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Individual values and the congruence between the individual and the organizational values are important elements that help companies motivate their people by developing their employees’ organizational commitment. Participants from 6 major industries in Romania answered voluntarily to a set of questions regarding values and organizational commitment. Out of a set of seven value (i.e., emphasis on rewards, competitiveness, innovation, performance orientation, social responsibility, stability, and supportiveness; Sarros et al., 2005) to explain the three types of organizational commitment (i.e., affective, normative and continuance commitment), social responsibility, innovation and stability have a significant incremental effect. Findings indicate that social responsibility answers for 9.4% of affective commitment and for 9% of normative Commitment. Innovation adds 1.2% to the explanation of affective commitment and stability explains 4% of continuance commitment. Social responsibility together with stability values are linked to environment, not only the environment of the organization, but the environment in the broader sense. The paper provides insights on how companies, considering those values dimensions, cherish each employee’s distinct individuality and contribution and build a track record of vivid inclusion practices. Results of the current research companies could better tailor their recruitment and selection practices, retention programs, secure talent and, ultimately, save costs. |
