Full metadata record
| DC Field | Value | Language |
|---|---|---|
| dc.contributor | Department of Management | en_US |
| dc.creator | Cheung, Kwok-choi | - |
| dc.identifier.uri | https://theses.lib.polyu.edu.hk/handle/200/186 | - |
| dc.language | English | en_US |
| dc.publisher | Hong Kong Polytechnic University | - |
| dc.rights | All rights reserved | en_US |
| dc.title | Personal values and organization values : a case study | en_US |
| dcterms.abstract | The proposition that a strong and appropriate organization culture will lead to organization effectiveness have been supported by many researches. A strong organization culture is characterised by a high degree of sharing of the organization's values by its employees. Although the cultural theory of organization effectiveness has been widely researched upon, few, if not none, studies have been conducted on what affects organization value sharing. This project started from a premise that employees' personal values affect their sharing of the values of the organization. A survey was conducted in a large organization to measure (1) the personal values of its employees (managers and general staff) , and (2) the degree to which the employees share the organization values, with a view to establishing if there is any relationship between the two. A multiple regression analysis of the two sets of measured data confirmed that there is a strong relationship across departments between personal values and organization value sharing, which suggests that employees' personal values do account for their sharing of the organization values. The Stepwise regression procedure further identified some personal values as having greater explanatory power than others for the variations in organization value sharing. Departmental comparative analyses were also performed on the two sets of data. The results of t-tests on the departmental means revealed that (1) there are significant differences between departments in value sharing and (2) there are significant differences in personal values between managers and general staff. The survey also revealed a list of personal values that are considered as most important by managers and general staff respectively. The findings of the survey have implications for human resources management in organizations. They help achieve better person-organization fit and enable better understanding between managers and their staff. | en_US |
| dcterms.extent | ix, 121, [12] leaves ; 30 cm | en_US |
| dcterms.isPartOf | PolyU Electronic Theses | en_US |
| dcterms.issued | 1993 | en_US |
| dcterms.educationalLevel | All Master | en_US |
| dcterms.educationalLevel | M.B.A. | en_US |
| dcterms.LCSH | Organizational behavior -- China -- Hong Kong | en_US |
| dcterms.LCSH | Values | en_US |
| dcterms.LCSH | Employee attitude surveys -- China -- Hong Kong -- Case studies | en_US |
| dcterms.LCSH | Hong Kong Polytechnic -- Dissertations | en_US |
| dcterms.accessRights | restricted access | en_US |
Files in This Item:
| File | Description | Size | Format | |
|---|---|---|---|---|
| b11509910.pdf | For All Users (off-campus access for PolyU Staff & Students only) | 3.59 MB | Adobe PDF | View/Open |
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