Matching personal and organizational values can effectively predict employees’ positive attitudes and behaviors. In management practices such as talent recruitment, employee training, career management, organizational system design, and employee retention in corporate human resource management, the matching of personal and organizational values can be used to improve the effectiveness of corporate management and enhance corporate competitiveness.
Values matching, also known as personal and organizational value matching, refers to the degree of consistency between personal values and the values of the organization where they work. It is an operationalization of personal and organizational matching from the perspective of values. A large number of existing studies have shown that the match between personal and organizational values has a positive effect on employees, and has a good positive effect on employees’ work performance, career success, job satisfaction, organizational commitment, organizational citizenship behavior and other work attitudes and organizational behaviors. It has predictive power and can reduce employees’ turnover intention, job burnout, and work stress.
In the information-based and globalized knowledge economy era, in order to cope with more complex situations such as strategic shifts, institutional innovations, scale changes, and structural adjustments, organizations need to have a team that can flexibly respond to various changes and competitions and has high organizational commitment. team of genius. Numerous research results on the matching of personal and organizational values have brought a revelation to management practitioners: in organizational management, promoting the matching between personal values and organizational values will improve employees’ work performance, improve employees’ work attitudes, and bring about Come to many benefits. Therefore, improving the level of matching between personal and organizational values helps organizations achieve and maintain a highly loyal human resources team.
In the human resources management of enterprises, matching personal and organizational values can be applied to the organization’s talent recruitment. Assessing personal and organizational value fit during the organization’s employee selection process will improve employees’ work attitudes and reduce absenteeism and turnover. In fact, some organizations already take the issue of matching personal and organizational values into consideration in their selection process. For example, when recruiting talents, Amazon emphasizes that ‘Amazon will not accept those who are not Amazon believers.’
Chatman (1989) proposed that in the recruitment and selection process of new employees, organizations should consider whether the organizational cultural values are consistent with individual values and whether organizational expectations are consistent with individual goals. Other studies have found that when organizations hire employees, they always strive to select candidates whose personality traits and value orientations are consistent with the organizational values or organizational environment. Some researchers also pointed out that when recruiting employees for the purpose of long-term employment and maintaining organizational flexibility, the match between personal and organizational values is one of the main factors that must be considered. Based on the analysis of the meaning of matching personal and organizational values, Zheng Renwei et al. (2001) put forward four suggestions for companies to recruit employees: first, the organization’s main corporate values and goals should be clearly defined; second, organizational values and goals should be integrated into the company’s compensation. and performance evaluation system; third, attention should be paid to corporate image advertising; fourth, the organization’s human resources department should design ‘fitness for the job’ tests in accordance with corporate values.
Matching personal and organizational values affects an individual’s career. Bretz et al.’s (1994) research found that the degree of value matching between employees and the organization has a certain impact on employees’ external achievements such as job promotion, salary level, and position, as well as internal achievements such as work interest and life satisfaction. Cable et al.’s (2002) research found that there is a positive correlation between personal and organizational values match and employee career satisfaction. Research on managers has found that managers who match organizational values have significantly higher overall management performance, work status and number of promotions.
Therefore, for employees in an enterprise, assessing the match between personal and organizational values will help individuals better plan their careers. For example, when an individual does not agree with the organizational values but is qualified for the job, he or she should consider looking for similar jobs at other companies. When an individual agrees with the organization’s values but is not qualified for the job, he should consider staying in the company but changing jobs or improving his professional skills through further education, training, etc. to be qualified for the job. For enterprises, organizational career management based on values matching should pay attention to developmental training for employees, provide employees with a platform for career development, and provide opportunities for job rotation. Companies should adopt different management methods for employees at different stages of career development.
In order to promote the matching of personal and organizational values, the company’s core values should be integrated into the organizational system when designing the organizational system, especially the company’s salary system, performance evaluation system, and promotion system. A system that incorporates corporate core values can encourage employees who match the organizational values to stay in the company and work for the company for a long time, while employees who do not match the organizational values will leave the company.
Matching personal and organizational values has a positive impact on employee attitudes and behaviors. It is of great significance to apply the matching of personal and organizational values to enterprise human resource management. In terms of talent recruitment, new employee training, career management, organizational system design, and employee retention, matching personal and organizational values can play an important role in promoting corporate human resource management.
This test is a professional test of the match between personal behavior style and corporate values.
Those who participate in organizational culture matching are asked to take a personal test. This test includes a total of 24 questions. Each question has two options. Please complete all questions within ten minutes.
This test will score test takers on two dimensions: working style (S) and working climate (C) of organizational culture.
