A Scale of Organizational Values Framed on Schwartz’s Theory of Cultural Values
Keywords:
Organizational values, Scale validation, Schwartz’s theory of cultural valuesAbstract
The objective of this study was to develop and empirically test a new scale to measure organizational values based on a theory of cultural values. Three studies were conducted. The first addresses the internal structure through a multidimensional scaling analysis. The second describes a confirmatory factor analysis and its relation with external variables. And the third relates the scale with the Competing Values Framework. Results from the set of studies support the adequacy of the scale and the theoretical model used. This scale may advance the area allowing for the development and identification of different patterns of cultural configurations beyond previous works.
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References
Abbott, G. N., White, F. A., & Charles, M. A. (2005). Linking
values and organizational commitment: A correlational and
experimental investigation in two organizations. Journal of
Occupational and Organizational Psychology, 78(4), 531”“551.
doi:10.1348/096317905X26174
Baer, M., & Frese, M. (2003). Innovation is not enough: Climates
for initiative and psychological safety, process innovations,
and firm performance. Journal of Organizational Behavior,
24(1), 45”“68. doi:10.1002/job.179
Bilsky, W., & Jehn, K. A. (2002). Organisationskultur und
individuelle werte: Belege für eine gemeinsame struktur. In
M. Myrtek (Ed.), Die Person im biologischen und sozialen
Kontext (pp. 211”“228). Göttingen: Hogrefe.
Borg, I., Groenen, P. J. F., Jehn, K. A., Bilsky, W., & Schwartz, S.
H. (2011). Embedding the organizational culture profile into
Schwartz’s theory of universals in values. Journal of Personnel
Psychology, 10(1), 1”“12. doi:10.1027/1866-5888/a000028
Borges-Andrade, J. E., Afanasief, R. S., & Silva, M. S. (1989).
Mensuração de comprometimento organizacional em
instituições públicas. In SBP (Ed.), Anais da Reunião Anual
de Psicologia (p. 236). Ribeirão Preto, SP: SBP.
Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and changing
organizational culture: Based on the competing values
framework (3rd ed.). San Francisco, CA.: Jossey-Bass.
Chan, D. (2014). Multilevel aggregation issues in climate and
culture research. In B. Schneider & K. M. Barbera (Eds.), The
Oxford handbook of organizational climate and culture (pp.
484”“495). New York, NY: Oxford University Press.
Crant, J. M. (2000). Proactive behavior in organizations.
J o u r n a l o f M a n a g e m e n t , 2 6 ( 3 ) , 4 3 5 ”“ 4 6 2 .
doi:10.1177/014920630002600304
Dylag, A., Jaworek, M., Karwowski, W., Kożusznikc,M., &
Marekd, T. (2013). Discrepancy between individual and
organizational values: Occupational burnout and work
engagement among white-collar workers. International
Journal of Industrial Ergonomics, 43, 225-231. doi:
10.1016/j.ergon.2013.01.002
Engelbrecht, A. S., van Aswegen, A. S., & Theron, C. C. (2005).
The effect of ethical values on transformational leadership
and ethical climate in organisations. South African Journal of
Business Management, 36(2), 19”“26.
Fernandes, H. de A., & Ferreira, M. C. (2009). O impacto dos
valores pessoais e organizacionais no comprometimento
com a organização. Psico-USF (Impresso), 14(3), 341”“354.
doi:10.1590/S1413-82712009000300010
Hartnell, C. A., Ou, A. Y., & Kinicki, A. (2011). Organizational
culture and organizational effectiveness: A meta-analytic
investigation of the competing values framework’s theoretical
suppositions. Journal of Applied Psychology, 96(4), 677”“94.
doi:10.1037/a0021987
Hofstede, G., Neuijen, B., Ohayv, D. D., & Sanders, G. (1990).
Measuring organizational cultures: A qualitative and
quantitative study across twenty cases. Administrative Science
Quarterly, 35(2), 286. doi:10.2307/2393392
Hu, L., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in
covariance structure analysis: Conventional criteria versus
new alternatives. Structural Equation Modeling, 6(1), 1”“55.
doi:10.1080/10705519909540118
Kalliath, T. J., Bluedorn, A. C., & Strube, M. J. (1999). A test of
value congruence effects. Journal of Organizational Behavior,
20(7), 1175”“1198.
Kamia, M., & Porto, J. B. (2009). Desenvolvimento e validação da
escala de comportamento proativo nas organizações - ECPO.
Avaliação Psicológica, 8(3), 359”“367.
Katz, D., & Kahn, R. L. (1974). Psicologia social das organizações.
São Paulo: Atlas.
Latorre, S. Z. (2006). Perfis de cultura e de valores organizacionais:
Um estudo em empresas de tecnologia (Dissertação de
mestrado não publicada). Universidade Presbiteriana
Mackenzie, São Paulo, Brasil.
Matziari, A., Montgomery, A. J., Georganta, K., & Doulougeri, K.
(2016). The relationship between organizational practices and
values with burnout and engagement. Current Psychology,
Early Cite: doi: 10.1007/s12144-016-9413-7.
Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The
measurement of organizational commitment. Journal of
Vocational Psychology, 14, 224”“247.
Naidoo, P., & Martins, N. (2014). Investigating the relationship
between organizational culture and work engagement.
Problems and Perspectives in Management, 12, 432-440.
Oliveira, A. de F., & Tamayo, A. (2004). Inventário de perfis de
valores organizacionais. Revista de Administração, USP,
39(2), 129”“140.
O’Reilly, C. A., Chatman, J., & Caldwell, D. F. (1991). People
and organizational culture: A profile comparison approach to
assessing person-organization fit. Academy of Management
Journal, 34(3), 487”“516. doi:10.2307/256404
Paschoal, T., Álvaro, J.-L., & Porto, J. B. (2015). The moderating
effect of personal values in the relationship between working
conditions and wellbeing / El efecto moderador de los valores
personales en la relación entre condiciones de trabajo y
bienestar. Revista de Psicología Social, 30(1), 89”“121. doi:1
0.1080/02134748.2014.987505
Paschoal, T., & Tamayo, A. (2008). Construção e validação da escala
de bem-estar no trabalho. Avaliação Psicológica, 7(1), 11”“22.
Ribeiro, P. E. C. D., Porto, J. B., Puente-Palacios, K. E., & Resende,
M. M. (2016). Clima ético nas organizações: Evidências de
validade de uma escala de medida. Temas Em Psicologia.
Sagiv, L., & Schwartz, S. H. (2007). Cultural values in organisations:
Insights for Europe. European Journal of International
Management, 1(3), 176. doi:10.1504/EJIM.2007.014692
Sarros, J. C., Gray, J., Densten, I. L., & Cooper, B. (2005). The
organizational culture profile revisited and revised: An
Australian perspective. Australian Journal of Management,
30(1), 159”“182. doi:10.1177/031289620503000109
Satorra, A., & Bentler, P. M. (2001). A scaled difference chi-square
test statistic for moment structure analysis. Psychometrika,
66(4), 507”“514. doi:10.1007/BF02296192
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006).
The measurement of work engagement with a short
questionnaire: A cross-national study. Educational
and Psychological Measurement, 66(4), 701”“716.
doi:10.1177/0013164405282471
Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A.
B. (2002). The measurement of engagement and burnout: A
confirmatory factor analytic approach. Journal of Happiness
Studies, 3(1), 71”“92. doi:10.1023/A:1015630930326
Schein, E. H. (2010). Organizational culture and leadership (4th
ed.). San Francisco, CA: Jossey-Bass.
Schneider, B., & Barbera, K. M. (2014). The Oxford handbook of
organizational climate and culture. New York, NY: Oxford
University Press.
Schwartz, S. H. (1992). Universals in the content and structure
of values: Theoretical advances and empirical tests in 20
countries. In M. P. Zanna (Ed.), Advances in experimental
social psychology (Vol. 24, pp. 1”“65). San Diego: Academic.
Schwartz, S. H. (1999). A theory of cultural values and some
implications for work. Applied Psychology, 48(1), 23”“47.
doi:10.1111/j.1464-0597.1999.tb00047.x
Schwartz, S. H. (2006). A theory of cultural value orientations:
Explication and applications. Comparative Sociology, 5(2),
137”“182. doi:10.1163/156913306778667357
Schwartz, S. H. (2012). An overview of the Schwartz theory of
basic values. Online Readings in Psychology and Culture, 2(1).
http://dx.doi.org/10.9707/2307-0919.1116.*
Schwartz, S. H., Cieciuch, J., Vecchione, M., Davidov, E., Fischer,
R., Beierlein, C., … Konty, M. (2012). Refining the theory
of basic individual values. Journal of Personality and Social
Psychology, 103(4), 663”“88. doi:10.1037/a0029393
Stackman, R. W., Pinder, C. C., & Connor, P. E. (2000). Values
lost. In N. M. Ashkanasy, C. P. M. Wilderom, & M. F. Peterson
(Eds.), Handbook of organizational culture and climate (pp.
37”“54). Thousand Oaks, CA: Sage.
Suharti, L., & Suliyanto, D. (2012). The effects of organizational
culture and leadership style toward employee engagement
and their impacts toward employee loyalty. World Review of
Business Research, 2, 128-139.
Tamayo, A. (1998). Valores organizacionais: Sua relação com satisfação
no trabalho, cidadania organizacional e comprometimento afetivo.
Revista de Administração, USP, 33(3), 56”“63.
Tamayo, A. (2005). Impacto dos valores pessoais e organizacionais
sobre o comprometimento organizacional. In A. Tamayo & J.
B. Porto (Eds.), Valores e comportamento nas organizações
(pp. 160”“186). Rio de Janeiro: Vozes.
Tamayo, A. (2008). Valores organizacionais e comprometimento
afetivo. RAM. Revista de Administração Mackenzie, 6(3),
192”“213.
Tamayo, A., Mendes, A. M., & Paz, M. G. T. (2000). Inventário
de valores organizacionais. Estudos de Psicologia (Natal),
5(2), 289”“315.
Tindale, R. S., Smith, C. M., Thomas, L. S., Filkins, J., & Sheffey,
S. (1996). Shared representations and asymmetric social
influence processes in small groups. In E. Witte & J. H. Davis
(Eds.), Understanding group behavior: Consensual action by
small groups (pp. 81”“103). New York, NJ: Lawrence Erlbaum.
Trevino, L. K., Butterfield, K. D., & McCabe, D. L. (1998). The
ethical context in organizations: Influences on employee
attitudes and behaviors. Business Ethics Quarterly, 8(3), 447.
doi:10.2307/3857431
Vandenberghe, C., & Peiro, J. M. (1999). Organizational and
individual values: Their main and combined effects on
work attitudes and perceptions. European Journal of
Work and Organizational Psychology, 8(4), 569”“581.
doi:10.1080/135943299398177
Victor, B., & Cullen, J. B. (1988). The organizational bases of ethical
work climates. Administrative Science Quarterly, 33(1), 101.
doi:10.2307/2392857
values and organizational commitment: A correlational and
experimental investigation in two organizations. Journal of
Occupational and Organizational Psychology, 78(4), 531”“551.
doi:10.1348/096317905X26174
Baer, M., & Frese, M. (2003). Innovation is not enough: Climates
for initiative and psychological safety, process innovations,
and firm performance. Journal of Organizational Behavior,
24(1), 45”“68. doi:10.1002/job.179
Bilsky, W., & Jehn, K. A. (2002). Organisationskultur und
individuelle werte: Belege für eine gemeinsame struktur. In
M. Myrtek (Ed.), Die Person im biologischen und sozialen
Kontext (pp. 211”“228). Göttingen: Hogrefe.
Borg, I., Groenen, P. J. F., Jehn, K. A., Bilsky, W., & Schwartz, S.
H. (2011). Embedding the organizational culture profile into
Schwartz’s theory of universals in values. Journal of Personnel
Psychology, 10(1), 1”“12. doi:10.1027/1866-5888/a000028
Borges-Andrade, J. E., Afanasief, R. S., & Silva, M. S. (1989).
Mensuração de comprometimento organizacional em
instituições públicas. In SBP (Ed.), Anais da Reunião Anual
de Psicologia (p. 236). Ribeirão Preto, SP: SBP.
Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and changing
organizational culture: Based on the competing values
framework (3rd ed.). San Francisco, CA.: Jossey-Bass.
Chan, D. (2014). Multilevel aggregation issues in climate and
culture research. In B. Schneider & K. M. Barbera (Eds.), The
Oxford handbook of organizational climate and culture (pp.
484”“495). New York, NY: Oxford University Press.
Crant, J. M. (2000). Proactive behavior in organizations.
J o u r n a l o f M a n a g e m e n t , 2 6 ( 3 ) , 4 3 5 ”“ 4 6 2 .
doi:10.1177/014920630002600304
Dylag, A., Jaworek, M., Karwowski, W., Kożusznikc,M., &
Marekd, T. (2013). Discrepancy between individual and
organizational values: Occupational burnout and work
engagement among white-collar workers. International
Journal of Industrial Ergonomics, 43, 225-231. doi:
10.1016/j.ergon.2013.01.002
Engelbrecht, A. S., van Aswegen, A. S., & Theron, C. C. (2005).
The effect of ethical values on transformational leadership
and ethical climate in organisations. South African Journal of
Business Management, 36(2), 19”“26.
Fernandes, H. de A., & Ferreira, M. C. (2009). O impacto dos
valores pessoais e organizacionais no comprometimento
com a organização. Psico-USF (Impresso), 14(3), 341”“354.
doi:10.1590/S1413-82712009000300010
Hartnell, C. A., Ou, A. Y., & Kinicki, A. (2011). Organizational
culture and organizational effectiveness: A meta-analytic
investigation of the competing values framework’s theoretical
suppositions. Journal of Applied Psychology, 96(4), 677”“94.
doi:10.1037/a0021987
Hofstede, G., Neuijen, B., Ohayv, D. D., & Sanders, G. (1990).
Measuring organizational cultures: A qualitative and
quantitative study across twenty cases. Administrative Science
Quarterly, 35(2), 286. doi:10.2307/2393392
Hu, L., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in
covariance structure analysis: Conventional criteria versus
new alternatives. Structural Equation Modeling, 6(1), 1”“55.
doi:10.1080/10705519909540118
Kalliath, T. J., Bluedorn, A. C., & Strube, M. J. (1999). A test of
value congruence effects. Journal of Organizational Behavior,
20(7), 1175”“1198.
Kamia, M., & Porto, J. B. (2009). Desenvolvimento e validação da
escala de comportamento proativo nas organizações - ECPO.
Avaliação Psicológica, 8(3), 359”“367.
Katz, D., & Kahn, R. L. (1974). Psicologia social das organizações.
São Paulo: Atlas.
Latorre, S. Z. (2006). Perfis de cultura e de valores organizacionais:
Um estudo em empresas de tecnologia (Dissertação de
mestrado não publicada). Universidade Presbiteriana
Mackenzie, São Paulo, Brasil.
Matziari, A., Montgomery, A. J., Georganta, K., & Doulougeri, K.
(2016). The relationship between organizational practices and
values with burnout and engagement. Current Psychology,
Early Cite: doi: 10.1007/s12144-016-9413-7.
Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The
measurement of organizational commitment. Journal of
Vocational Psychology, 14, 224”“247.
Naidoo, P., & Martins, N. (2014). Investigating the relationship
between organizational culture and work engagement.
Problems and Perspectives in Management, 12, 432-440.
Oliveira, A. de F., & Tamayo, A. (2004). Inventário de perfis de
valores organizacionais. Revista de Administração, USP,
39(2), 129”“140.
O’Reilly, C. A., Chatman, J., & Caldwell, D. F. (1991). People
and organizational culture: A profile comparison approach to
assessing person-organization fit. Academy of Management
Journal, 34(3), 487”“516. doi:10.2307/256404
Paschoal, T., Álvaro, J.-L., & Porto, J. B. (2015). The moderating
effect of personal values in the relationship between working
conditions and wellbeing / El efecto moderador de los valores
personales en la relación entre condiciones de trabajo y
bienestar. Revista de Psicología Social, 30(1), 89”“121. doi:1
0.1080/02134748.2014.987505
Paschoal, T., & Tamayo, A. (2008). Construção e validação da escala
de bem-estar no trabalho. Avaliação Psicológica, 7(1), 11”“22.
Ribeiro, P. E. C. D., Porto, J. B., Puente-Palacios, K. E., & Resende,
M. M. (2016). Clima ético nas organizações: Evidências de
validade de uma escala de medida. Temas Em Psicologia.
Sagiv, L., & Schwartz, S. H. (2007). Cultural values in organisations:
Insights for Europe. European Journal of International
Management, 1(3), 176. doi:10.1504/EJIM.2007.014692
Sarros, J. C., Gray, J., Densten, I. L., & Cooper, B. (2005). The
organizational culture profile revisited and revised: An
Australian perspective. Australian Journal of Management,
30(1), 159”“182. doi:10.1177/031289620503000109
Satorra, A., & Bentler, P. M. (2001). A scaled difference chi-square
test statistic for moment structure analysis. Psychometrika,
66(4), 507”“514. doi:10.1007/BF02296192
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006).
The measurement of work engagement with a short
questionnaire: A cross-national study. Educational
and Psychological Measurement, 66(4), 701”“716.
doi:10.1177/0013164405282471
Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A.
B. (2002). The measurement of engagement and burnout: A
confirmatory factor analytic approach. Journal of Happiness
Studies, 3(1), 71”“92. doi:10.1023/A:1015630930326
Schein, E. H. (2010). Organizational culture and leadership (4th
ed.). San Francisco, CA: Jossey-Bass.
Schneider, B., & Barbera, K. M. (2014). The Oxford handbook of
organizational climate and culture. New York, NY: Oxford
University Press.
Schwartz, S. H. (1992). Universals in the content and structure
of values: Theoretical advances and empirical tests in 20
countries. In M. P. Zanna (Ed.), Advances in experimental
social psychology (Vol. 24, pp. 1”“65). San Diego: Academic.
Schwartz, S. H. (1999). A theory of cultural values and some
implications for work. Applied Psychology, 48(1), 23”“47.
doi:10.1111/j.1464-0597.1999.tb00047.x
Schwartz, S. H. (2006). A theory of cultural value orientations:
Explication and applications. Comparative Sociology, 5(2),
137”“182. doi:10.1163/156913306778667357
Schwartz, S. H. (2012). An overview of the Schwartz theory of
basic values. Online Readings in Psychology and Culture, 2(1).
http://dx.doi.org/10.9707/2307-0919.1116.*
Schwartz, S. H., Cieciuch, J., Vecchione, M., Davidov, E., Fischer,
R., Beierlein, C., … Konty, M. (2012). Refining the theory
of basic individual values. Journal of Personality and Social
Psychology, 103(4), 663”“88. doi:10.1037/a0029393
Stackman, R. W., Pinder, C. C., & Connor, P. E. (2000). Values
lost. In N. M. Ashkanasy, C. P. M. Wilderom, & M. F. Peterson
(Eds.), Handbook of organizational culture and climate (pp.
37”“54). Thousand Oaks, CA: Sage.
Suharti, L., & Suliyanto, D. (2012). The effects of organizational
culture and leadership style toward employee engagement
and their impacts toward employee loyalty. World Review of
Business Research, 2, 128-139.
Tamayo, A. (1998). Valores organizacionais: Sua relação com satisfação
no trabalho, cidadania organizacional e comprometimento afetivo.
Revista de Administração, USP, 33(3), 56”“63.
Tamayo, A. (2005). Impacto dos valores pessoais e organizacionais
sobre o comprometimento organizacional. In A. Tamayo & J.
B. Porto (Eds.), Valores e comportamento nas organizações
(pp. 160”“186). Rio de Janeiro: Vozes.
Tamayo, A. (2008). Valores organizacionais e comprometimento
afetivo. RAM. Revista de Administração Mackenzie, 6(3),
192”“213.
Tamayo, A., Mendes, A. M., & Paz, M. G. T. (2000). Inventário
de valores organizacionais. Estudos de Psicologia (Natal),
5(2), 289”“315.
Tindale, R. S., Smith, C. M., Thomas, L. S., Filkins, J., & Sheffey,
S. (1996). Shared representations and asymmetric social
influence processes in small groups. In E. Witte & J. H. Davis
(Eds.), Understanding group behavior: Consensual action by
small groups (pp. 81”“103). New York, NJ: Lawrence Erlbaum.
Trevino, L. K., Butterfield, K. D., & McCabe, D. L. (1998). The
ethical context in organizations: Influences on employee
attitudes and behaviors. Business Ethics Quarterly, 8(3), 447.
doi:10.2307/3857431
Vandenberghe, C., & Peiro, J. M. (1999). Organizational and
individual values: Their main and combined effects on
work attitudes and perceptions. European Journal of
Work and Organizational Psychology, 8(4), 569”“581.
doi:10.1080/135943299398177
Victor, B., & Cullen, J. B. (1988). The organizational bases of ethical
work climates. Administrative Science Quarterly, 33(1), 101.
doi:10.2307/2392857
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Published
2017-05-23
How to Cite
Porto, J. B. (2017). A Scale of Organizational Values Framed on Schwartz’s Theory of Cultural Values. Psicologia: Teoria E Pesquisa, 32(5). Retrieved from https://periodicos.unb.br/index.php/revistaptp/article/view/19397
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Estudos Empíricos
