Should I stay or should I go? Value congruence with the current and an alternative organization

2017 ◽  
Vol 2017 (1) ◽  
pp. 14290
Author(s):  
Anders Friis Marstand
MIS Quarterly ◽  
2019 ◽  
Vol 43 (3) ◽  
pp. 951-976
Author(s):  
Likoebe M. Maruping ◽  
◽  
Sherae L. Daniel ◽  
Marcelo Cataldo ◽  
◽  
...  

2021 ◽  
pp. 009145092110037
Author(s):  
Aleksandra Bartoszko

Until recently, Norway remained immovable on its conservative policy that illegal drug use is a crime. In 2018, the Health Minister appointed an inquiry commission to design a less restrictive drug policy, which included two “drug user representatives.” But the Minister’s choices for these posts met massive dissatisfaction from some drug users who contended that the representatives “are not real drug users” and do not “speak for” nor “act on the behalf” of their experiences and opinions. They mobilized to establish an alternative organization, the Shadow Committee, to propose a drug policy reform shaped by “the user voices” and “not polluted by political compromises.” Yet, while performing a labor of difference, this committee, too, became caught in conflicting landscapes of representation with some members contesting strategic solidarity. Based on this case, and an ethnographic fieldwork among the protesters, this article investigates the concept of representation as understood, contested and applied by “drug users.” Exploring how they relate to “user voices” and question the authenticity of some of “user representatives,” I highlight how changing political landscapes affect understandings of representation and shape political, individual and collective forms of involvement. I draw on Pitkin’s political philosophy and apply the classical categorization of political representation to suggest reconsidering the governing assumptions regarding “user representatives” that increasingly inform drug and treatment policies in Norway. I ask if the concept of representation itself may be a barrier to meaningful involvement.


2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  

Purpose This study investigated how and when corporate social responsibility (CSR) fosters job seekers’ application intentions. The authors used a “mediated moderation mode” to explore the positive effect of CSR on job seekers’ intention to apply. They considered the moderating role of applicants’ calling and the mediating role of value congruence in the relationship between the person and organization. Design/methodology/approach To test their hypotheses the authors developed a questionnaire and sent it to a sample of 259 college students with a mean age of 22.67 in South Korea. All were either prospective or current job seekers and 55.2pc were female. Two scenarios were developed based on the real-life case of a well-known coffee franchise’s CSR policies. The scenarios were identical except that one had more proactive CSR policies. Findings Results showed that a company’s proactive CSR programs increase job seekers’ intention to apply, which was moderated by their “calling” for the job. The research also demonstrated that “value congruence” between the applicant and the organization fully mediated the interaction between CSR and calling. The results, the authors said, suggested that engaging in active CSR could attract job applicants, providing a potential competitive advantage. Originality/value The authors said their study contributed to the literature as it took the job seeker’s perspective whereas most previous research on calling focused on employees. They said it was the first study to empirically demonstrate the interaction between a sense of calling and CSR.


2018 ◽  
Vol 43 (4) ◽  
pp. 277-293
Author(s):  
Mohan Gopinath ◽  
Aswathi Nair ◽  
Viswanathan Thangaraj

It would seem logical that in a perfect world, a corporation’s espoused values would match its enacted values, This match of two sets of values is also known as ‘value congruence’, a situation where the organizational values are in tune with the employees’ values. However, there are many ways by which an organization can create a tension between its espoused and practiced values. The two main reasons relate to how it conducts its business and how it treats its employees. It was observed from the Espoused Value Analysis survey that only 40 per cent of the respondents perceive the employees in their organization are aware of the vision, mission and values. The findings also suggest that when behavioural integrity is boosted, then commitment to the espoused values of the organization is enhanced. Hence, it is inferred that there is significant gap between espoused and enacted values within the sample organizations chosen for the study. Despite this lack of awareness in values, 61 per cent of the employees felt their organization does not adopt unethical means to achieve business goals. The value congruence depends on how an organization deploys its value system, practices behavioural integrity and closes the perceived gaps.


2012 ◽  
Author(s):  
Kevin Leung ◽  
John L. Michela ◽  
Carolyn K. Daniels ◽  
Jennifer Serec
Keyword(s):  

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