The Possibilities of Using the Shalom H. Schwartz’s Values Questionnaire for the Search of Value-Semantic Justifications of Organizational Changes

DOI

10.2991/assehr.k.210322.197How to use a DOI?

Keywords

Value orientations of the individual, Value questionnaire of Sh. Schwartz, Organizational culture, Patient-centred organizational culture, Normative ideals, Value-semantic justification

Abstract

Theoretical analysis of the organisation’s value management problem revealed contradictions between the value-semantic justifications of changes declared by the head and the existing system of values reported by the team members. The main reason for this problem may be the lack of objectified information about employees’ value profile. The study aimed to determine the possibilities of using the SVS (Schwartz Value Survey) and PVQ (Portrait Values Questionnaire) questionnaires to assess value orientations’ interrelationships in production groups to develop further recommendations for managers in justifying organizational changes. It is shown that cluster analysis of diagnostic results using the SVS (Schwartz Value Survey) and PVQ (Portrait Values Questionnaire) questionnaires allows to identify the maximum values relative to representatives of professions in various industries and determine the significance of the selected values in the context of “imposed values”. The study involved 42 respondents (the working heads of medical and military institutions). All respondents were divided into 3 subgroups according to the importance of the normative ideals of the value orientation “Safety” in guiding their actions. The results of the study allow us to formulate a system of recommendations for managers of organisations to justify organizational changes, through the implementation of several stages: building a structural model of an ideal organizational culture; determining the algorithm of actions for organizational changes in the context of value management, developing a Roadmap; planning resources (intellectual, material). The primary attention in the formation of organizational culture should be paid to employees’ already formed values. The manager’s conversations with employees focused on leading values will attract their attention and quickly develop the “declared values” that form organizational culture.

Copyright

© 2021, the Authors. Published by Atlantis Press.

Open Access

This is an open access article distributed under the CC BY-NC license (http://creativecommons.org/licenses/by-nc/4.0/).

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TY  - CONF
AU  - Konstantin Tsaranov
AU  - Aleksey Tarbastaev
AU  - Elena Klimova
AU  - Olga Komolova
PY  - 2021
DA  - 2021/03/30
TI  - The Possibilities of Using the Shalom H. Schwartz’s Values Questionnaire for the Search of Value-Semantic Justifications of Organizational Changes
BT  - Proceedings of the VIII International Scientific and Practical Conference 'Current problems of social and labour relations' (ISPC-CPSLR 2020)
PB  - Atlantis Press
SP  - 675
EP  - 679
SN  - 2352-5398
UR  - https://doi.org/10.2991/assehr.k.210322.197
DO  - 10.2991/assehr.k.210322.197
ID  - Tsaranov2021
ER  -