I am conducting a study to measure organizational culture through HR (managerial) practices . I need to find those practices that convey a series of work values adapted from the Schwartz's (1992, 1994, 2004) individual general value model, which is supposed to be comprehensive.
The issue here is that, as Hofstede (1990) noticed, there are very weak correlations between perceived managerial practices and organizational values. Yet I think that if I look to closely match the practices with the work values and then test the factor structure of the former, I should arrive to approximativelly the same dimensions structure as that postulated and tested by Schwartz for the individual system of values, except, perhaps, for some dimensions that are atypical for the business world, as we know that the work values are less differentiated than the general personal values (Sagie and Elizur, 1995).
What I wanted to ask you was to help me find a comprehensive list of HR management practices that cover all the HR function areas and, eventually, after I build the two lists of work values and HRM practices respectively, to help me match them by responding to a short questionnaire that I will construct.
This preliminary study serves exclusively academic purposes. I'm doing my PhD in HRM, with a thesis on the moderating effects of work values alignements at three levels - national, organizational and individual - upon the relationship between HR practices (systems) and the HR outcomes (and possibly, organizational outcomes. )
If there is anyone interested in this topic, I'd be glad to echange ideas with them.
My email is
Have a nice day!
AnonymousFor those not familiar with the Schwartz model of values, I'll post here the list of values he uses in his instrument.
A varied life
Honoring of parents and elders
Preserving my public image
Reciprocation of favors
Respect for tradition
A world of peace
Accepting my portion in life
A world of beauty
Protecting the environment
Unity with nature
Choosing own goals
A spiritual life
An exciting life
Meaning in life
Sense of belonging
Most of thse values can easily be translated for work context. Some of them find with some more difficulty an equivalent.
These values are structured in 10 individual dimensions, as follows:
Power - Social status and prestige, control or dominance over people and resources (authority, social power, wealth, preserving my public image)
Achievement - Personal success through demonstrating competence according to social standards (ambitious, successful, capable, influential)
Hedonism - Pleasure or sensuous gratification for oneself (pleasure, enjoying life, self-indulgent)
Stimulation - Excitement, novelty, and challenge in life (daring, a varied life, an exciting life)
Self-direction - Independent thought and actionâ€”choosing, creating, exploring (creativity, freedom, independent, choosing own goals, curious)
Universalism - Understanding, appreciation, tolerance, and protection for the welfare of all people and for nature (equality, social justice, wisdom, broadminded, protecting the environment, unity with nature, a world of beauty)
Benevolence - Preservation and enhancement of the welfare of people with whom one is in frequent personal contact (helpful, honest, forgiving, loyal, responsible)
Tradition - Respect, commitment, and acceptance of the customs and ideas that traditional culture or religion provide (devout, respect for tradition, humble, moderate)
Conformity - Restraint of actions, inclinations, and impulses likely to upset or harm others and violate social expectations or norms (self-discipline, politeness, honoring parents and elders, obedience)
Security - Safety, harmony, and stability of society, of relationships, and of self (family security, national security, social order, clean, reciprocation of favors)
(Source: Scwhartz S. H. K. Boehnke, 2003. Evaluating the structure of human values with confirmatory factor analysis. Journal of Research in Personality 38 (2004) 230â€“255. )
Finally, the 10 dimensions form a quasi - circumplex structure distributed on two macro-dimensions:
Self-enhancement - Self-transcendence
Conservation - Openess to change
are we looking at globalisation of the theories spelt out as a goal ... there are localisatoin issues and ethos, environmental and other related aspects which work on the physche of the person. I would need to have more details on this.. its an interesting aspect. the main point how does a company translate this into adoption vis-a-vis the competitive world organsations are exposed to is the real challenge.