tailieunhanh - Leadership Processes and Follower Self-Identity phần 6

Giá trị. Có chút nghi ngờ rằng giá trị đóng một vai trò quan trọng trong đời sống tổ chức. Như nhưng ví dụ một, xem xét những người tổ chức (P-O) phù hợp với văn học (Kristof, 1996). Phù hợp với P-O đã được tìm thấy để ảnh hưởng đến sự lựa chọn người tìm việc những công việc để theo đuổi | 5. GENERATING A MENTAL REPRESENTATION 117 Values. There is little doubt that values play an important role in organizational life. As but one example consider the person-organization P-O fit literature Kristof 1996 . P-O fit has been found to influence job seekers choices of what jobs to pursue . Cable Judge 1996 the personnel judgments made by recruiters Kristoff-Brown 2000 and the ultimate satisfaction commitment and turnover intentions of employees . Bretz Judge 1994 Cable Judge 1996 . Generally positive outcomes for organizations are linearly related to the degree of overlap that exists between individuals and organizations. Although seemingly tangential this research is relevant to the current context insofar as the P-O fit literature is largely premised on the value overlap that exists between individuals and organizations suggesting that values are salient perceptual categories that guide organizational judgments and behavior. We also note that perceived values are likely to produce affective reactions as well. The fact that we do not address such affective consequences of values is simply because affect is covered in the following chapter. The importance of values for organizational life is not surprising when viewed in light of the fact that stability is a key requirement for any social system Schein 1992 p. 282 . There are a number of reasons to suspect that the communication and endorsement of a set of socially shared values is essential for the generation of stable and predictable internal organizational environments. First because values are desirable states objects goals or behaviors transcending specific situations and applied as normative standards to judge and to choose among alternative modes of behavior Schwartz 1992 p. 2 they provide frameworks that generate the development of socially sanctioned purposes and coherence to behavior across situations. Second because they are normative standards values are a basis for generating behaviors .