| This research examined the relationship between organizational values and job satisfaction, extending the body of knowledge regarding person-organization fit (value congruency). The Mandala1 model of contemporary organizational values (environmental stewardship, corporate citizenship, financial strength, and product/service quality) represents the study's key contribution. Rooted in Talcott Parsons's (1951) social systems framework and based on Gordon Allport's (1960) basic values, the Mandala model posits that job satisfaction will be increased when: (a) there is congruency between the personal values of employees and those of the organization, and (b) the four contemporary values are integrated into an organization's culture. The model was tested using data collected through employee questionnaires at an outdoor apparel company with locations in North America, Japan, and Europe. The analysis controlled for variables including location, tenure, ethnicity, and gender.; The results of the research support the Mandala model. Value congruency tests revealed that "very satisfied" respondents reported higher degrees of value congruency than their less satisfied co-workers. For all respondents, congruency scores were particularly strong for criteria related to environmental stewardship, the Mandala value most evident in the organization. Factor analysis using principal components analysis with varimax rotation yielded eleven factors, eight of which corresponded directly to the Mandala model. Stepwise forward regression analysis revealed that three of the four Mandala values ( environmental stewardship, corporate citizenship, and financial strength) were significant predictors of job satisfaction. The analysis revealed weaker support for the product/service quality dimension in predicting job satisfaction.; The research supports the continued relevance of existing theories of job satisfaction, such as Job Characteristics Theory, Goal-Setting Theory, and Equity Theory. Mihaly Csikszentmihalyi's (1975, 1990) concept of flow figured prominently in the study, as it relates to Workflow, the factor with the strongest predictive power for overall job satisfaction. While the Workflow factor includes components that tie directly to flow, such as feedback, training, and "having fun at work," it also features a distinct component: "work-life balance." The research suggests that work-life balance is a necessary condition for the attainment of job satisfaction and a state of flow for these respondents.; 1A Sanskrit word meaning circle or wholeness. |
