When Leaders and Followers Match: The Impact of Objective Value Congruence, Value Extremity, and Empowerment on Employee Commitment and Job Satisfaction

Olivia A. U. Byza (First Author), Sebastian C. Schuh (Participant Author), Stefan L. Dörr (Participant Author), Günter W. Maier (Participant Author)

Research output: Contribution to journalJournal

19 Citations (Web of Science)

Abstract

Although the topic of value congruence has attracted considerable attention from researchers and practitioners, evidence for the link between person–supervisor value congruence and followers’ reactions is less robust than often assumed. This study addresses three central issues in our understanding of person–supervisor value congruence (a) by assessing the impact of objective person–supervisor value congruence rather than subjective value congruence, (b) by examining the differential effects of value congruence in strongly versus moderately held values, and (c) by exploring perceived empowerment as a central mediating mechanism. Results of a multi-source study comprising 116 person–supervisor dyads reveal that objective value congruence relates to followers’ job satisfaction and affective commitment and that this link can be explained by followers’ perceived empowerment. Moreover, polynomial regression and response surface analyses reveal that congruence effects vary with the importance that leaders and followers ascribe to a certain value: Congruency in strongly held values have more robust relations with followers’ outcomes than congruence in moderately held values.
Original languageEnglish
Pages (from-to)1097-1112
JournalJournal of Business Ethics
Volume158
Issue number4
DOIs
Publication statusPublished - 2019

Corresponding author email

olivia@byza.de

Keywords

  • Empowerment
  • Person–supervisor value congruence
  • Polynomial regression

Indexed by

  • FT
  • ABDC-A
  • Scopus
  • SSCI

Fingerprint

Dive into the research topics of 'When Leaders and Followers Match: The Impact of Objective Value Congruence, Value Extremity, and Empowerment on Employee Commitment and Job Satisfaction'. Together they form a unique fingerprint.

Cite this