GSS Group, via its division Psicomotive, in its commitment to support the development of scientific knowledge within the area of the human resources, and maintaining a collaboration with the Complutense University of Madrid, has successfully finished an extensive research about Corporate Identification and Commitment.
The interest of this research is made evident when its results are published in an internationally reputed scientific magazine, The Spanish Journal of Psychology, which has just publicly announced its publication. We thank Doctor Maria Celeste Davila de Leon, main author of the book, for her constant dedication and guidance, without which, this would not have been possible.
Our research focuses on the analysis of the differences and similarities between the sense of belonging (dimension of the corporate identity) and the affective commitment (dimension of the corporate commitment), and its relation to variables that previous research has demonstrated as causes and consequences of the same, such as value congruency, organizational citizenship behavior and intention to continue in the organization in the future.
Another line of investigation that we are following right now is focused on analyzing the impact of the values of the employees, of the middle management and of the corporation over issues such as commitment, work satisfaction and personnel turnover. For this, we have analyzed the congruency of the values of the employee, and its boss, and of the employee and the company. It is obvious that the values have a substantial influence in the behavioral and affective responses of the people.
The biggest part of the researchers agree that the values are standard or criteria that allow the guidance of the actions or the selection of the goals, which are relatively lengthy and stable in time, and that are developed through the influence of culture, society and personality. In this way, the values constitute a social phenomenon and an individual phenomenon. The study of the congruency of values is integrated within the studies about the adjustment between the person and the company, which is defined as the compatibility between the individuals and the companies in fundamental items such as culture, climate, values, goals, and regulations on the side of the company, and values, goals, personality and attitudes on the side of the employee.
In this way, the congruency of values is a significant way of adjustment and he values, they don’t only guide the conduct of the employees, but they are also responsable for the success on the managment of the coroporation. The congruency of values between the employee and its boss seem to play a determing role in work satisfaction. Some authors describe that the benefits of perceiving similarities with the boss can be based in the fact that people who are seen as similar in their attitudes and background are treated and assessed in a better manner that those that are regarded as more different. For this reason, a good formula to increase employee satisfaction would be to design HR policies that favour confgruency of the values of the employees and middle management, and of the values of those with the corporation. When employees don’t adjust to the environment, they can experience negative feelings associated to their perception of personal competence, and unpleasant emotions such as anxiety and stress. However, when these are adjusted, they tend to experience positive feelings and it is more probable that they decide to stay in the organization.
If we take these results into account, a good company strategy would be to recognize the role and the expression of the values in the functioning of the organization, and that these are managed correctly. If doing this has positive consequences such as the increase of company commitment and work satisfaction, or the decrease of the turnover, it is obvious that this type of exercise can contribute to gain a strategic competitive positioning for the companies.
The results of the investigations in which GSS is taking part, not only work to improve the day – to- day of our internal management, our efficacy and positioning, but also allow us to generate knowledge and more research in the field of employee management which, without doubts, is currently considered for the success of any organization.