Organizational culture and professional well-being: The mediating role of value congruence
Keywords:
organizational culture, congruence of values, professional well-being of the individual, subjective well-being, mediation analysis
Abstract
The congruence of the organization’s values and the personal values of the employees is considered a condition for preserving their professional well-being. The purpose of this study is to empirically test the mediating role of value congruence in the relationship between the perceived type of organizational culture and occupational well-being. A cross-sectional method was applied using Cameron and Quinn’s Organizational Culture Assessment Instrument (OCAI), Porter’s Needs Satisfaction Questionnaire (SCN), Spector’s Job Satisfaction Scale (JSS), and the Perceived Values Congruence Scale of the Vveinhardt & Gulbovaitė Personal and Organizational Values Congruence Questionnaire for employees (Q-POVC-115). The survey participants were 92 high school teachers. The results indicate that the influence of the perceived type of organizational culture on professional well-being is carried out through the mediation of value congruence, which, in turn, is related to the satisfaction of employee needs. An environment congruent with the values in the organization creates an atmosphere of psychological safety, improves interaction, promotes the realization of employees’ personal potential, and thus contributes to their professional well-being. The mediating effect revealed by us in the relationship between the variables studied and professional well-being expands the existing ideas about the role of organizational culture in the formation of employees’ professional well-being and opens new perspectives for the effective prevention of their violations.
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References
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Quinn, R. and Spreitzer, G. (1991). “The Psychometric of the Competing Values Culture Instrument and an Analysis of the Impact of Organizational Culture on Quality of Life”. In: Woodman, R.W. and Pasmore, W.A., Eds., Research in Organizational Change and Development, 5, JAI Press, Greenwich, 115-142
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Rosenberg, M. (1979). “Conceiving the self ”. Basic Books.
Ryan, R. M., & Deci, E. L. (2017). “Self-Determination Theory: Basic Psychological Needs in Motivation, Development, and Wellness”. Guilford Press.
Schein, E. H. (1975). “In defense of theory Y”. Organizational Dynamics, 4(1), 17–30. https:// doi:10.1016/0090-2616(75)90002-9.
Shao, Z., Feng, Y. and Liu, L. (2012). “The mediating effect of organizational culture and knowledge sharing on transformational leadership and Enterprise Resource Planning systems success: An empirical study in China”. Computers in Human Behavior, 28, 2400-2413. https://psycnet.apa.org/doi/10.1016/j.chb.2012.07.011
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Swetha Palla Sai, Padmavathy G. (2023). “Value congruence: A fit between personal and organizational values”. International Journal of Advance Research and Development, 3(12), 28-32. https://doi.org/10.13140/RG.2.2.31966.61761.
Vasconcelos, C. R. M., de Oliveira, H. C. C., & El-Aouar, W. A. (2022). “Organizational Culture, Organizational Support, and Positive Psychological Capital: Validation of a Theoretical Model”. International Journal of Behavior Studies in Organizations, 7, 1-13. https://doi.org/10.32038/JBSO.2022.07.01
Veage S., Ciarrochi J., Deane F., Andresen R., Oades L., Crowe T. (2014). “Value congruence, importance and success and in the workplace: Links with well-being and burnout amongst mental health practitioners”, Journal of Contextual Behavioral Science, 3(4), 258-264. https://doi.org/10.1016/j.jcbs.2014.06.004
Voitenko, E., Myronets, S., Timchenko O., Yakymchuk B., Skrypkin O. (2023). “A cross-cultural comparison of perception of professional well-being by Iranian and Ukrainian academic staff”. International journal of organizational leadership. 12 (First Special Issue-2023). 1-15. https://doi.org/10.33844/ijol.2023.60351
Voitenko, E., Zazymko, O., Myronets, S., Staryk, V., & Kushnirenko, K. (2024). “The mediating role of values in the relationship between needs and professional well-being of university academic staff”. International Journal of Organizational Leadership, 13(1), 102-116. https://doi.org/10.33844/ijol.2024.60401
Vveinhardt, J., & Gulbovaite, E. (2018). “Reliability of methodological and psychometric characteristics of the questionnaire of congruence of personal and organizational values”. Oeconomia Copernicana, 9(3), 545–571. https://doi.org/10.24136/oc.2018.028
Vveinhardt, J., Gulbovaite, E., Streimikiene, D. (2016). “Values congruence from the executives’ viewpoint: value-based practices, economics and sociology”, 9(2), 248-265. https://doi.org/10.14254/2071-789X.2016/9-2/17
Winter, D. G. (1973). “The Power Motive”. The Free Press, New York.
Aldhuwaihi А., Shee H., and Stanton P. (2012). “World. Organizational Culture and the Job Satisfaction-Turnover Intention Link: A Case Study of the Saudi Arabian Banking Sector”. Journal of Social Sciences, 2(3), 127 – 141. https://vuir.vu.edu.au/id/eprint/22803
Baron, R. M., & Kenny, D. A. (1986). “The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations”. Journal of Personality and Social Psychology, 51(6), 1173–1182. https://doi.org/10.1037/0022-3514.51.6.1173
Basar, P. & Ilkan, E. & Mutair, F. (2022). “Cameron and Quinn’s model of organizational culture: a case study in CAC Bank”. Journal of Organizational Behavior Research. 7(2). 259-266. https://doi.org/10.51847/NsL9E5rPjr.
Biçer C. (2022). “Organizational Culture”. In: Academic comments and analyzes on developments in finance and economics, Ankara: Ekin Yayınevi, 205-214
Cameron, K.S. and Quinn, R.E. (2011). “Diagnosing and Changing Organizational Culture Based on Competing Values Framework”. 3rd edition. Josey Bass, San Francisco.
Çiçek, I., & Biçer, İ. H. (2015). “Mediating Role of Value Congruence on the Relationship between Relational Demography and Satisfaction from Team Leader: A Research in Technology-based Organization”. Procedia Social and Behavioral Sciences, 181, 33-42. https://doi. org/10.1016/j.sbspro.2015.04.863
Deng, J., Cheng, Z., Qi, S., & Deng, R. (2023). “Unravelling the relationship between perceived values-congruence with organizational change readiness: A moderated mediation model”. Frontiers in psychology, 14, 1086326. https://doi.org/10.3389/fpsyg.2023.1086326
Dunning, A., Louch, G., Grange, A., Spilsbury, K., & Johnson, J. (2021). “Exploring nurses’ experiences of value congruence and the perceived relationship with wellbeing and patient care and safety: a qualitative study”. Journal of research in nursing, 26(1-2), 135-146. https://doi. org/10.1177/1744987120976172
Erkutlu, Hakan & Bektas, Haci & Chafra, Jamel Ben. (2020). “Leader Narcissism and Defensive Silence in Higher Education: A Moderated Mediation Model of Interactional Justice and Value Congruence”. Research in Educational Administration & Leadership, 5, 586-622. https://doi.org/10.30828/real/2020.2.9.
Klajkó, Dóra & Restás, Péter & Szabó, Zsolt & Czibor, Andrea. (2019). “The effect of organizational culture on employee well-being: work-related stress, employee identification, turnover intention”. Journal of international cooperation and development, 2(2), 19-35. https://doi. org/10.36941/jicd-2019-0010
Koberg, C. S., & Chusmir, L. H. (1987). “Organizational culture relationships with creativity and other job-related variables”. Journal of Business Research, 15(5), 397–409. https://doi. org/10.1016/0148-2963(87)90009-9
Lubis, F. R., & Hanum, F. (2020, December). “Organizational culture”. In Proceedings of the 2nd Yogyakarta International Conference on Educational Management/Administration and Pedagogy (YICEMAP 2019) (pp. 88-91). Atlantis Press.
Macena, L. F. C., & Bastos, S. A. P. (2020). “The Impact of Human Resource Practices on Organizational Climate and Employee Well-Being”. Management and Business Research Quarterly, 15, 11-28. https://doi.org/10.32038/mbrq.2020.15.02
Maslow, A.H. (1970). “Motivation and personality”. New York: Harper &Row.
Meng, J., & Berger, B. K. (2019). “The impact of organizational culture and leadership performance on PR professionals’ job satisfaction: Testing the joint mediating effects of engagement and trust”. Public Relations Review, 45(1), 64-75. https://doi.org/10.1016/j.pubrev.2018.11.002
Olynick, J. & Li, H. (2020). “Organizational Culture and Its Relationship with Employee Stress, Enjoyment of Work and Productivity”. International Journal of Psychological Studies. 12(2). 14-30. https://doi.org/10.5539/ijps.v12n2p14.
Oyelakin, O., Shodeinde, A. D. & Arandong, I. J. (2021). “Value Congruence and Organizational Commitment: Does Work Happiness Matter?”. Business Perspective Review, 3(2), 14-26. https://doi.org/10.38157/businessperspective-review.v3i2.348
Payne R. (1970). “Factor analysis of a maslow-type need satisfaction questionnaire”. Personnel Psychology, 23(2), 251–268. https://doi:10.1111/j.1744-6570.1970.tb01654.x
Petrunko O.V.(2022) “Orhanizatsiina kultura universytetu yak chynnyk yoho konkurentozdatnosti na rynku osvitnikh posluh” [Organizational culture of the university as a factor of its competitiveness in the market of educational services.]. Vcheni zapysky Universytetu «KROK», 1(65), 64-175 [In Ukranian]
Porter, L.W.(1961). “A study of perceived need satisfaction in bottom and middle management jobs”. Journal of Applied Psychology, 45, 1–10. https://psycnet.apa.org/doi/10.1037/h0043121
Quinn, R. and Spreitzer, G. (1991). “The Psychometric of the Competing Values Culture Instrument and an Analysis of the Impact of Organizational Culture on Quality of Life”. In: Woodman, R.W. and Pasmore, W.A., Eds., Research in Organizational Change and Development, 5, JAI Press, Greenwich, 115-142
Rahn, O. G., Soutar, G. N., & Lee, J. A. (2023). “Perceived values-congruence and employees’ change beliefs”. Journal of Management & Organization, 29(6), 991–1009. https://doi:10.1017/jmo.2020.4
Rosenberg, M. (1979). “Conceiving the self ”. Basic Books.
Ryan, R. M., & Deci, E. L. (2017). “Self-Determination Theory: Basic Psychological Needs in Motivation, Development, and Wellness”. Guilford Press.
Schein, E. H. (1975). “In defense of theory Y”. Organizational Dynamics, 4(1), 17–30. https:// doi:10.1016/0090-2616(75)90002-9.
Shao, Z., Feng, Y. and Liu, L. (2012). “The mediating effect of organizational culture and knowledge sharing on transformational leadership and Enterprise Resource Planning systems success: An empirical study in China”. Computers in Human Behavior, 28, 2400-2413. https://psycnet.apa.org/doi/10.1016/j.chb.2012.07.011
Sherman, S. G., Leahy, M. J., Del Valle, R., Anderson, C. A., Tansey, T. N., & Lui, K. (2014). “Organizational and cultural factors that promote creative best practices in the public rehabilitation program: Findings from a four-state multiple case study”. Journal of Vocational Rehabilitation, 41(2), 115–125. https://psycnet.apa.org/record/2014-38843-003
Spector, P. E. (2022). “Job satisfaction: From Assessment to Intervention”. New York City: Routledge.
Swetha Palla Sai, Padmavathy G. (2023). “Value congruence: A fit between personal and organizational values”. International Journal of Advance Research and Development, 3(12), 28-32. https://doi.org/10.13140/RG.2.2.31966.61761.
Vasconcelos, C. R. M., de Oliveira, H. C. C., & El-Aouar, W. A. (2022). “Organizational Culture, Organizational Support, and Positive Psychological Capital: Validation of a Theoretical Model”. International Journal of Behavior Studies in Organizations, 7, 1-13. https://doi.org/10.32038/JBSO.2022.07.01
Veage S., Ciarrochi J., Deane F., Andresen R., Oades L., Crowe T. (2014). “Value congruence, importance and success and in the workplace: Links with well-being and burnout amongst mental health practitioners”, Journal of Contextual Behavioral Science, 3(4), 258-264. https://doi.org/10.1016/j.jcbs.2014.06.004
Voitenko, E., Myronets, S., Timchenko O., Yakymchuk B., Skrypkin O. (2023). “A cross-cultural comparison of perception of professional well-being by Iranian and Ukrainian academic staff”. International journal of organizational leadership. 12 (First Special Issue-2023). 1-15. https://doi.org/10.33844/ijol.2023.60351
Voitenko, E., Zazymko, O., Myronets, S., Staryk, V., & Kushnirenko, K. (2024). “The mediating role of values in the relationship between needs and professional well-being of university academic staff”. International Journal of Organizational Leadership, 13(1), 102-116. https://doi.org/10.33844/ijol.2024.60401
Vveinhardt, J., & Gulbovaite, E. (2018). “Reliability of methodological and psychometric characteristics of the questionnaire of congruence of personal and organizational values”. Oeconomia Copernicana, 9(3), 545–571. https://doi.org/10.24136/oc.2018.028
Vveinhardt, J., Gulbovaite, E., Streimikiene, D. (2016). “Values congruence from the executives’ viewpoint: value-based practices, economics and sociology”, 9(2), 248-265. https://doi.org/10.14254/2071-789X.2016/9-2/17
Winter, D. G. (1973). “The Power Motive”. The Free Press, New York.
Published
2025-03-26
How to Cite
Voitenko, E., Pustovalov, I., Staryk, V., Lapchenko, I., & Hordiienko, N. (2025). Organizational culture and professional well-being: The mediating role of value congruence. Interacción Y Perspectiva, 15(2), 394-410. https://doi.org/10.5281/zenodo.15079874
Section
Artículos de Investigación
