Perceived Importance of Workplace Values
Measures the extent to which employees believe their organization values quality, innovation, cooperation, and participation in decision-making.
Scale Development & Technical Details
Scale Overview
The Perceived Importance of Workplace Values was developed by Linn Van Dyne, Jill W. Graham, & Richard M. Dienesch (1994). It is designed to measure Perceived Importance of Workplace Values. The scale is intended for use with Employees.
Scale Structure
This instrument consists of 12 items organized into 4 factors/subscales: Quality, Innovation, Participation in Decision Making, Cooperation.
| Factor / Subscale | Items | N |
|---|---|---|
| Quality | 1,2,3 | 3 |
| Innovation | 4,5,6 | 3 |
| Participation in Decision Making | 7,8,9 | 3 |
| Cooperation | 10,11,12 | 3 |
Response Format
Respondents rate each item using a custom response format.
Response anchors: 1 = Not important at all, 2 = 2, 3 = 3, 4 = 4, 5 = 5, 6 = 6, 7 = Extremely important.
Scoring
Items are scored by subscale, with each subscale sum representing a distinct dimension.
Total scores range from 12 to 84. Interpretation guidelines:
- Low Perceived Importance: 12 – 35
- Moderate Perceived Importance: 36 – 60
- High Perceived Importance: 61 – 84
Psychometric Properties
Internal Consistency: The scale has demonstrated good to excellent internal consistency with reported Cronbach’s alpha values of Alpha of .89.
Administration
The scale is self-administered and typically takes approximately 4 minutes to complete. It can be administered individually or in group settings. No special training is required for administration.