Asmeninių ir organizacinių vertybių kongruentiškumo Lietuvos organizacijose diagnozavimas

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Mokslo publikacijos / Scientific publications
Document Type:
Straipsnis / Article
Lietuvių kalba / Lithuanian
Asmeninių ir organizacinių vertybių kongruentiškumo Lietuvos organizacijose diagnozavimas
Alternative Title:
Diagnosis of congruence of personal and organizational values in Lithuanian organizations
In the Journal:
Organizacijų vadyba: sisteminiai tyrimai [Management of Organizations: Systematic Research]. 2012, Nr. 63, p. 99-112
Vertybės; Asmeninės vertybės; Organizacinės vertybės; Vertybių kongruencija.
Values; Personal values; Organizational values; Congruence of values.
Summary / Abstract:

LTStraipsnyje glaustai pateikiamos asmeninių, organizacinių vertybių ir jų kongruencijos teorinės prielaidos. Tyrimo tikslas – ištirti asmenines ir organizacines vertybes, siekiant įvertinti jų atitikimą / suderinamumą. Buvo sukonstruotas originalus ir universalus klausimynas, kurį sudaro dvi skalės (asmeninių vertybių skalė ir organizacinių vertybių skalė). Nustatyta, kokios svarbiausios vertybės asmeniui ir kokios – organizacijai, suskaičiuotas individo ir organizacijos vertybių suderinamumo balas. [Iš leidinio]

ENThe article presents the results of values congruence. Respondents regarded all named blocks of values as highly relevant and important to themselves. Many of them gave the highest rank to moral and physical values. Professional, aesthetic and spiritual values seemed to be least important to the respondents. It was found that the following fundamental humanistic values such as honesty, dutifulness, responsibility, respect, support, communication, information sharing, supply of high-quality goods and services to customers seemed to be the most important to the respondents. Respondents subjectively assessing the importance of values to the organization, assessed values of all blocks as more or less important to the organization, importance of all blocks of values ranges from medium important to important. According to respondents, economical values are most important to the organization, meanwhile physical and moral – a little less important. The results showed that the organization and its activities are an integral part of its key – economic values, these values mostly function in reality, the organization recognizes them, cherish and seek to embody them by specific actions. After the research has been completed and distribution of organization values compared to distribution of personal values according to importance it has been noted that priorities of personal and organizational value differ, but the core of values both to the person and the organization is made of moral, physical, economic and social values.It has as well been set that professional values according to importance are in the next-to-last position to the person and the organization, the results showed that respondents do not try to benefit the organization and are not sufficiently involved into the activities of the organization, but the organizations themselves are not interested in having employees who are maximally committed to the organization. Although according to the attitude of both – person and organization, certain blocks of values take more or less the same place, it does not mean that the strongest congruence has been fixed between them because congruence evaluates the strength of match between the values, not taking into account their importance. As the results of the research revealed there are no blocks of values that would either completely do not match or absolutely match between person and organization, thus when a part of values match, partial congruence of values between person and organization appears. After having conducted the research it cleared out that the strongest congruence occurs between spiritual, personal and organizational values. It has been set that stronger or weaker congruence of values occurs depending upon the importance of values to the person, thus congruence of values have hierarchically in turn ranked in the following order: the more important value to the person is, the weaker congruence between these personal and organizational values is. [From the publication]

1392-1142; 2335-8750
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2018-12-17 13:21:42
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