Publisher
University of Tennessee at Chattanooga
Place of Publication
Chattanooga (Tenn.)
Abstract
While the importance of congruence between personal and organizational values to employees and organizations has been well established in the academic literature, existing values measures have shortcomings in applied settings. We have developed the Picture-Based Values Measure (PBVM) to measure Schwartz’s 19 refined basic individual values, resist faking, avoid construct contamination, and show cross-cultural relevance. In this research proposal, we intend to establish the psychometric properties of the PBVM across three studies. In Study 1, to examine convergent validity, 300 working adults will take both the PBVM and Revised Portrait Value Questionnaire (PVQ-RR) via Prolific. To examine discriminant validity, participants will take measures of cognitive ability and social skills. Established correlates to values like personality, age, education, gender, race, religiosity, and political orientation will be assessed for nomological validity. Finally, to examine test-retest reliability, we will randomly assign 100 participants to retake the PBVM. In Study 2, values congruence will be assessed by administering the PBVM and measures of job satisfaction, organizational commitment and leader-member exchange to 150 Study 1 participants and their supervisors, who will also complete measures regarding employee in-role performance, organizational citizenship behaviors (OCBs), and counterproductive work behaviors (CWBs). In Study 3, we will examine applicants to nursing positions in a collaborating hospital. Applicants will take the PBVM and the PVQ-RR, and those hired will retake the values measures during the orientation period. The participants’ supervisors will complete the same measures in Study 2. Nurses’ turnover status, job satisfaction, and organizational commitment, at 12 months post-entry will be obtained. Department leaders will generate their department values profiles based on Schwartz’s definitions. This data will be used to examine the criterion-related validity of the value congruence based on PBVM, as well as its resistance to faking. Correlations will be calculated to estimate the psychometric properties of PBVM. These calculations will help to determine if the PBVM is more faking-resistant compared to the PVQ-RR across the selection and non-selection contexts, and if the PBVM has higher criterion-related validity using correlations between value congruence and job-related outcomes. We expect the PBVM to demonstrate high validity and resistance to faking. The proposed research, with collaborations between academics and practitioners, aims to validate the PBVM through three empirical studies, using selection and non-selection contexts and concurrent and predictive designs. If proven valid, the PBVM will offer organizations an effective assessment tool to select employees whose values align with their work environment.
Date
October 2022
Subject
Industrial and organizational psychology
Document Type
posters
Language
English
Rights
http://rightsstatements.org/vocab/InC/1.0/
License
http://creativecommons.org/licenses/by-nc-nd/4.0/
Included in
Validating a picture-based values measure across three studies
While the importance of congruence between personal and organizational values to employees and organizations has been well established in the academic literature, existing values measures have shortcomings in applied settings. We have developed the Picture-Based Values Measure (PBVM) to measure Schwartz’s 19 refined basic individual values, resist faking, avoid construct contamination, and show cross-cultural relevance. In this research proposal, we intend to establish the psychometric properties of the PBVM across three studies. In Study 1, to examine convergent validity, 300 working adults will take both the PBVM and Revised Portrait Value Questionnaire (PVQ-RR) via Prolific. To examine discriminant validity, participants will take measures of cognitive ability and social skills. Established correlates to values like personality, age, education, gender, race, religiosity, and political orientation will be assessed for nomological validity. Finally, to examine test-retest reliability, we will randomly assign 100 participants to retake the PBVM. In Study 2, values congruence will be assessed by administering the PBVM and measures of job satisfaction, organizational commitment and leader-member exchange to 150 Study 1 participants and their supervisors, who will also complete measures regarding employee in-role performance, organizational citizenship behaviors (OCBs), and counterproductive work behaviors (CWBs). In Study 3, we will examine applicants to nursing positions in a collaborating hospital. Applicants will take the PBVM and the PVQ-RR, and those hired will retake the values measures during the orientation period. The participants’ supervisors will complete the same measures in Study 2. Nurses’ turnover status, job satisfaction, and organizational commitment, at 12 months post-entry will be obtained. Department leaders will generate their department values profiles based on Schwartz’s definitions. This data will be used to examine the criterion-related validity of the value congruence based on PBVM, as well as its resistance to faking. Correlations will be calculated to estimate the psychometric properties of PBVM. These calculations will help to determine if the PBVM is more faking-resistant compared to the PVQ-RR across the selection and non-selection contexts, and if the PBVM has higher criterion-related validity using correlations between value congruence and job-related outcomes. We expect the PBVM to demonstrate high validity and resistance to faking. The proposed research, with collaborations between academics and practitioners, aims to validate the PBVM through three empirical studies, using selection and non-selection contexts and concurrent and predictive designs. If proven valid, the PBVM will offer organizations an effective assessment tool to select employees whose values align with their work environment.
Department
University of Tennessee at Chattanooga. Dept. of Psychology