Table of Contents
Description
This measure was developed by Van Dyne, Graham, and Dienesch (1994). It uses 12 items to describe the extent to which employees believe their organization places importance on such areas as quality, innovation, cooperation, and wide participation in decision making.
Reliability
Coefficient alpha was .89 (Van Dyne et al., 1994).
Validity
The perceived importance of workplace values correlated positively with organizational loyalty, social participation, having a covenantal relationship with the organization, job satisfaction, tenure, and job level. Perceived importance of workplace values correlated negatively with cynicism (Van Dyne et al., 1994).
Source
Van Dyne, L., Graham, J. W., & Dienesch, R. M. (1994). Organizational citi zenship behavior: Construct redefinition, measurement, and validation. Academy of Management Journal, 37, 765-802. © 1994 by Academy of Management. Items were taken from the appendix, p. 801. Reproduced with permission of Academy of Management in the format textbook via Copy right Clearance Center.
Items
Responses are obtained on a 7-point Likert-type scale where 1 = not impor tant at all and 7 = extremely important.
- High-quality products and services of central importance
- Individual employees recognized and rewarded for superior performance.
- Reputation for quality surpasses major competitors.
- Innovative products and services of central importance
- Individual employees recognized and rewarded for innovative work.
- Reputation for innovation surpasses major competitors.
- Widespread participation in decision making highly valued.
- Employees are encouraged to express minority points of view.
- Procedures facilitate widespread participation in decision making.
- Cooperation among employees highly valued
- Individual employees recognized and rewarded for helping others.
- Reputation as very friendly place to work compared with other firms.