|dc.description.abstract||With the recent growth in cultural complexity, many organizations are faced with
increasingly diverse employee pools. Gaining a greater understanding of the values that
employees possess is the first step in effectively satisfying their needs and achieving a
more productive workforce (lung & Avolio, 2000). Values playa significant role in
influencing individual behaviours. It is therefore necessary to assess the qualities of
employee value systems and directly link them to the values of the organization. The
importance of values and value congruence has been emphasized by many organizational
behaviour researchers (cf. Adkins & Caldwell, 2004; Erdogan, Kraimer, & Liden, 2004;
Jung & Avolio, 2000; Rokeach, 1973); however the emphasis on value studies remains
fairly stagnant within the sport industry (Amis, Slack, & Hinings, 2002). In order to
examine the realities that were constructed by the participants in this study a holistic view
of the impact of values within a specific sport organization were provided. The purpose
of this case study was to examine organizational and employee values to understand the
effects of values and value congruence on employee behaviours within the context of a
large Canadian sport organization.
A mUltiple methods case study approach was adopted in order to fully serve the
purpose and provide a comprehensive view of the organization being examined.
Document analysis, observations, surveys, as well as semi-structured interviews were
conducted. The process allowed for triangulation and confirmability of the findings. Each
method functioned to create an overarching understanding of the values and value
congruence within this organization.
The analysis of the findings was divided into qualitative and quantitative sections.
The qualitative documents were analyzed twice, once manually by the researcher and
once via AtIas.ti Version 4 (1998). The a priori and emergent coding that took place was
based on triangulating the findings and uncovering common themes throughout the data.
The Rokeach Value Survey (1973) that was incorporated into the survey design of the
study was analyzed using descriptive statistics, as well as Mann-Whitney U, and Kruskal
Wallis formulas. These were deemed appropriate for analysis given the non-parametric
nature of the survey instrument (Kinnear & Gray, 2004). The quantitative survey served
to help define the values and value congruence that was then holistically examined
through the qualitative interviews, document analyses, and observations.
The results of the study indicated incongruent value levels between employees and
those stated or perceived as the organization's values. Each finding demonstrated that
varying levels of congruence may have diverse affects on individual behaviours. These
behaviours range from production levels to interactions with fellow employees to
In addition to the findings pertaining to the research questions, a number of other
key issues were uncovered regarding departmentalization, communication, and board
relations. Each has contributed to a greater understanding of the organization and has
created direction for further research within this area of study.||en_US