Relevant bibliographies by topics / Organizational values

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Organizational values'

Author: Grafiati
Published: 4 June 2021
Last updated: 25 July 2025

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Journal articles on the topic "Organizational values"

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Dobni, Dawn, J. R. Brent Ritchie, and Wilf Zerbe. "Organizational Values." Journal of Business Research 47, no. 2 (2000): 91–107. http://dx.doi.org/10.1016/s0148-2963(98)00058-7.

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Scott, Elizabeth D. "Organizational Moral Values." Business Ethics Quarterly 12, no. 1 (2002): 33–55. http://dx.doi.org/10.2307/3857647.

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Abstract:This article argues that the important organizational values to study are organizational moral values. It identifies five moral values (honest communication, respect for property, respect for life, respect for religion, and justice), which allow parallel constructs at individual and organizational levels of analysis. It also identifies dimensions used in differentiating organizations’ moral values. These are the act, actor, person affected, intention, and expected result. Finally, the article addresses measurement issues associated with organizational moral values, proposing that cont
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Mastenbroek, Willem. "Clarifying organizational values." European Management Journal 8, no. 2 (1990): 216–17. http://dx.doi.org/10.1016/0263-2373(90)90089-o.

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Jiang, Zhou. ""Cultural Values, Organizational Trust, and Organizational Commitment"." Academy of Management Proceedings 2015, no. 1 (2015): 16089. http://dx.doi.org/10.5465/ambpp.2015.16089abstract.

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Sousa, Juliana Moraes de, and Juliana Barreiros Porto. "Do Work Values Predict Preference for Organizational Values?" Psico-USF 21, no. 1 (2016): 135–45. http://dx.doi.org/10.1590/1413-82712016210112.

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Abstract The purpose of this research is to identify evidence that work values can predict organizational values preference, based on conceptual similarity proposed by the Theory of Values. A total of 254 Brazilian undergraduate students responded to the Organizational Values Scale and the revised Work Values Scale. Hierarchical regressions were run controlling for demographics. The results indicated significant explanation of variance for all organizational values. The most significant predictors were compatible with the hypotheses based on Schwartz's Theory of Values, revealing that work and
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Giedraitis, A., R. Stašys, and J. Ramanauskas. "ORGANIZATIONAL VALUES HARMONIZATION PROCESS." Drukerovskij vestnik 3 (February 2016): 89–107. http://dx.doi.org/10.17213/2312-6469-2016-3-89-107.

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Hinings, C. R., L. Thibault, T. Slack, and L. M. Kikulis. "Values and Organizational Structure." Human Relations 49, no. 7 (1996): 885–916. http://dx.doi.org/10.1177/001872679604900702.

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Amis, John, Trevor Slack, and C. R. Hinings. "Values and Organizational Change." Journal of Applied Behavioral Science 38, no. 4 (2002): 436–65. http://dx.doi.org/10.1177/002188602237791.

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Bourne, Humphrey, Mark Jenkins, and Emma Parry. "Mapping Espoused Organizational Values." Journal of Business Ethics 159, no. 1 (2017): 133–48. http://dx.doi.org/10.1007/s10551-017-3734-9.

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Elizur, Dov, and Meni Koslowsky. "Values and organizational commitment." International Journal of Manpower 22, no. 7 (2001): 593–99. http://dx.doi.org/10.1108/01437720110408967.

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Dissertations / Theses on the topic "Organizational values"

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Beagles, Jonathan E., and Jonathan E. Beagles. "Organizational Values and the Network Governance of International Nongovernmental Organizations." Diss., The University of Arizona, 2017. http://hdl.handle.net/10150/625854.

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This study asks the following questions: What explains the governance structures of inter-organizational networks? Are the multiple levels of network governance studied in the public (forms of coordination) and nonprofit literatures (network boards) related or do they respond to different driving influences such a dominant stakeholder group (Brown, Ebrahim and Batliwala, 2012) or the need to balance internal tensions (Provan & Kenis, 2008)? And are the values outlined in a network's vision, mission and values statements related to the governance structures they adopt? From this comparative c
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Newland, Sarah J. "Organizational Citizenship Behavior- Individual or Organizational Citizenship Behavior- Organization: Does the Underlying Motive Matter?" TopSCHOLAR®, 2012. http://digitalcommons.wku.edu/theses/1159.

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Organizational Citizenship Behavior (OCB) is considered behavior that benefits others, but is not a part of the employee’s job description. Research has indicated that OCB can be divided into two categories, behavior that is directed towards other individuals (OCBI) and behavior that is directed towards the organization (OCBO). Research has also suggested that there are three different motives behind OCB, impression management, prosocial values, and organizational concern. This study examines the relationship between the motives and the type of OCB that is performed. The results failed to indi
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O'Connell, Alec John. "Values, values congruence and organisational commitment." University of Western Australia. Faculty of Business, 2009. http://theses.library.uwa.edu.au/adt-WU2009.0130.

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This study examines the relationship between personal values, perceived organisational values and organisational commiunent. The study builds on the work of Finegan (2000). It is argued that the greater the congruence between a person's personal values and the perceived organisational values of the employing organisation, the greater would be their commitment to that organization. This study examines this issue in a school context, examining the teachers' values and their perceptions of their schools' values. As part of the study a survey was administered to a sample of teachers at eight schoo
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Vogds, Jean C. "Perceptions of organizational values and culture at various levels of an organization." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001vogdsj.pdf.

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Thomas, Tammara Petrill. "The Effect of Personal Values, Organizational Values, and Person-Organization Fit on Ethical Behaviors and Organizational Commitment Outcomes among Substance Abuse Counselors: A Preliminary Investigation." Diss., University of Iowa, 2013. https://ir.uiowa.edu/etd/4920.

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Numerous research studies have concluded that values drive perceptions, responses to situations, judgments, interactions among people, and behaviors. In addition, studies have found that congruence or agreement between individual values and organizational values can increase job satisfaction and commitment. Minimal research has explored the concept of value congruence between substance abuse counselors and their treatment settings, and its impact on perceived ethical work behaviors and organizational commitment. This study explored how the extent of fit between individual and organizational va
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Siegruhn, R. "Shared values : the road to reconstruction and success." Thesis, Stellenbosch : Stellenbosch University, 2002. http://hdl.handle.net/10019.1/53053.

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Thesis (MBA)--Stellenbosch University, 2002.<br>ENGLISH ABSTRACT: Governments and organisations focus their efforts and resources on physical production factors and the skills of their employees. However, in order to focus the resources and skills of an organisation on a specific outcome there needs to be a common and binding set of values. Many empowerment efforts in South Africa have not succeeded and the reasons cited for their failures, concomitantly, have been based on physical production factors and lack of skills. This study will investigate whether a misalignment of values may
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Slaughter, Rodney A. "Tradition and Progress| California Fire Technology Directors Beliefs and Values." Thesis, Pepperdine University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10263725.

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<p> This study explores the basic assumptions, beliefs, and occupational values of California Fire Technology Directors as they influence and socialize the next generation of firefighters entering the fire service. Definitions of industry culture, occupational culture, and organizational culture were applied to the fire service as well as the influence that heritage, traditions, values, meaning, and context play in the socialization process. Research methodology included emic and etic data collection techniques that documented the opinions and observations of the study group. Data from the Org
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Johnson, Kimberly Michelle Sutton Charlotte. "The influence of organizational values on profitability." Auburn, Ala., 2009. http://hdl.handle.net/10415/1943.

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Evans, Amanda. "SOCIAL WORK VALUES AND HOSPITAL CULTURE: AN EXAMINATION FROM A COMPETING VALUES FRAMEWORK." Doctoral diss., University of Central Florida, 2005. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/3499.

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The purpose of this study is to assess the perceptions of social workers employed in Florida hospitals in relation to the core values of their profession and the alignment of those values within the culture of their current work setting. The conceptual framework for the study was from organizational behavior theory specific to culture, values, and trust. The Competing Values Framework (Cameron & Quinn, 1999) provided a method to distinguish co-existing competing values within an organization. The research findings indicated that 65% of the professional social workers who participated in the st
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Santoriello, Anthony John. "Assessing Unique Core Values with the Competing Values Framework: The CCVI Technique for Guiding Organizational Culture Change." PDXScholar, 2015. https://pdxscholar.library.pdx.edu/open_access_etds/2315.

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Extensive research suggests organizations have unique guiding principles, called core values, which play a central role in strategic decision making, sustaining high-performance cultures, and guiding organizational culture change. Although the Competing Values Framework (CVF) has been widely used to identify a standardized set of core values, it has not been used to identify unique core values at a given organizations. Unique core values help to distinguish organizations and drive market success. The present research focused on development of a technique to extend the application of the CVF to
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Books on the topic "Organizational values"

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Mike, Woodcock, ed. Unblocking organizational values. Scott, Foresman, 1990.

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Woodcock, Mike. Clarifying organizational values. Gower, 1989.

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Scott, William G. Organizational values in America. Transaction Publishers, 1989.

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Thyssen, Ole. Business Ethics and Organizational Values. Palgrave Macmillan UK, 2009. http://dx.doi.org/10.1057/9780230250932.

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Scott, Cynthia D. Organizational vision, values and mission. Crisp Publications, 1993.

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Cartwright, Talula. Setting priorities: Personal values, organizational results. Center For Creative Leadership, 2007.

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D, Stacey Ralph, and Griffin Douglas 1946-, eds. Complexity and the experience of values, conflict, and compromise in organizations. Routledge, 2008.

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Stacey, Ralph D. Complexity and the experience of values, conflict and compromise in organizations. Routledge, 2008.

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Shockley-Zalabak, Pamela. Fundamentals of organizational communication: Knowledge, sensitivity, skills, values. 7th ed. Pearson/Allyn and Bacon Publishers, 2009.

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Shockley-Zalabak, Pamela. Fundamentals of organizational communication: Knowledge, sensitivity, skills, values. 2nd ed. Longman, 1991.

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Book chapters on the topic "Organizational values"

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Hanks, Emily Kay, and James Craig Hanks. "Organizational Values." In Global Encyclopedia of Public Administration, Public Policy, and Governance. Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-20928-9_41.

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Mueller, Karsten, and Tammo Straatmann. "Organizational Values." In Encyclopedia of Quality of Life and Well-Being Research. Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_2031.

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Hanks, Emily Kay, and James Craig Hanks. "Organizational Values." In Global Encyclopedia of Public Administration, Public Policy, and Governance. Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-31816-5_41-1.

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Mueller, Karsten, Tammo Straatmann, and Svenja Kristina Schumacher. "Organizational Values." In Encyclopedia of Quality of Life and Well-Being Research. Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-17299-1_2031.

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Hanks, Emily Kay, and James Craig Hanks. "Organizational Values." In Global Encyclopedia of Public Administration, Public Policy, and Governance. Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-66252-3_41.

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Mueller, Karsten, Tammo Straatmann, and Svenja Kristina Schumacher. "Organizational Values." In Encyclopedia of Quality of Life and Well-Being Research. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-319-69909-7_2031-2.

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Ahrendt, Bernd, Rebecca Sabine Nikolaus, and Jörg Zilinski. "The Lived Values." In Organizational Ikigai. Springer Berlin Heidelberg, 2024. http://dx.doi.org/10.1007/978-3-662-69067-3_7.

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Barrett, Richard. "Organizational democracy." In The Values-Driven Organization. Routledge, 2017. http://dx.doi.org/10.9774/gleaf.9781315558530_18.

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Thyssen, Ole. "Values." In Business Ethics and Organizational Values. Palgrave Macmillan UK, 2009. http://dx.doi.org/10.1057/9780230250932_6.

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Jiwani, Bashir. "Synthesize Values (optional)." In Good Organizational Decisions. Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-33401-7_5.

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Conference papers on the topic "Organizational values"

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Badarneh, Amer, Amir Haj, and Ismael Abu-Saad. "LEADERSHIP, CULTURAL VALUES AND ORGANIZATIONAL COMMITMENT IN ARAB HIGH SCHOOLS." In 17th annual International Conference of Education, Research and Innovation. IATED, 2024. https://doi.org/10.21125/iceri.2024.1154.

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Lovrenčić, Sandra. "Knowledge Management as a Facilitator of Organizational Change." In Values, Competencies and Changes in Organizations. University of Maribor Press, 2021. http://dx.doi.org/10.18690/978-961-286-442-2.82.

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Natural, social, political, technological and economic environment of an organization constantly change making timely and relevant information and knowledge critical for competitive advantage and business success. Such constant changes can cause disruption and with it need for adaptation of business models, digital transformation and improvement of knowledge management systems. Digital business and digital workforce are being even more accentuated with ongoing epidemic and new information technologies emerge to help organizations in achieving their goals. Information technology is an important
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Anđelković, Maja, Marjan Marjanović, and Michail Pappas. "Organizational Socialization as Part of Knowledge Management." In Values, Competencies and Changes in Organizations. University of Maribor Press, 2020. http://dx.doi.org/10.18690/978-961-286-442-2.1.

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Socialization is a process during which we learn and adopt knowledge about rules and norms of our culture and through which we are enabled to collaborate with other social subjects. Individuals are socialized into an organization or a group by the method that is in its foundation the same as the method of socialization into society. As an individual becomes employed by an organization he becomes a part of that same organization, helps in the organization achieve its objectives, but also becomes a part of the community consisting of all the employees and executives, and this is where the theory
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Al Marzouqi, Y. "Organizational Core Values." In SPE International Health, Safety & Environment Conference. Society of Petroleum Engineers, 2006. http://dx.doi.org/10.2118/98755-ms.

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Ma, Xue. "Organizational values: A review." In 2009 ISECS International Colloquium on Computing, Communication, Control, and Management (CCCM). IEEE, 2009. http://dx.doi.org/10.1109/cccm.2009.5268078.

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Jednak, Sandra. "Adapting Business to Sustainable Development and New Technology." In Values, Competencies and Changes in Organizations. University of Maribor Press, 2021. http://dx.doi.org/10.18690/978-961-286-442-2.81.

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Different internal and external causes make differences in doing business. Changes within an organization may be caused by mergers and acquisitions, crises, organizational culture, and application of new technology, but also by external changes such as sustainable development, digitalization, and COVID19. Changes in business environment affect the change in behaviour, competencies and values as well as in business activities, all in order to achieve organizational goals. Sustainable development brings sustainable practice into business. Each organization considers economic, social, and environ
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Pasquini, Laura A., and Nicholas Evangelopoulos. "Organizational identity, meaning, and values." In the 2015 International Conference. ACM Press, 2015. http://dx.doi.org/10.1145/2789187.2789198.

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Weech, Shelton. "Analyzing Organizational Values Over Time." In SIGDOC '20: The 38th ACM International Conference on Design of Communication. ACM, 2020. http://dx.doi.org/10.1145/3380851.3416760.

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Gašperlin, Blaž, Andreja Pucihar, and Mirjana Kljajić Borštnar. "Influencing Factors of Digital Transformation in SMEs – Literature Review." In Values, Competencies and Changes in Organizations. University of Maribor Press, 2021. http://dx.doi.org/10.18690/978-961-286-442-2.17.

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Digital transformation refers to the process of redefining the way enterprises do business using digital technology. It changes existing organizational processes within and between organizations. The transformation affects all organizations, but poses a particular challenge for small and medium-sized enterprises. To begin a digital transformation process, enterprises must first be aware of the factors influencing the transformation, so they can further develop their digital maturity roadmap and continue the digital transformation process. In this paper, we aim to identify the most important in
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Hamzagić, Enes, Aleksandra Golubović-Stojanović, and Srđan Skorup. "Understanding organizational behavior: Insights into values, culture, and cognition." In XIX International May Conference on Strategic Management – IMCSM24 Proceedings. University of Belgrade, Technical Faculty in Bor, 2024. http://dx.doi.org/10.5937/imcsm24050h.

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This paper examines the complex dynamics of organizational values, culture formation, and group dynamics using a multidisciplinary approach. It explores the effects of national culture, organizational founders, and employees on organizational values, emphasizing the evolution of organizational culture over time. Additionally, it contrasts traditional and contemporary approaches to culture formation while emphasizing the roles of communication, managerial practices, and group dynamics in shaping organizational ethos. By synthesizing insights from different disciplines, this paper offers a compr
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Reports on the topic "Organizational values"

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Buenger, Victoria, Jeffrey S. Austin, Richard L. Daft, and Edward J. Conlon. Predicting Organizational Goals: Competing Values or Contingency Relationships. Defense Technical Information Center, 1987. http://dx.doi.org/10.21236/ada204997.

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Santoriello, Anthony. Assessing Unique Core Values with the Competing Values Framework: The CCVI Technique for Guiding Organizational Culture Change. Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.2312.

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Herrera, Cristian. How do strategies to change organizational culture affect healthcare performance? SUPPORT, 2016. http://dx.doi.org/10.30846/1608114.

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‘Organizational culture’ refers to characteristics shared by people who work within the same organization. These characteristics may include beliefs, values, norms of behaviour, routines, and traditions. The management of organizational culture is viewed increasingly as a necessary part of health system reform. It is therefore important for policymakers to be aware how strategies to improve organizational culture affect healthcare performance.
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Villesèche, Florence, Caroline Julie Demeyère, and Flora Antoniazzi. Denmark's DEI Consulting Landscape: Where Ethical Values Meet Market Realities. Department of Business Humanities and Law. Copenhagen Business School, 2024. http://dx.doi.org/10.22439/bhl.2024.01.

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Who are the diversity, equity, and inclusion (DEI) consultants shaping the landscape in Denmark? What motivates them to enter the DEI consulting market? What types of initiatives do they undertake? How do they navigate the challenges of selling DEI services to organizations, especially when met with resistance or criticism? How do these professionals connect and network in this burgeoning industry? These questions guided our research project as we investigated the world of DEI consulting in Denmark. Today, DEI is a major consideration for organizations, employers, and society at large. It cove
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Kelley, Allyson, Brighten Crawford, Morgan Witzel, et al. Spirituality in the Workplace: A qualitative study of spiritual practices of a small woman-owned research and evaluation company. Allyson Kelley & Associates PLLC, 2024. http://dx.doi.org/10.62689/cx0hnl.

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Workplace spirituality has been defined as a framework for organizational values that is part of the culture, connection, and future. AKA is a small woman-owned, spirit-led business. Our mission and vision direct us toward programs, research, evaluation, and communities that match our values, theories, and interests. Because spirituality is essential for wellness, well teams, and well communities, we designed this study to explore AKA team member views about spirituality and how they incorporate spirituality in their work. The following research questions to guide this study: 1) What are some
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Ballesteros, Marife, and Jenica Ancheta. The Role of Agrarian Reform Beneficiaries Organizations (ARBOs) in Agriculture Value Chain. Philippine Institute for Development Studies, 2020. https://doi.org/10.62986/dp2020.24.

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This paper evaluates how agrarian reform beneficiary organizations (ARBOs) participate in the value chain; how they engage actors along the value chain; and what challenges do they face in the process. Farmer organizations, such as ARBOs, are important conduits for smallholders to participate, specifically in higher value chain. This strategy enables smallholders to pool resources, jointly carry out profitable activities, reduce risks and transaction costs, and operate on scale economies. However, many farmer organizations in the country have low level of organizational maturity and are mainly
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Dunne-Moses, Abigail, Marcia Alesan Dawkins, Valerie Futch Ehrlich, Cathleen Clerkin, and Chelsea Crittle. REAL: CCL’s Research-Based Leadership Framework for Equity, Diversity, and Inclusion in Action. Center for Creative Leadership, 2023. http://dx.doi.org/10.35613/ccl.2023.2056.

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Organizational cultures that emphasize fairness, connection and human-centeredness inspire more effective collaboration, are more economically efficient, and can manage conflict and crisis effectively.[i] Such cultures are also marked by less burnout and more engagement, retention, and satisfaction.[ii] These cultural values directly relate to promoting equity, diversity, and inclusion (EDI) in the workplace. Despite these well-known values, leaders do not always know how to talk about them or make them tangible and practical. REAL is a research informed framework crafted carefully to do exact
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Menon, Shantanu, Kushagra Merchant, Devika Menon, and Aruna Pandey. Youth for Unity and Voluntary Action (YUVA): Instituting an ideal. Indian School Of Development Management, 2023. http://dx.doi.org/10.58178/2303.1021.

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This case study traces the journey of Youth for Unity and Voluntary Action (YUVA), an NGO which was co-founded in Mumbai (erstwhile Bombay) in 1984 by a young graduate Minar Pimple along with a group of his lecturers and peers from the Nirmala Niketan College of Social Work, together looking to evolve an indigenous model of social work practice. To say that times have changed in India since YUVA’s inception 38 years ago would be an understatement. Despite this, the organization’s spirit continues to echo its founding purpose and values, and provide a space in which the most marginalised of you
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Mikhaleva, E., E. Babikova, G. Bezhashvili, M. Ilina, and I. Samkova. VALUE STREAM PROGRAM. Sverdlovsk Regional Medical College, 2022. http://dx.doi.org/10.12731/er0618.03122022.

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In order to increase the efficiency of the work of a medical organization, it is necessary to train medical workers, employees of medical organizations, students of educational organizations in the techniques and methods of lean production, followed by the application of the acquired skills directly at the workplace in a medical organization. The purpose of the training under the program is to acquire new competencies necessary to perform professional tasks using lean manufacturing tools - mapping the value stream to ensure maximum operational efficiency of production processes. The program pr
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Canto, Patricia. Firm Productivity, Organizational Choice and Global Value Chain. Universidad de Deusto, 2011. http://dx.doi.org/10.18543/lcsv5237.

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Based upon insights of the global value chain literature, the aim of this paper is to investigate the impact of being a supplier firm on labour productivity. The country of analysis is Italy, historically characterized by a very strong division of labour among firms. We make use of a unique database, which collects information on several organizational, structural and performance variables of a representative sample of more than 3000 Italian manufacturing firms, spanning the period 1998-2006. Our econometric investigation confirms predictions coming from the global value chain literature. By a
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