engleski

Predictive validity of value assessment in organizational settings

The goal was to examine values-related assessments as potential organizational predictors. The participants were bank cashiers (N = 300) from a large banking organization. The predictors were two sets of measures related to values: ratings of the importance of 20 values (as measured by WIS Values Scale), and ratings of the degree to which these values are perceived attained in an individual's job. The criteria were performance ratings assessed by the superiors and self-assessed job satisfaction. A hierarchical multiple regression analysis was used to examine the extent to which the two sets of assessments predicted each of the two criteria. The predictors were unrelated to the performance ratings. However, job satisfaction was well predicted, primarily by the value-attainment ratings. Significant predictors included: perceived opportunities for participation in decision, perceived attainment of ability utilization, and the importance of life style that was negatively related to job satisfaction of bank cashiers. It was concluded that value-based measures might enhance organizational assessment.

values; job performance; job satisfaction; bank cashiers

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