from 192 employees in various South Korean organizations, the findings demonstrate that there is a positive relationship between supervisor knowledge sharing and employee knowledge sharing. As employees perceive a high level of supervisor knowledge sharing, they are likely to engage in knowledge sharing based on social learning and social exchange theories. Furthermore, the study explores the moderating effects of learning goal orientation and affective organizational commitment in the relationship between supervisor knowledge sharing and employee knowledge sharing. The result supports the hypothesis that the relationship between supervisor knowledge sharing and employee knowledge sharing is strengthened when there is a high level of affective organizational commitment. Employees who obtain valuable knowledge from their supervisors are likely to engage in knowledge sharing when they are emotionally attached to their organization. However, in contrast to the hypothesis, the positive relationship between supervisor knowledge sharing and employee knowledge sharing was stronger at the lower levels of learning goal orientation (LGO) than at the higher levels of LGO.


2017 ◽  
Vol 13 (6) ◽  
pp. 1 ◽  
Author(s):  
Keisuke Kokubun

This study investigates the relationship between extrinsic, intrinsic and social rewards, and the organizational commitment of 6,911 employees who work for 13 Japanese companies in Thailand. Hierarchical regression analysis revealed that variables included to measure extrinsic, social and intrinsic rewards were strongly related to organizational commitment. These findings suggest that the antecedents of organizational commitment in the Japanese companies in Thailand are different from those in the other kind of corporations in the West. The comparison between University graduates and others showed that benefit satisfaction and fatigue had stronger and supervisor support and role clarity had weaker influence on organizational commitment in university graduates than in others. Discussions and implications concerning human resource management of Japanese companies in Thailand are offered.


2002 ◽  
Vol 43 (1) ◽  
pp. 46-66
Author(s):  
Theodor Jørgensen

Grundtvig’s »The Rejoinder of the Church« - in a Modem Perspective By Theodor Jørgensen The article maintains the view that the most profitable approach to a reading of Grundtvig is to take him seriously as a true 19th century man. In that case, his conflict with his own time will be a great deal more relevant for our own approach to the present and its problems. Four views, typical for the present, are adduced as crucial for Grundtvig, too, and thus also profitable when considering Grundtvig’s polemical pamphlet from 1825 in a modern perspective, in which he presents his ‘church view’.The four views are: 1. Faith must be a matter of experience, 2. Faith must be a matter of certainty, 3. Faith needs to have criteria for its Christian identity, and 4. Theology, of course, plays an essential role in the clarification of these issues, but which one?By way of introduction, the occasion and aim of the pamphlet is explained, and it is made clear that two views of the church clash, that of Professor H.N. Clausen, which is founded on a doctrinal idea of the church, and Grundtvig’s own, which invokes the evidence of history, i.e., the concrete historical experience of the individual. After that the pamphlet is analyzed from the four points of view mentioned.Re 1. Grundtvig’s emphasis on faith as experience serves a two-fold purpose: The immersion of faith in supra-individual contexts of life, here above all history, on one hand, and faith as the most fundamental act of life of the individual, on the other. Experience has truth on its side, because truth is always given in advance, and thus only accessible to experience. It must be sensed, heard. Grundtvig’s concept of experience is closely linked with his view of man, according to which man is a divine experiment of dust and spirit. To Grundtvig, the heart is a manifestation of this unity of the physical and the spiritual, just as human speech is a unity of sound and meaning. True experience is the experience of the heart, as different from that of reason. Grundtvig’s defence of freedom in the individual’s experience of God through faith is a defence of the autonomy of the heart, meaning every single individual’s immediate relationship to God.Re 2. The immediacy of the relationship through faith is its certainty. But the message which faith relates to, is always received through intermediary communication, and the process of historical communication is as such of a relative character. In the consciousness of the present, the certainty of faith is thus endangered. This is seen in particular in the relativism which the Scripture as canon has been exposed to through the exegetic sciences. In fact, Grundtvig abandons the Scripture as the basis of communication and rule of faith. Instead he substitutes the Apostolicum, understood as the promised divine Covenant Word and Baptism and Communion. From the beginning of Christianity they have been distinctive signs of the true church of Christ. With their central place in the church service, these words and sacraments have the resurrected Christ Himself as their subject. In other words: In His living presence in the word of faith and the sacraments in the church service, Christ is Himself the communicator, and thus the immediacy, so indispensable for the certainty of faith, is secured. Christ Himself is thus regula fidei.Re 3. Hence, according to Grundtvig, the Christian service is the criterion of Christian identity, as it is the place where one meets the living Christ. Unlike Clausen’s theologically doctrinal and thus intellectual criterion, Grundtvig’s has been deduced from historical experience, that of the individual and that of Christendom. Grundtvig’s view is elucidated by means of a comparison with the criteria of Christian identity proposed by S.W.Sykes in his .The Identity of Christianity which correspond to Grundtvig’s.Re 4. Grundtvig’s ‘church view’ must necessarily lead to the conclusion that the importance of exegetic and dogmatic theology for the origin of faith becomes relative. In comparison with the living presence of Christ in the word of faith and the sacraments, theology will naturally take second place. It cannot create faith. What it can do, however, according to Grundtvig, is to enlighten faith and the life of Christ in faith, partly by interpreting the New Testament as the evidence of faith of the first Christian congregations, partly, in the context of the present, by throwing light on Christian life and its interchange with everything human. When it is understood like this, theology, of course, does not belong in the church, but in the .church school.. Evidently, theology can only accomplish its task in freedom and it must necessarily contain differences like life itself.The conclusion points out that the applicability of Grundtvig’s .church view. in our day is in question because the church service is alien to many people and is consequently celebrated by few. Thus the foundation of experience for the free choice of faith is missing. In present-day theology, two paths stand out as typical in the face of this challenge. One way to go is to make the liturgical and sacramental experience comprehensible, partly in order to motivate people to make that experience themselves, partly in order to help the church to celebrate its service in greater agreement with its content. G. Wainwright and S.W.Sykes represent this attitude. The other way to go is to distinguish consciously between the church as a community of faith and Christianity as a view of life, and to accept fully that the relationship between faith and view of life is reversed on the conditions of modernity. By arguing for the view of life, it is thus attempted to create a convincing foundation for the choice of faith. W.Pannenberg represents this approach.


2014 ◽  
Vol 20 (4) ◽  
pp. 485-507 ◽  
Author(s):  
Géraldine Marique ◽  
Florence Stinglhamber ◽  
Donatienne Desmette ◽  
Edwine Goldoni

AbstractThe present research aims to examine the role played by perceived similarities between the workgroup and the organization in the relationships between workgroup identification, organizational identification, and affective organizational commitment. Using two different samples, we found that when perceived similarities were high, workgroup identification was more strongly related to organizational identification and that this relationship carried over to affective organizational commitment. These results were obtained with both a global measure of perceived similarities (Study 1) and a more narrow measure operationalizing perceived similarities in terms of value congruence (Study 2), confirming the generalizability of our results.


2018 ◽  
Vol 58 (4) ◽  
pp. 393-404 ◽  
Author(s):  
SERGIO ANDRÉS LÓPEZ BOHLE ◽  
MARIA JOSÉ CHAMBEL ◽  
FELIPE MUÑOZ MEDINA ◽  
BRUNO SILVA DA CUNHA

ABSTRACT In this study, we develop a conceptual model of the relationship between job insecurity and job performance, which is mediated by affective organizational commitment and moderated via perceived organizational support in a Chilean company that has undergone downsizing. In this cross-sectional study, we focused on 400 Chilean employees from the retail sector. Our findings indicate that job insecurity negatively influences job performance, which is a relationship that is partially mediated by effective organizational commitment. Moreover, a high level of perceived organizational support helped intensify the effects of the relationship between job insecurity and affective organizational commitment. To minimize the negative effects of job insecurity on the active employees of a downsizing strategy, an effective intervention is required by developing a more realistic communication in terms of a worker's expectations toward the organization.


2016 ◽  
Vol 8 (2) ◽  
pp. 126
Author(s):  
Gunne Grankvist ◽  
Petri Kajonius ◽  
Bjorn Persson

<p>Dualists view the mind and the body as two fundamental different “things”, equally real and independent of each other. Cartesian thought, or substance dualism, maintains that the mind and body are two different substances, the non-physical and the physical, and a causal relationship is assumed to exist between them. Physicalism, on the other hand, is the idea that everything that exists is either physical or totally dependent of and determined by physical items. Hence, all mental states are fundamentally physical states. In the current study we investigated to what degree Swedish university students’ beliefs in mind-body dualism is explained by the importance they attach to personal values. A self-report inventory was used to measure their beliefs and values. Students who held stronger dualistic beliefs attach less importance to the power value (i.e., the effort to achieve social status, prestige, and control or dominance over people and resources). This finding shows that the strength in laypeople’s beliefs in dualism is partially explained by the importance they attach to personal values.</p>


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