The relationship between value incongruence and individual and organizational well-being outcomes: an exploratory study among Catalan nurses

Bao Y, Vedina R, Moodie S & Dolan S (2013) The relationship between value incongruence and individual and organizational well-being outcomes: An exploratory study among Catalan nurses. Journal of Advanced Nursing 69(3), 631641. doi: 10.1111/j.1365-2648.2012.06045. Abstract Aims. To report a correlational study of the relations of value incongruence to the individual and organizational well-being variables of self-rated health, turnover intention, and accident propensity, as mediated by burnout. Background. Previous literature found that value incongruence may lessen individual and organizational well-being through the psychological mechanism of burnout. Empirical investigation is needed to validate these claims. Design. A cross-sectional between-cases correlational design was used. Methods. A survey was conducted in one of the largest university hospitals in a large metropolitan city in Spain in the spring of 2009, using a cross-sectional design. A total of 234 nurses participated in the study. Stepwise regression was used to test the direct and mediation relationships. Results. Hypotheses were confirmed for certain axes of values and outcome variables. In particular, Economical and Ethical value incongruence were found to be correlated with burnout. Economical, Ethical, and Emotional value incongruence were found to be correlated with turnover intention. Ethical and Emotional value incongruence were found to be correlated with accident propensity. Burnout partially mediated the relationship between Economical and Ethical value incongruence and turnover intention and fully mediated the relationship between Ethical value incongruence and accident propensity. Conclusion. The purported mediation of burnout on the relationship between value incongruence and individual and organizational well-being outcomes is valid on certain axes of values and outcome variables. This calls for caution when discussing value incongruence in organizations. Instead of advocating broad organizational culture congruence, we should target specific axes of values.