The interaction between values and organizational identification in predicting suggestion-making at work. / Lipponen, J.; Bardi, Anat; Haapamäki, J.

In: Journal of Occupational and Organizational Psychology, Vol. 81, 2008, p. 241-248.

Research output: Contribution to journalArticlepeer-review

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The interaction between values and organizational identification in predicting suggestion-making at work. / Lipponen, J.; Bardi, Anat; Haapamäki, J.

In: Journal of Occupational and Organizational Psychology, Vol. 81, 2008, p. 241-248.

Research output: Contribution to journalArticlepeer-review

Harvard

Lipponen, J, Bardi, A & Haapamäki, J 2008, 'The interaction between values and organizational identification in predicting suggestion-making at work', Journal of Occupational and Organizational Psychology, vol. 81, pp. 241-248. https://doi.org/DOI:10.1348/096317907X216658

APA

Lipponen, J., Bardi, A., & Haapamäki, J. (2008). The interaction between values and organizational identification in predicting suggestion-making at work. Journal of Occupational and Organizational Psychology, 81, 241-248. https://doi.org/DOI:10.1348/096317907X216658

Vancouver

Author

Lipponen, J. ; Bardi, Anat ; Haapamäki, J. / The interaction between values and organizational identification in predicting suggestion-making at work. In: Journal of Occupational and Organizational Psychology. 2008 ; Vol. 81. pp. 241-248.

BibTeX

@article{f96a5559cf76420ab71f98ee2096b9c4,
title = "The interaction between values and organizational identification in predicting suggestion-making at work",
abstract = "The present study proposed and found that personal values and organizational identification interact in predicting making suggestions for organizational improvements at work. One hundred and forty-eight employees of children{\textquoteright}s day-care centres rated their values, their identification with the organization and their suggestion-making behaviour. Their behaviour was also rated by their supervisors. As expected, the value dimension of openness to change vs. conservation predicted suggestion-making more strongly amongst individuals highly identified with the organization than amongst individuals weakly identified with the organization. This was found using self-ratings of behaviour as well as supervisor{\textquoteright}s rating of behaviour. The study points to the importance of values and identification in understanding suggestion-making and innovative behaviour at work, and it opens new avenues for examining this interaction in predicting other kinds of organizational behaviours.",
keywords = "values , behavior, identification, work, organizations",
author = "J. Lipponen and Anat Bardi and J. Haapam{\"a}ki",
year = "2008",
doi = "DOI:10.1348/096317907X216658",
language = "English",
volume = "81",
pages = "241--248",
journal = "Journal of Occupational and Organizational Psychology",
issn = "0963-1798",
publisher = "Wiley-Blackwell",

}

RIS

TY - JOUR

T1 - The interaction between values and organizational identification in predicting suggestion-making at work

AU - Lipponen, J.

AU - Bardi, Anat

AU - Haapamäki, J.

PY - 2008

Y1 - 2008

N2 - The present study proposed and found that personal values and organizational identification interact in predicting making suggestions for organizational improvements at work. One hundred and forty-eight employees of children’s day-care centres rated their values, their identification with the organization and their suggestion-making behaviour. Their behaviour was also rated by their supervisors. As expected, the value dimension of openness to change vs. conservation predicted suggestion-making more strongly amongst individuals highly identified with the organization than amongst individuals weakly identified with the organization. This was found using self-ratings of behaviour as well as supervisor’s rating of behaviour. The study points to the importance of values and identification in understanding suggestion-making and innovative behaviour at work, and it opens new avenues for examining this interaction in predicting other kinds of organizational behaviours.

AB - The present study proposed and found that personal values and organizational identification interact in predicting making suggestions for organizational improvements at work. One hundred and forty-eight employees of children’s day-care centres rated their values, their identification with the organization and their suggestion-making behaviour. Their behaviour was also rated by their supervisors. As expected, the value dimension of openness to change vs. conservation predicted suggestion-making more strongly amongst individuals highly identified with the organization than amongst individuals weakly identified with the organization. This was found using self-ratings of behaviour as well as supervisor’s rating of behaviour. The study points to the importance of values and identification in understanding suggestion-making and innovative behaviour at work, and it opens new avenues for examining this interaction in predicting other kinds of organizational behaviours.

KW - values

KW - behavior

KW - identification

KW - work

KW - organizations

U2 - DOI:10.1348/096317907X216658

DO - DOI:10.1348/096317907X216658

M3 - Article

VL - 81

SP - 241

EP - 248

JO - Journal of Occupational and Organizational Psychology

JF - Journal of Occupational and Organizational Psychology

SN - 0963-1798

ER -