I'm looking for some valid instrument/scale to measure Person-Organization Fit or Value Congruence. Any suggestions will be very helpful! Thanks in advance.
Dear Firdaus Amri,
I must disappoint you -- there is no valid instrument to measure Person-Organization Fit or Value Congruence -- a great part of values are hidden values (norms and patterns of behavior), and you will never construct a VALID questionnaire. There are two problems -- first, the validity mean some homogeneity of objects to measure, so you must "a priori" postulate some values of an organization. Second, the sincerity of answers largely depends on circumstances of questionnaire administration and possible consequences of revealing the deviant thinking.
So, the real instruments of assessing Person-Organization Fit or Value Congruence – deep semi-structured interviews that reveal how a person sees the values of her/his organization and how she/he assesses them.
Hi, you can measure perception of person-organization fit. For it, there are some instruments which are already used in PhD dissertations.
Hi, Value Congruence is a very very new area of research. You need to work upon and develop your own tool after carefully doing some pilot serveys. Its the Perception & Attitude of the employee in an organization that reveals how profitable she/he is, for that organization. Firdaus, you can develop a profitability tool to measure the value of a person and how beneficial she/he is for the business in the seleted terms.
Actually there is such an instrument. ValuesTech's Values Survey. Elva Casteneda Hall is the person to contact.
You can use this publication, where they do a person-organization fit (the questionnaire is in appendix).
http://tamuweb.tamu.edu/faculty/bergman/oreilly1991.pdf
Firdaus -
Even if you did find or develop such an instrument, and it was proven reliable, it seems to me that it might stagnate your organization. I think that there is a tendency for a too narrow-minded clique to form, and managers to just want clones of themselves, and that might just ruin an organization's creative potential in the end.
Even if that were not the case, putting too much emphasis on such tests may be undesirable. Perhaps similarly, where my son works, he cannot hire without having applicants take a psychological test of sorts that is designed to measure 'ethical' behavior. It seems to have been shown to possibly be far from accurate, and has probably blocked good candidates while letting problem employees through.
For a questionnaire to discover the kind of information you want appears doubtful to me. It isn't my field, and perhaps some have had success, but I think that logically it seems unlikely to be very accurate. A 'trick' question may just out-trick the question designer, when you don't know how the responder may have interpreted it. Igor said that "...a great part of values are hidden values..." and I think that is the problem. It is likely impossible to know someone well from a questionnaire.
I know that some personality tests have been developed, and I have thought they seemed largely accurate for me, but this seems somewhat different. Information would be very incomplete. If you used such a tool, I don't think you should rely too heavily on it. Perhaps it might be supplementary information. But it could be misleading, I would guess.
Cheers - Jim
PS - I saw in the abstract to the JSTOR article that Nils attached that some may think they have good tools, but I read no further, as it seems, I think, loaded against copyright requirements. If you have access to JSTOR, you may want to read it, but as noted above, I'd encourage you not to rely upon such an instrument alone, but perhaps as supplementary input.
In that regard, perhaps the lead Elissa gave you might help.
At any rate, as noted in the first paragraph, you don't want to stifle creativity.
Dear James,
Many thanks for your answer. I teach students do not rely much on questionnaires for sensitive matters, but you put the problem much broader -- the collective narrow mindset of exectuives that block the development of an organization, using "values" as a pretext to dictate to subordinates the ways to view the reality.
Thanks for your answers. Just wondering why Cable & DeRue (2002) speaks univariably about their P-O fit scale and you cannot find it nor an example of it!
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