scholarly journals Values congruence and organizational commitment in churches: When do shared values matter?

2020 ◽  
Author(s):  
David R. Dunaetz ◽  
Carly Smyly ◽  
Carmen M. Fairley ◽  
Colleen Heykoop
Keyword(s):  
Organizational Commitment ◽  
Shared Values ◽  
Values Congruence

scholarly journals Values Congruence and Organizational Commitment in Churches: When Do Shared Values Matter?

2020 ◽  
Author(s):  
David Robert Dunaetz ◽  
Carly Smyly ◽  
Carmen M. Fairley ◽  
Colleen Heykoop
Keyword(s):  
Organizational Commitment ◽  
Personal Values ◽  
The Other ◽  
Emotional Attachment ◽  
Behavioral Tolerance ◽  
Affective Organizational Commitment ◽  
Values Congruence ◽  
Conservative Values ◽  
The Relationship ◽  
The Church

Leaders and attenders of many churches may feel a tension between contemporary values of Western culture and more conservative values that have traditionally been held by many churches. Discrepancies in values may cause some people to leave their churches. This paper examines the relationship between values congruence (between church attenders and their churches) and organizational commitment, specifically, affective organizational commitment which measures one’s emotional attachment to an organization (i.e., their church). In this study, church attenders (N = 252) provided information about themselves (concerning their personal values, their affective organizational commitment to their church, and demographics) and information about their churches (concerning the church’s values and size). The values measured included both behavioral (tolerance of homosexuality) and cognitive (agreement with evangelical doctrine) aspects. The results indicate that affective organizational commitment to one’s church is positively correlated with values congruence; no evidence was found that affective organizational commitment was correlated to the other variables measured. Further exploratory analyses indicated that this relationship between values congruence and affective organizational commitment varied with both the values of the church and the size of the church. In more conservative churches and in smaller churches, values congruence was more strongly related to affective organizational commitment than in more liberal churches and larger churches.

scholarly journals Values Congruence and Organizational Commitment in Churches: When Do Shared Values Matter?

2021 ◽  
Author(s):  
David Robert Dunaetz ◽  
Carly Smyly ◽  
Carmen M. Fairley ◽  
Colleen Heykoop
Keyword(s):  
Organizational Commitment ◽  
Personal Values ◽  
The Other ◽  
Emotional Attachment ◽  
Behavioral Tolerance ◽  
Affective Organizational Commitment ◽  
Values Congruence ◽  
Conservative Values ◽  
The Relationship ◽  
The Church

Leaders and attenders of many churches may feel a tension between contemporary values of Western culture and more conservative values that have traditionally been held by many churches. Discrepancies in values may cause some people to leave their churches. This paper examines the relationship between values congruence (between church attenders and their churches) and organizational commitment, specifically, affective organizational commitment which measures one’s emotional attachment to an organization (i.e., their church). In this study, church attenders (N = 252) provided information about themselves (concerning their personal values, their affective organizational commitment to their church, and demographics) and information about their churches (concerning the church’s values and size). The values measured included both behavioral (tolerance of homosexuality) and cognitive (agreement with evangelical doctrine) aspects. The results indicate that affective organizational commitment to one’s church is positively correlated with values congruence; no evidence was found that affective organizational commitment was correlated to the other variables measured. Further exploratory analyses indicated that this relationship between values congruence and affective organizational commitment varied with both the values of the church and the size of the church. In more conservative churches and in smaller churches, values congruence was more strongly related to affective organizational commitment than in more liberal church-es and larger churches.

Acceptability of Assisted Suicide in Patients With Severe and Persistent Mental Illness

GeroPsych ◽  
2020 ◽  
pp. 1-8
Author(s):  
Sophie Gloeckler ◽  
Manuel Trachsel
Keyword(s):  
Mental Illness ◽  
Pilot Study ◽  
Psychiatric Diagnosis ◽  
Assisted Suicide ◽  
Shared Values ◽  
Psychiatric Nurses ◽  
Attitudes And Beliefs ◽  
Future Studies ◽  
Persistent Mental Illness ◽  
Moral Attitudes

Abstract. In Switzerland, assisted suicide (AS) may be granted on the basis of a psychiatric diagnosis. This pilot study explored the moral attitudes and beliefs of nurses regarding these practices through a quantitative survey of 38 psychiatric nurses. The pilot study, which serves to inform hypothesis development and future studies, showed that participating nurses supported AS and valued the reduction of suffering in patients with severe persistent mental illness. Findings were compared with those from a previously published study presenting the same questions to psychiatrists. The key differences between nurses’ responses and psychiatrists’ may reflect differences in the burden of responsibility, while similarities might capture shared values worth considering when determining treatment efforts. More information is needed to determine whether these initial findings represent nurses’ views more broadly.

Collective Efficacy and Organizational Commitment in an Italian City Hall

2009 ◽  
Vol 14 (4) ◽  
pp. 363-371 ◽  
Author(s):  
Laura Borgogni ◽  
Silvia Dello Russo ◽  
Laura Petitta ◽  
Gary P. Latham
Keyword(s):  
Organizational Commitment ◽  
Collective Efficacy ◽  
Structural Equation ◽  
Structural Equation Models ◽  
Practical Significance ◽  
City Hall ◽  
Italian City ◽  
Public Sector Managers ◽  
The Individual ◽  
Level Group

Employees (N = 170) of a City Hall in Italy were administered a questionnaire measuring collective efficacy (CE), perceptions of context (PoC), and organizational commitment (OC). Two facets of collective efficacy were identified, namely group and organizational. Structural equation models revealed that perceptions of top management display a stronger relationship with organizational collective efficacy, whereas employees’ perceptions of their colleagues and their direct superior are related to collective efficacy at the group level. Group collective efficacy had a stronger relationship with affective organizational commitment than did organizational collective efficacy. The theoretical significance of this study is in showing that CE is two-dimensional rather than unidimensional. The practical significance of this finding is that the PoC model provides a framework that public sector managers can use to increase the efficacy of the organization as a whole as well as the individual groups that compose it.

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