Value Congruence Scale
adapted from Cable & Judge‚ 1996; Cammann et al.‚ 1983; O’Reilly et al.‚ 1991
مقیاس هماهنگی ارزش
Section D: Individual and Organizational Perceptions
Listed below are a number of statements that describe your feelings about your current job.
Please select the number on the scale below each question that best represents your feelings about the organization for which you presently work. Please respond to all questions in this page. Although they seem similar‚ the repetition is for statistical purposes
1. My values match those of this organization.
2. In general‚ I don’t like working here.
3. I intend to remain with this organization.
4. My values match those of current employees in this organization.
5. All things considered‚ I like my job.
6. I would recommend this organization to my friends as a good place to work.
7. If I were to have my own way‚ I would be working for this organization three years from now.
8. The values and personality of this organization reflect my own values and personality.
9. I am satisfied with my job.
10. I have thought seriously about changing organizations since I have worked here.
11. I would tell my friends NOT to work for this organization.
شرح سایت روان سنجی: این مقیاس به اندازه گیری احساس مستخدم از سازمانش می پردازد.
اعتبار: مقدار امگا 0.85
نمره گذاری:
1 = strongly agree and 7= strongly disagree
چگونگی دستیابی
This instrument can be found at: http://ir.uiowa.edu/etd/4920 &
https://ir.uiowa.edu/cgi/viewcontent.cgi?article=4877&context=etd
منبع برای آگاهی بیشتر
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." PhD (Doctor of Philosophy) thesis‚ University of Iowa‚ 2013.
Cable‚ D. M.‚ & Edwards‚ J .R. (2004). Complementary and supplementary fit: A theoretical and empirical integration. Journal of Applied Psychology‚ 89(5)‚ 822- 834.
Cable‚ D. M.‚ & Judge‚ T. A. (1994). Person-organization fit and theory of work adjustment: Implications for satisfaction‚ tenure‚ and career success. Journal of Vocational Behavior‚ 44‚ 32-54.
Cable‚ D. M.‚ & Judge‚ T. A. (1996). Person-organization fit‚ job choice decisions‚ and organizational entry. Organizational Behavior and Human Decision Processes‚67(3)‚ 294-311.
Cable‚ D. M.‚ & Judge‚ T. A. (1997). Interviewers’ perceptions of person-organization fit and organizational selection decisions. Journal of Applied Psychology‚ 82(4)‚ 546-561.
Cammann‚ C.‚ Fichman‚ M.‚ Jenkins‚ G. D.‚ Jr.‚ & Klesh‚ J. R. (1983). Assessing the attitudes and perceptions of organization members. In S. E. Seashore‚ E. E. Lawler‚ III‚ P. H. Mirvis‚ & C. Cammann (Eds.)‚ Assessing organizational change: A guide to methods‚ measures and practices (pp. 71-138). New York‚ NY: Wiley.
O’Reilly‚ C. A.‚ & Chatman‚ J. (1986). Organizational commitment and psychological attachment: The effects of compliance‚ identification‚ and internalization on prosocial behavior. Journal of Applied Psychology‚ 71‚ 492-499.
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..