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VALUES AND COMMITMENT: AN EMPIRICAL ...

LANG, DONALD LYLE,

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VALUES AND COMMITMENT: AN EMPIRICAL VERIFICATION OF HODGKINSON'S VALUE PARADIGM AS APPLIED TO THE COMMITMENT OF INDIVIDUALS TO ORGANIZATIONS /

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	VALUES AND COMMITMENT: AN EMPIRICAL VERIFICATION OF HODGKINSON'S VALUE PARADIGM AS APPLIED TO THE COMMITMENT OF INDIVIDUALS TO ORGANIZATIONS // DONALD LYLE LANG.
作者:	LANG, DONALD LYLE,
面頁冊數:	1 electronic resource (1 page)
附註:	Source: Dissertations Abstracts International, Volume: 71-08, Section: A.
Contained By:	Dissertations Abstracts International71-08A.
標題:	School administration. -
電子資源:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=NL30523
ISBN:	9780315305236

VALUES AND COMMITMENT: AN EMPIRICAL VERIFICATION OF HODGKINSON'S VALUE PARADIGM AS APPLIED TO THE COMMITMENT OF INDIVIDUALS TO ORGANIZATIONS /
LANG, DONALD LYLE,

VALUES AND COMMITMENT: AN EMPIRICAL VERIFICATION OF HODGKINSON'S VALUE PARADIGM AS APPLIED TO THE COMMITMENT OF INDIVIDUALS TO ORGANIZATIONS /DONALD LYLE LANG. - 1 electronic resource (1 page)

Source: Dissertations Abstracts International, Volume: 71-08, Section: A.

This dissertation has a dual purpose: empirical verification of the Hodgkinson value paradigm and an investigation of this typology in the commitment of individuals to organizations. Hodgkinson's hierarchical model postulates three logically distinct categories of value based behaviour: transrational, rational, subrational. Transrational (Type I) is faith/will based. Rational is logic based (Type IIA) and consensual based (Type IIB). Subrational (Type III) is pleasure based. Four hypotheses were developed and tested using qualitative methods. Primary data are interviews with eight individuals, two from each of four organizations, identified by senior officials (gatekeepers) as being highly committed to their respective organizations. Selection of organizations was based on data from eight experts in organizational behaviour who gave unanimous/majority judgments in classifying 36 organizations in the context of the value paradigm. Five judges evaluated interview protocols from the same perspective and achieved a 65% hit rate with data from experts. Other sample groups (teachers, nurses, secretaries, university students) similarly evaluated statements of organization ideology and organization purpose, as generated by gatekeepers from the four organizations. Data support hypotheses that ideology of organizations and individuals' commitment to organizations can be classified according to Hodgkinson's value typology (major hypotheses); that organization ideology is a function of organization purpose and that individuals' commitment to organizations is a congruent function of organization ideology (minor hypotheses). Results imply commitment to organizations is fundamentally value based but complex: when more than one value system is involved, the dominant influence is consistent with the hierarchical order of the paradigm. There was no evidence of reverse order effect. Qualitative methods appear necessary to discern this complex structure. Of particular significance to administrators is that as type of value commitment is commensurate with values of organization, the inculcation of commitment must proceed from socialization processes reflecting those values. This is fundamental praxis: the integration of values with the discharge of administrative behaviour.

English

ISBN: 9780315305236Subjects--Topical Terms:

3172164
School administration.

VALUES AND COMMITMENT: AN EMPIRICAL VERIFICATION OF HODGKINSON'S VALUE PARADIGM AS APPLIED TO THE COMMITMENT OF INDIVIDUALS TO ORGANIZATIONS /
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520 $a This dissertation has a dual purpose: empirical verification of the Hodgkinson value paradigm and an investigation of this typology in the commitment of individuals to organizations. Hodgkinson's hierarchical model postulates three logically distinct categories of value based behaviour: transrational, rational, subrational. Transrational (Type I) is faith/will based. Rational is logic based (Type IIA) and consensual based (Type IIB). Subrational (Type III) is pleasure based. Four hypotheses were developed and tested using qualitative methods. Primary data are interviews with eight individuals, two from each of four organizations, identified by senior officials (gatekeepers) as being highly committed to their respective organizations. Selection of organizations was based on data from eight experts in organizational behaviour who gave unanimous/majority judgments in classifying 36 organizations in the context of the value paradigm. Five judges evaluated interview protocols from the same perspective and achieved a 65% hit rate with data from experts. Other sample groups (teachers, nurses, secretaries, university students) similarly evaluated statements of organization ideology and organization purpose, as generated by gatekeepers from the four organizations. Data support hypotheses that ideology of organizations and individuals' commitment to organizations can be classified according to Hodgkinson's value typology (major hypotheses); that organization ideology is a function of organization purpose and that individuals' commitment to organizations is a congruent function of organization ideology (minor hypotheses). Results imply commitment to organizations is fundamentally value based but complex: when more than one value system is involved, the dominant influence is consistent with the hierarchical order of the paradigm. There was no evidence of reverse order effect. Qualitative methods appear necessary to discern this complex structure. Of particular significance to administrators is that as type of value commitment is commensurate with values of organization, the inculcation of commitment must proceed from socialization processes reflecting those values. This is fundamental praxis: the integration of values with the discharge of administrative behaviour.
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