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Prior research suggests that cultural values affect individuals’ preferences in whether work rewards (i.e. pay and benefits) are allocated according to rules based on equity, equality, or need. However, this research has focussed primarily on societal-level values or individual-level operationalizations of values originally conceptualized at the societal level. Drawing on equity and social exchange theories, the purpose of this paper is to present a theoretical model and nine propositions that incorporate both individual and societal values as determinants of these reward allocation rule preferences.

The author briefly reviews of the relevant literature on values and reward allocation preferences and present arguments supported by prior research, leading to a model and nine propositions.

The author proposes that societal values and individual values have main and interactive effects on reward allocation preferences and that the effects of societal values are partially mediated by individual values.

The model and propositions present relationships that could be tested in future multi-level studies. Future conceptual/theoretical work may also build on the model presented in this paper.

The proposed relationships, if supported, would have important implications for organizational reward systems and staffing.

Prior research on reward allocation preferences focusses mostly on the effects of societal or individual values. This theoretical paper attempts to clarify and distinguish values at these two levels and to better understand their main and interactive effects on individual reward allocation rule preferences.

There has been a growing trend recently to examine individual‐level values in order to better understand the attitudes and behaviors of employees in the workplace. This paper aims to continue this trend by examining the relationship between individual values, using Schwartz's basic human values theory, and psychological well‐being (PWB) and affective organizational commitment. It also seeks to examine whether demographic variables control the relationship between individual values and the two dependent variables.

The sample is comprised of 271 police officers enrolled in an undergraduate program in an Israeli university.

As expected, the regression analysis showed a positive relationship between PWB and the values of benevolence, self‐direction, and achievement, and a negative relationship between PWB and the values of power and tradition. Surprisingly, organizational commitment was negatively related to achievement and positively related to power – the reverse of their relationship with PWB. The results also revealed a negative correlation between PWB and commitment.

The findings encourage future research on the relationship between individual values, PWB, and organizational commitment among police officers.

The purpose of this paper is to examine the relationship between individual values, social exchange variables (organizational leadership and transformational leadership), and organizational citizenship behavior (OCB) and in-role performance. Specifically, we posited that the principals’ values would be transmitted to the teachers and would thereby affect the latter’s OCB and in-role performance.

A survey was administrated in a sample of 1,268 teachers and their 64 principals, all of them employed in Arab schools in Israel.

The results of HLM showed that the principals’ individual values were related to two of the outcome variables: Openness to change was related to altruistic OCB and self-transcendence to in-role performance. However, the nature of the relationships found was not according to expectations. The findings showed a strong positive relationship between the two social exchange variables and all three outcome variables. The results demonstrate that both individual values and social exchange variables are concepts that can increase the understanding of employees’ behavior in the workplace.

The authors conclude by emphasizing the need for further research on the relationship between values, social exchange, and performance and by suggesting some directions for such research.

The data for the study were collected from different sources (data on values and performance from the schools’ principals and data on the exchange variables from the teachers). Such an examination provides interesting insights into the relationship examined, together with reducing common method errors.

This paper seeks to examine whether individual values are related to perceptions of psychological contracts and psychological contract breach when justice perceptions are taken into account.

The study sample comprised staff employees of one of the largest banks in Israel. The sample included 311 employees in the head office of this bank. Data were collected from the employees over a period of about three months.

The findings show a modest relationship between individual values and perceptions of a relational type of psychological contract. The findings show weaker relationships between the values, perceived transactional‐type contracts, and perceptions of contract breach.

The study relied upon a cross‐sectional design. Such a design consists of a single observation with no control groups, and so cannot be used to draw conclusions about causal relationships between the variables. In addition, the study examined only one professional group in one culture.

The significant relationship between conservation and self‐transcendence values and perceptions of relational‐type contracts suggests that organizations should take this into account when making hiring and human resource (HR) management decisions.

Few studies have examined how individual values relate to the type of psychological contract individuals perceive themselves involved in, or the way they perceive contract breach. Examining individual‐level values helps to elucidate the attitudes and behaviors of employees in the workplace.

Based on the intrinsic motivation theory and spiritual leadership theory, the current study proposes a chain mediation model for testing the linkage between spiritual leadership and employees' innovative behavior through individual values and role identity.

In this study, 309 valid leader–subordinate matching questionnaires from 10 Internet enterprises and 21 manufacturing enterprises in China were collected through a field study. The hypotheses were tested using structural equation modeling and bootstrapping.

The results show that spiritual leadership has a positive impact on employees' innovative behavior. Uncertainty avoidance and creative role identity not only respectively play a mediating role but also play a chain mediating role in the process of spiritual leadership influencing employees' innovative behavior.

This study explores the influence of leadership style on employees' individual values, which has rarely been done in previous studies. Furthermore, the research explores the impact of personal values (uncertainty avoidance) on employee self-perception (creative role identity). And it enriches the relationship between spiritual leadership and employees' innovative behavior and reveals the deeper influence mechanism between them.

Consistent with dual-process models of behaviour, Miles (2015) has shown that Schwartz’ basic values can provide a valuable framework for empirically analysing the role of values and cultural contexts in driving human behaviour. The purpose of this paper is to contribute to this line of research by distinguishing individual values from macro-level values, as well as from other micro- and macro-conditions, in order to test whether individual values shape women’s work-family orientations in ways predicted by Hakim’s preference theory.

The authors make use of the second round of the European Social Survey (ESS) collected in 2004, where a battery of questions on human values and work-family preferences were posed, and apply a multilevel approach to take into account national cultural and economic conditions across 25 European countries.

In line with the dual-process model and preference theory, the authors show that internalised values, particularly conservatism, shape work-family orientations much more than national social and cultural conditions; in addition, the effect of women’s education on work-value orientations is stronger in countries with more conservative national cultures, suggesting that education may help women overcome social barriers in the choice of their work-career preference.

While values may shape work-family orientations differently in non-European or less affluent cultures, these findings reveal the importance of bringing values back into the analysis of individual preferences and behaviours towards the labour market.

The purpose of this paper is to identify the personal characteristics and individual values of Venezuelan low-income entrepreneurs, according to the theoretical framework of the Schwartz model.

A stratified probabilistic sample of 416 individuals was selected from a database of Bangente’s clients, who received microcredits between 1999 and 2016, in the Capital District of Venezuela. The Portrait Value Questionnaire (Schwartz, 2003; Peiró and Palencia, 2009) was applied to measure the values of power, self-direction, stimulation and achievement. The locus of control was measured (Schjoedt and Shaver, 2012) and information was collected on some personal variables. An analysis of hierarchical clusters was conducted to group clients with similar characteristics, as well as a discriminant analysis, to characterize the groups obtained.

The selected Schwartz values, the locus of control and personal characteristics (such as educational level, age and gender) proved to be efficient in discriminating between four groups or profiles of low-income entrepreneurs: those “Focused on progress through effort,” “Independent and ambitious young people,” those “Focused on power and achievement” and those who were “Indifferent.” The results of the cluster analysis were validated using discriminant analysis, which identified the variables with the greatest impact for the characterization of each group. The coefficients of the discriminant functions would allow the classification of a new individual requesting a microcredit into one of the groups obtained. This is a proposal to complement the selection process mechanisms currently used to decide whether or not to grant loans, which must be validated in conclusive studies.

The results cannot be generalized until the study is replicated in representative samples in other entities of the microfinance sector.

The main contribution of this work is the integration of individual values in the profile description of low-income entrepreneurs and in the use of statistical strategies such as cluster analysis and discriminant function. The nature of the study is exploratory: the development of this line of research can guide future decisions about which clients (according to their values, personal characteristics and locus of control) could receive their financial support. When considering these non-traditional variables in the banking context, the aim is to enrich our knowledge about low-income entrepreneurs.

El objetivo de este trabajo es identificar cuáles son las características personales y los valores individuales de los emprendedores populares venezolanos, según el marco teórico del modelo de Schwartz.

Se seleccionó una muestra probabilística estratificada de 416 individuos, de una base de datos de clientes de Bangente beneficiarios de microcréditos entre 1999 y 2016, del Distrito Capital de Venezuela. Se aplicó el Portrait Value Questionnarie (PVQ) (Schwartz, 2003; Peiró y Palencia, 2009) para medir los valores poder, autodirección, estimulación y logro. Se midió el locus de control (Schjoedt y Shaver, 2012) y se recopiló información sobre algunas variables personales. Se llevó a cabo un análisis de conglomerados jerárquicos para agrupar clientes con características similares y un análisis discriminante para caracterizar los grupos obtenidos.

Los valores de Schwartz seleccionados, el locus de control y las características personales (como nivel educativo, edad y género) mostraron ser eficientes para discriminar de forma significativa entre cuatro grupos o perfiles de emprendedores populares: “orientados al progreso por esfuerzo,” “jóvenes independientes y ambiciosos,” “focalizados en el poder y logro” e “indiferentes.” Los resultados del análisis de conglomerados fueron validados por análisis discriminante, que permitió identificar las variables de mayor impacto para la caracterización de cada grupo. Los coeficientes de las funciones discriminantes permitirían clasificar a un nuevo individuo solicitante de microcréditos en alguno de los grupos obtenidos; esta es una propuesta complementaria a los mecanismos de selección actualmente utilizados para decidir la concesión de los créditos, que deberá ser validada en estudios concluyentes.

No se pueden generalizar los resultados hasta que el estudio se replique en muestras representativas en otras entidades del sector microfinanciero.

La mayor contribución de este trabajo está en la integración de los valores individuales en la descripción del perfil de los emprendedores populares y en el uso de estrategias estadísticas como el análisis de conglomerados y la función discriminante. La naturaleza del estudio es exploratoria: el desarrollo de esta línea de investigación puede orientar en el futuro las decisiones acerca de a cuáles clientes (de acuerdo con sus valores, características personales y locus de control) podrían dirigir su apoyo financiero. Al considerar estas variables no tradicionales en el contexto de la banca, se pretende enriquecer el conocimiento sobre los emprendedores populares.

The purpose of this paper is to investigate how construct values, motivation, commitment, performance and reward are associated with professionals from different countries, from the framework of a hypothetical structural model.

The survey was cross-sectional, descriptive and quantitative. The sample of individuals corresponding to three different countries, with information collected from a sample of 406 respondents, and from a convenience sample of two companies, one company in the oil and gas sector, surveyed in Mexico and the USA, and the other company in the electronics industry, researched in Brazil.

Thus, the association of the construct values with motivation in Mexico, demonstrated a better balance of the proposed hypothetical structural model. The study identified six groups (clusters) of different individuals according to values, and also, its associative relationship according to the variables of the proposed hypothetical structural model. The identification of each cluster was possible, according to the variables of the hypothetical structural model, and the groups with greater proximity between Mexico and USA were very similar, mostly because US companies have many Mexicans in their staff.

Therefore, it is understood that the approach used in this work could eventually be replicated in other regions to seek confirmations and/or contradictions of the results, contributing to future studies to relate such constructs.

It is expected that this work can stimulate others that aim to explore the hypothetical structural model in more countries or organizations in order to understand the influence of the constructs in or ganizational management, enabling people management area to be more effective in conducting relevant management processes for each organization.

The proposed model has shown that organizational management allowed the verification of the association between constructs motivation, commitment, performance and reward, excluding the construct values.

Migrants play an essential role in economic and societal outcomes of the host society, both as members of the workforce and as citizens. However, integration and finding employment after migration remain critical issues. The purpose of this paper is to employ an evidence-based quantitative approach to identify migrant workers’ most important qualifications from an employer perspective and to explore factors that influence employer perception of migrants.

This study uses European Social Survey data that contain responses from managers in European countries in 2014 (n=2,828) and 2016 (n=3,014). Confirmatory factor analysis and structural equation modelling are used to analyse the data.

For managers, migrants’ commitment to the host country’s way of life is more important than their job skills, educational level and language proficiency. The effects of managers’ individual characteristics, including demographics, expectancies and personal values, on their general attitude towards migrants are also quantified.

The study’s outcomes can assist migrants to develop the qualifications most valued by employers, and allow policymakers to integrate the organizational perspective into policies and initiatives for integration of migrant labour.

Through HR practices, organizations significantly affect migrants’ career outcomes. Yet research on migrant workers from an organizational and managerial perspective is limited. This study identifies migrant workers’ most important qualifications from an employer perspective. It also explores which individual characteristics most influence organizational decision-makers’ perception. Utilizing a cross-cultural and longitudinal data set provides a unique opportunity to generate generalizable findings.

The paper aims to analyse organisational values from a personal perspective. The purpose was to explore how employees learn about corporate values and how they relate to these values. The motivation has been one of discovery of current practices in businesses, with a strong focus on corporate values and their effects on employees.

The authors offer a review of the key definitions and main theoretical frameworks of values. Four case studies provide empirical data to establish some understanding of how values are identified and the extent to which they are translated into behaviours and attitudes in the workplace. The paper combines an overview of literature on values and semi-constructed telephone interviews with 26 interviewees from four organisations about corporate and individual values.

Values are positively related to, and central to the concept of the self, and are distinct from norms. Both the literature review and the multiple case studies’ empirical findings suggest that values are worth striving for and successful embedding of them requires a “culture of sharing”. Without the culture of sharing corporate values will not penetrate the organisation or have any meaningful impact on behaviour.

The paper highlights the importance of considering corporate values from a personal perspective. Organisations wanting to strengthen corporate values need to engage in conversations about values regularly across the organisation. Leaders need to be part of these discussions without dominating or forcefully influencing them.