Date of Award

1-1-2023

Language

English

Document Type

Dissertation

Degree Name

Doctor of Philosophy (PhD)

College/School/Department

Department of Psychology

Content Description

1 online resource (vii, 94 pages) : illustrations

Dissertation/Thesis Chair

Sylvia Roch

Committee Members

Kevin Williams, Jason Randall

Keywords

Employee motivation, Labor productivity, Job satisfaction

Subject Categories

Psychology

Abstract

Employee engagement has been linked to a host of organizational outcomes such as turnover, commitment, and productivity, as well as employee outcomes such as depression, job satisfaction, and anxiety. As such, it is critical to understand how engagement can be fostered at work, or even predicted in applicants. Organizational culture has been linked to engagement, as well as person-job fit, but not enough research has been done on the link between organizational culture fit, or value congruence, and employee engagement. Specifically, not enough research has been done looking at why value congruence could lead to engagement. This study evaluates two competing theoretical explanations for why value congruence may affect engagement. Using a survey at two different time points, online participants responded to measures of value congruence, engagement, psychological need satisfaction, and job resources. Results confirm the relationship between value congruence and engagement, both at the organization level and the coworker level. Organization level value congruence is more strongly related to engagement compared with coworker level value congruence. Competence need satisfaction and autonomy need satisfaction partially mediate the relationship between value congruence and engagement, while relatedness need satisfaction does not. Coaching mediates the relationship between value congruence and engagement, while social support, feedback, and relationship with supervisor do not. Additionally, competence need satisfaction and coaching both remained mediators when observed together. Overall, these results suggest that both Self Determination Theory and Job Demands and Resources Theory are useful frameworks to understand the effect of value congruence on engagement, both separately and in conjunction with one another.

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