Organizational values: Essential substrate for professional identity formation.

Core organizational values are essential for any organization, including academic institutions. Formal and informal leaders can have a positive, or negative, impact on shaping their culture through the core values. Members of an organization, including students, can be shaped by the organizational values in ways that strengthen, or impede, their professional identity formation. Here, we discuss the use of organizational values as vital substrates needed to shape the desired behaviors and attitudes that will help describe the organizational culture and identity. We define and discuss various types of core values, identify the benefits and challenges of core values alignment, and offer strategies for leaders at all levels to reflect on their own organization's core values and their current approach to their contribution to an effective and sustainable workplace that supports the professional identity formation of all members.

Relationships of individual and workplace characteristics With nurses' moral resilience.

BACKGROUND: Moral resilience is the integrity and emotional strength to remain buoyant and achieve moral growth amid distressing situations. Evidence is still emerging on how to best cultivate moral resilience. Few studies have examined the predictive relationship of workplace well-being and of organizational factors with moral resilience. RESEARCH AIMS: The aims are to examine associations of workplace well-being (i.e., compassion satisfaction, burnout, and secondary traumatic stress) and moral resilience, and to examine associations of workplace factors (i.e., authentic leadership and perceived congruence of organizational mission and behaviors) and moral resilience. RESEARCH DESIGN: This study uses a cross-sectional design. PARTICIPANTS AND RESEARCH CONTEXT: Nurses practicing in a hospital in the United States were surveyed using validated instruments (N = 147). Individual factors were measured using demographics and the Professional Quality of Life Scale. Organizational factors were measured using the Authentic Leadership Questionnaire and a single item measuring organizational mission/behavior congruence. Moral resilience was measured using the Rushton Moral Resilience Scale. ETHICAL CONSIDERATIONS: The study was approved by an institutional review board. FINDINGS: Resilience was noted to have significant small correlations with burnout, secondary traumatic stress, compassion satisfaction, and organizational mission/behavior congruence. Burnout and secondary traumatic stress predicted less resilience, whereas compassion satisfaction and perceived congruence between organizational mission and behaviors predicted higher resilience. DISCUSSION: Burnout and secondary traumatic stress, increasingly experienced by nurses and other health professionals, have negative effects on moral resilience. Compassion satisfaction can increase resilience, which is especially important in nursing. Organizational practices promoting integrity and confidence can have positive effects on resilience. CONCLUSIONS: Continued work to confront workplace well-being issues, especially burnout, is needed as a way of increasing moral resilience. Studies of organizational and work environment factors to bolster resilience are likewise needed to assist organizational leaders in devising the best strategies.

Managing by values in healthcare: Development and validation of the health care values inventory measurement scale.

OBJECTIVE: The aim of this study is to conceptualise and develop the Health Care Values Inventory (HEVAIN). For this purpose, we first explore key organizational values at different levels of the organisation. Then, we propose and validate a measurement scale based on the Triaxial system of values, which is represented by three axes, including ethical-social values, practical values (economic-pragmatic) and poietic (emotional). METHODS: Exploratory and confirmatory factor analysis were performed to check the validity of the proposed measurement scale. RESULTS: Using a sample of 535 employees from a semipublic healthcare organisation, the results showed that the HEVAIN measurement scale loaded satisfactorily onto three factors, and overcame the psychometric properties of dimensionality, reliability and validity. CONCLUSION: This research offers a new measurement scale to capture organizational values in healthcare organisations. This new tool provides both scholars and healthcare managers with an instrument to diagnose and manage organizational values, which gives key information to develop sustained competitive advantages.

Corporate Social Responsibility at the Micro-Level as a "New Organizational Value" for Sustainability: Are Females More Aligned towards It?

While prior studies have largely addressed corporate social responsibility (CSR) at a macro or institutional level, its importance at the micro or individual level is to date underexplored, especially in the context of developing economies. Further, it is not clear from the studies in the extant literature how the role of females is more important in the context of environmental management as compared to males. Similarly, micro-level CSR (MCSR) is emerging as a "new organizational value", and the organizations that acknowledge this "new organizational value" and incorporate it into their business operations are likely to achieve sustainability objectives far better as compared to their counterparts. The present study investigates the impact of MCSR on employees' pro-environmental behavior with the moderating effect of gender in the healthcare sector of Pakistan. The data were collected from five large hospitals in the city of Lahore through a self-administered questionnaire and analyzed using structural equation modeling (SEM) in AMOS software. A total of 533 out of 800 responses were received, which were used for data analysis of the present study. The results revealed that MCSR positively influences employee's pro-environmental behavior, and gender moderates this relationship but the moderating effect of females is stronger as compared to males. The findings of the present study would help policymakers understand the importance of MCSR as a "new organizational value" to influence employees' pro-environmental behavior with a special focus to promote the proactive role of females at workplaces.

Academic Medicine Is Patient–Centered Medicine / 의학교육논단

The tripartite mission of 'academic medicine is education, research, and patient care. Academic medical centers (AMCs) are carrying out the mission and ultimately aiming to improve the health of people and communities. Globally, AMCs are facing a tremendous financial risk stemming from the changes in health insurance reimbursement plans and a shortage of human resources. Innovative AMCs in the United States are trying to transform their physician-centered, and siloed structure into a patient-centered, and integrated structure. They are also building integrated systems with primary healthcare groups to provide continuous patient care from primary to tertiary levels and making strategic networks based on value-based payment and the patient-centered model. These changes have been proven to improve outcomes of patient care and increase fiscal revenues, which are both crucial in supporting education and research. To address the shortage of human resources, programs are being built to develop newly appointed faculty for the future. AMCs have different approaches to bringing changes into their organizations; however, there is a common emphasis on 'a patient-centered approach,' which helps them set more explicit organizational values and make strategic decisions based on their values. Korean AMCs are facing similar challenges to AMCs in the United States in spite of many differences between the countries' healthcare systems. The innovative efforts of AMCs in the United States to address the challenges will be helpful, well-worked examples for Korean AMCs with similar challenges.

What a medical school chair wants from the dean.

Economic pressure has led the evolution of the role of the medical school dean from a clinician educator to a health care system executive. In addition, other dynamic requirements also have likely led to changes in their leadership characteristics. The most important relationship a dean has is with the chairs, yet in the context of the dean's changing role, little attention has been paid to this relationship. To frame this discussion, we asked medical school chairs what characteristics of a dean's leadership were most beneficial. We distributed a 26-question survey to 885 clinical and basic science chairs at 41 medical schools. These chairs were confidentially surveyed on their views of six leadership areas: evaluation, barriers to productivity, communication, accountability, crisis management, and organizational values. Of the 491 chairs who responded (response rate =55%), 88% thought that their dean was effective at leading the organization, and 89% enjoyed working with their dean. Chairs indicated that the most important area of expertise of a dean is to define a strategic vision, and the most important value for a dean is integrity between words and deeds. Explaining the reasons behind decisions, providing good feedback, admitting errors, open discussion of complex or awkward topics, and skill in improving relations with the teaching hospital were judged as desirable attributes of a dean. Interestingly, only 23% of chairs want to be a dean in the future. Financial acumen was the least important skill a chair thought a dean should hold, which is in contrast to the skill set for which many deans are hired and evaluated. After reviewing the literature and analyzing these responses, we assert that medical school chairs want their dean to maintain more traditional leadership than that needed by a health care system executive, such as articulating a vision for the future and keeping their promises. Thus, there appears to be a mismatch between what medical school chairs perceive they need from their dean and how the success of a dean is evaluated.

Diferenças nas percepções dos valores organizacionais dos gestores públicos em Portugal / Diferencias en la percepción de los valores organizacionales de los gestores públicos en Portugal / Differences in perceptions of organizational values of public managers in Portugal

Resumo As pesquisas empíricas no âmbito da administração pública têm dedicado pouca atenção à problemática dos valores que orientam a gestão no setor público, embora muita pesquisa sobre os valores tenha sido desenvolvida quer na perspetiva filosófica, quer na perspetiva dos estudos das organizações e do trabalho. O presente artigo cinge-se aos valores públicos e reporta a análise estatística das perceções sobre valores organizacionais de gestores públicos portugueses. Contrariando a noção corrente acerca dos efeitos da reforma da administração pública, os resultados permitem verificar a existência de diferenças significativas nas perceções sobre valores organizacionais associados ao setor público face aos demais valores organizacionais, em particular, face aos valores organizacionais associados ao setor privado. Esses resultados acarretam como implicação a necessidade de rever o debate sobre a extensão em que o paradigma europeu continental é tido como subjugado ao paradigma da common law.

Resumen La investigación empírica en la administración pública ha prestado muy poca atención a la cuestión de los valores que guían la gestión en el sector público, aunque se han desarrollado muchas investigaciones sobre valores tanto en la perspectiva filosófica como en la perspectiva de las organizaciones y los estudios de trabajo. En este artículo se rodea a los valores públicos y reporta el análisis estadístico de las percepciones sobre valores organizacionales de los gestores públicos portugueses. Contrariamente a la idea actual sobre los efectos de la reforma de la administración pública, los resultados nos permiten comprobar la existencia de diferencias significativas en las percepciones acerca de los valores organizacionales asociados con el sector público en comparación con otros valores de la organización, en particular, teniendo en cuenta los valores organizacionales relacionados con el sector privado. Estos resultados llevan en el sentido de la necesidad de revisar el debate sobre el grado en que se ve el paradigma de Europa continental como subyugado al paradigma de la common law.

Abstract Empirical research in public administration have devoted little attention to the issue of values that guide management in the public sector, although much research on values has been developed both in the philosophical perspective and in the perspective of organizations and work studies. This article encircles the public values and reports the statistical analysis of perceptions about organizational values of Portuguese public managers. Contrary to the current notion about the effects of public administration reform, the results allow us to verify the existence of significant differences in perceptions about organizational values associated with the public sector compared to other organizational values, in particular, given the organizational values associated with the private sector. These results carry as implication the need to review the debate on the extent to which the Continental Europe paradigm is seen as subjugated to the common law paradigm.

Sesgo de deseabilidad social en medidas de valores organizacionales / Social desirability bias in measures of organizational values

Resumen Este estudio tuvo como objetivo investigar la existencia de sesgo relacionado a la deseabilidad social en una investigación sobre los valores organizacionales. Participaron del estudio 232 personas que fueron divididas en dos grupos. El grupo 1, con 147 personas, fue formado por profesionales invitados a participar de la investigación por las empresas en las cuales trabajaban. Ellos fueron informados que la empresa recibiría un documento final con los resultados, sin ningún tipo de información individualizada. El grupo 2, con 85 personas, fue formado por profesionales invitados directamente por un investigador y fueron informados que en los resultados no habría ningún aspecto que permitiese su identificación, ni de su empresa. El instrumento aplicado fue el Inventario de Valores Organizacionales (IVO). Los resultados indicaron la presencia de un posible sesgo en las respuestas de los integrantes del grupo 1, apuntando para la necesidad de cuidados paliativos procesuales y estadísticos en situaciones semejantes de investigación en ambientes organizacionales.

Abstract The present study aimed to investigate the existence of social desirability bias in research on organizational values​​. 232 people participated in the survey, divided into two groups. Group 1 was composed of professionals that were invited to respond to the survey by the companies they worked for, with 147 people. They were informed that the company would receive a consolidated report on the results, without any individualized information. Group 2, with 85 people, consisted of professionals invited directly by a researcher and they were informed that the results would not enable their identification, neither the company they worked for. The instrument used was the Organizational Values ​​Inventory (IVO). The results indicated the presence of possible bias in the responses of members of group 1, pointing to the need for procedural and statistical palliative care when running similar assessments in organizational settings.

Valores e confiança organizacionais: fatores determinantes nos comportamentos de civismo organizacional / Organizational values and trust: determining factors in organizational civism behaviors / Los valores organizacionales y de confianza: factores determinantes en el comportamiento de la civilidad organizacional

Este estudo teve como objetivo verificar o impacto de valores e confiança organizacionais sobre comportamentos de civismo. Participaram do estudo 206 trabalhadores, de diversas organizações, que responderam a instrumentos fidedignos e válidos referentes a cada construto: Inventário de Perfis de Valores Organizacionais, Inventário de Confiança do Empregado na Organização e Escala de Civismo nas Organizações. Os coeficientes de confiabilidade das escalas para a amostra do estudo foram superiores a 0,70, permitindo a inclusão de todas as variáveis nas análises de regressão múltipla padrão. As variáveis dependentes foram os fatores de civismo organizacional enquanto as independentes foram os valores organizacionais e os fatores de confiança. Os resultados mostraram que confiança na ética e na competência organizacional e os valores organizacionais conformidade, autonomia e coletividade foram preditores das dimensões de civismo organizacional. A conclusão do estudo indica a importância dessas variáveis na emissão de comportamentos de civismo organizacional, sugerindo, ainda, a realização de estudos abrangendo outras amostras bem como a inclusão de novas variáveis em modelos de investigação futuros.(AU)

This study aimed to verify the impact of organizational values and trust on civism behaviors. Participants were 206 employees from several organizations, who responded to reliable and valid instruments related to each construct: Inventory of Organizational Values Profile, Inventory Employee Trust in the Organization and Civism Scale in Organizations. The reliability coefficients of the scales for the study sample were higher than .70, thus they allowed the inclusion of all the variables in the standard multiple regression analysis. The factors of organizational civism were the dependent variables, whereas the organizational values and the factors of trust composed the independent variables. The results demonstrated the trust in ethics and organizational competence and the organizational values of conformity, autonomy and collectivity were predictors of the organizational civism dimensions. The conclusion of the study indicates the importance of those variables in the emission of organizational Civism behaviors, while also suggesting the performance of studies with other samples and the inclusion of new variables for future investigations.(AU)

Este estudio tuvo como objetivo verificar el impacto de los valores y de confianza en la organización en los comportamientos de civismo. Participaron del estudio 206 trabajadores, de varias organizaciones, que respondieron a instrumentos fidedignos y validos referentes a cada constructo: Inventario de los valores de la organización Perfil, la confianza de los empleados de inventario en la Escala de Organización y civilidad en las Organizaciones. Los coeficientes de confiabilidad de las escalas para la muestra del estudio fueron superiores a .70, permitiendo la inclusión de todas las variables en los análisis de regresión múltiple estándar. Las variables dependientes fueron los factores de civismo organizacional mientras las independientes fueron los valores organizacionales y los factores de confianza. Los resultados mostraron que la confianza en la ética y en la competencia organizacional sumada a los valores organizacionales de conformidad, autonomía y colectividad predijeron las dimensiones de civismo organizacional. La conclusión del estudio enseña la importancia de estas variables en la emisión de comportamientos de civismo organizacional, sugiriendo, sin embargo, la realización de estudios abarcando otras muestras así como la inclusión de nuevas variables en modelos futuros de investigación.(AU)

Valores e confiança organizacionais: fatores determinantes nos comportamentos de civismo organizacional / Organizational values and trust: determining factors in organizational civism behaviors / Los valores organizacionales y de confianza: factores determinantes en el comportamiento de la civilidad organizacional

Este estudo teve como objetivo verificar o impacto de valores e confiança organizacionais sobre comportamentos de civismo. Participaram do estudo 206 trabalhadores, de diversas organizações, que responderam a instrumentos fidedignos e válidos referentes a cada construto: Inventário de Perfis de Valores Organizacionais, Inventário de Confiança do Empregado na Organização e Escala de Civismo nas Organizações. Os coeficientes de confiabilidade das escalas para a amostra do estudo foram superiores a 0,70, permitindo a inclusão de todas as variáveis nas análises de regressão múltipla padrão. As variáveis dependentes foram os fatores de civismo organizacional enquanto as independentes foram os valores organizacionais e os fatores de confiança. Os resultados mostraram que confiança na ética e na competência organizacional e os valores organizacionais conformidade, autonomia e coletividade foram preditores das dimensões de civismo organizacional. A conclusão do estudo indica a importância dessas variáveis na emissão de comportamentos de civismo organizacional, sugerindo, ainda, a realização de estudos abrangendo outras amostras bem como a inclusão de novas variáveis em modelos de investigação futuros.

This study aimed to verify the impact of organizational values and trust on civism behaviors. Participants were 206 employees from several organizations, who responded to reliable and valid instruments related to each construct: Inventory of Organizational Values Profile, Inventory Employee Trust in the Organization and Civism Scale in Organizations. The reliability coefficients of the scales for the study sample were higher than .70, thus they allowed the inclusion of all the variables in the standard multiple regression analysis. The factors of organizational civism were the dependent variables, whereas the organizational values and the factors of trust composed the independent variables. The results demonstrated the trust in ethics and organizational competence and the organizational values of conformity, autonomy and collectivity were predictors of the organizational civism dimensions. The conclusion of the study indicates the importance of those variables in the emission of organizational Civism behaviors, while also suggesting the performance of studies with other samples and the inclusion of new variables for future investigations.

Este estudio tuvo como objetivo verificar el impacto de los valores y de confianza en la organización en los comportamientos de civismo. Participaron del estudio 206 trabajadores, de varias organizaciones, que respondieron a instrumentos fidedignos y validos referentes a cada constructo: Inventario de los valores de la organización Perfil, la confianza de los empleados de inventario en la Escala de Organización y civilidad en las Organizaciones. Los coeficientes de confiabilidad de las escalas para la muestra del estudio fueron superiores a .70, permitiendo la inclusión de todas las variables en los análisis de regresión múltiple estándar. Las variables dependientes fueron los factores de civismo organizacional mientras las independientes fueron los valores organizacionales y los factores de confianza. Los resultados mostraron que la confianza en la ética y en la competencia organizacional sumada a los valores organizacionales de conformidad, autonomía y colectividad predijeron las dimensiones de civismo organizacional. La conclusión del estudio enseña la importancia de estas variables en la emisión de comportamientos de civismo organizacional, sugiriendo, sin embargo, la realización de estudios abarcando otras muestras así como la inclusión de nuevas variables en modelos futuros de investigación.

Uma Escala de Valores Organizacionais com base na Teoria de Valores Culturais de Schwartz / A Scale of Organizational Values Framed on Schwartz's Theory of Cultural Values

RESUMO O objetivo deste estudo foi desenvolver e testar empiricamente a estrutura interna de um instrumento de medida dos valores organizacionais, adotando como modelo de referência a teoria de valores culturais. Três estudos foram conduzidos. O primeiro testou a estrutura interna da escala por meio de escalonamento multidimensional. O segundo descreve a análise fatorial confirmatória da escala e a sua relação com variáveis externas. O terceiro relacionou a nova escala com a Escala de Valores Competitivos. Os resultados do conjunto de estudos apresentaram evidências de adequação da escala e suporte ao modelo teórico. Essa escala pode avançar os estudos na área ao permitir o desenvolvimento e identificação de configurações culturais para além dos modelos anteriores.

ABSTRACT The objective of this study was to develop and empirically test a new scale to measure organizational values based on a theory of cultural values. Three studies were conducted. The first addresses the internal structure through a multidimensional scaling analysis. The second describes a confirmatory factor analysis and its relation with external variables. And the third relates the scale with the Competing Values Framework. Results from the set of studies support the adequacy of the scale and the theoretical model used. This scale may advance the area allowing for the development and identification of different patterns of cultural configurations beyond previous works.

Valores organizacionais e suporte social no trabalho: a percepção dos colaboradores do setor bancário público e privado / Organizational values and social support at work: the perceptions of employees of public and private sector banking

Este trabalho foi desenvolvido com o propósito de compreender a influência dos valores organizacionais sobre a percepção de suporte social no trabalho, sob a perspectiva dos colaboradores do setor bancário público e privado. Através de uma survey, foram investigados 332 colaboradores do setor bancário, aos quais foram aplicados um questionário elaborado a partir dos modelos IPVO e EPSST. Os principais resultados encontrados expõem que os valores organizacionais prioritários das instituições bancárias foram o Domínio e o Prestígio, enquanto os valores Bem-estar, Autonomia e Realização ocuparam lugares inferiores na hierarquia. Em relação ao suporte social no trabalho, a maior incidência foi atribuída ao Suporte Social Informacional, enquanto a menor prioridade foi atribuída ao Suporte Social Emocional. Ainda, as análises de regressão múltipla revelaram que o modelo com maior poder de explicação foi representado pela variável Geral Suporte, cuja variância foi explicada em 45,6 por cento pelos fatores Autonomia e Realização, Prestígio e Domínio.(AU)

This work was developed with the aim of understanding the influence of organizational values on the perception of social support at work, from the perspective of employees of public and private banking. Through a survey, we investigated 332 employees from the banking sector, who were asked to answer a questionnaire developed from the models IPVO and EPSST. The main findings state that the priority organizational values of the banking institutions were Dominion and Prestige, while the values such as Wellbeing, Empowerment and Accomplishment occupied lower levels in the hierarchy. As regards social support at work, the highest incidence was attributed to Informational Social Support, and the lowest priority was assigned to Emotional Social Support. Furthermore, the multiple regression analysis revealed that the model with greater explanatory power was represented by the General Support variable, whose variance was explained in 45,6 percent by the factors Autonomy and Achievement, Prestige, and Domain(AU)

Valores organizacionais e suporte social no trabalho: a percepção dos colaboradores do setor bancário público e privado / Organizational values and social support at work: the perceptions of employees of public and private sector banking

Este trabalho foi desenvolvido com o propósito de compreender a influência dos valores organizacionais sobre a percepção de suporte social no trabalho, sob a perspectiva dos colaboradores do setor bancário público e privado. Através de uma survey, foram investigados 332 colaboradores do setor bancário, aos quais foram aplicados um questionário elaborado a partir dos modelos IPVO e EPSST. Os principais resultados encontrados expõem que os valores organizacionais prioritários das instituições bancárias foram o Domínio e o Prestígio, enquanto os valores Bem-estar, Autonomia e Realização ocuparam lugares inferiores na hierarquia. Em relação ao suporte social no trabalho, a maior incidência foi atribuída ao Suporte Social Informacional, enquanto a menor prioridade foi atribuída ao Suporte Social Emocional. Ainda, as análises de regressão múltipla revelaram que o modelo com maior poder de explicação foi representado pela variável Geral Suporte, cuja variância foi explicada em 45,6% pelos fatores Autonomia e Realização, Prestígio e Domínio.

This work was developed with the aim of understanding the influence of organizational values on the perception of social support at work, from the perspective of employees of public and private banking. Through a survey, we investigated 332 employees from the banking sector, who were asked to answer a questionnaire developed from the models IPVO and EPSST. The main findings state that the priority organizational values of the banking institutions were Dominion and Prestige, while the values such as Wellbeing, Empowerment and Accomplishment occupied lower levels in the hierarchy. As regards social support at work, the highest incidence was attributed to Informational Social Support, and the lowest priority was assigned to Emotional Social Support. Furthermore, the multiple regression analysis revealed that the model with greater explanatory power was represented by the General Support variable, whose variance was explained in 45,6% by the factors Autonomy and Achievement, Prestige, and Domain.

A relação entre valores pessoais e organizacionais comparados aos princípios do cooperativismo / The relationship between personal and organizational values compared to the principles of cooperativism

O estudo da estrutura de valores define a natureza das crenças e dos princípios dominantes e o modelo motivacional característico de uma organização. Este estudo teve como objetivo investigar a relação entre valores pessoais e organizacionais percebidos pelos empregados de uma cooperativa em comparação com os princípios do cooperativismo. Nesse sentido, como fundamento teórico, os temas valores individuais, valores organizacionais, a integração entre eles e valores em cooperativas foram abordados, visando a nortear uma pesquisa quantitativa por meio de um estudo de caso descritivo. A coleta dos dados foi realizada junto aos empregados de uma organização cooperativa, utilizando-se como instrumentos de coleta o Inventário de Perfis de Valores Organizacionais (IPVO) e o Questionário de Perfis de Valores (QPV). Os resultados apontaram que os valores dos empregados estão mais alinhados aos princípios internacionais do cooperativismo do que os valores organizacionais(AU)

The study of the structure of values defines the nature of the dominant beliefs and principles and the typical motivational model of an organization. This study aimed to investigate the relationship between personal and organizational values perceived by the employees of a cooperative compared to the principles of cooperativism. In this sense, as a theoretical framework, the themes of individual values, organizational values, the integration between them, and values in cooperatives were approached in order to guide a quantitative research by means of a descriptive case study. The data collection was conducted among employees of a cooperative organization, using as collection instruments the Inventory of Organizational Values Profiles (IPVO) and the Value Profile Questionnaire (QPV). The results showed that the values of the employees are more aligned with the international principles of cooperativism than the organizational values(AU)

A relação entre valores pessoais e organizacionais comparados aos princípios do cooperativismo / The relationship between personal and organizational values compared to the principles of cooperativism

O estudo da estrutura de valores define a natureza das crenças e dos princípios dominantes e o modelo motivacional característico de uma organização. Este estudo teve como objetivo investigar a relação entre valores pessoais e organizacionais percebidos pelos empregados de uma cooperativa em comparação com os princípios do cooperativismo. Nesse sentido, como fundamento teórico, os temas valores individuais, valores organizacionais, a integração entre eles e valores em cooperativas foram abordados, visando a nortear uma pesquisa quantitativa por meio de um estudo de caso descritivo. A coleta dos dados foi realizada junto aos empregados de uma organização cooperativa, utilizando-se como instrumentos de coleta o Inventário de Perfis de Valores Organizacionais (IPVO) e o Questionário de Perfis de Valores (QPV). Os resultados apontaram que os valores dos empregados estão mais alinhados aos princípios internacionais do cooperativismo do que os valores organizacionais.

The study of the structure of values defines the nature of the dominant beliefs and principles and the typical motivational model of an organization. This study aimed to investigate the relationship between personal and organizational values perceived by the employees of a cooperative compared to the principles of cooperativism. In this sense, as a theoretical framework, the themes of individual values, organizational values, the integration between them, and values in cooperatives were approached in order to guide a quantitative research by means of a descriptive case study. The data collection was conducted among employees of a cooperative organization, using as collection instruments the Inventory of Organizational Values Profiles (IPVO) and the Value Profile Questionnaire (QPV). The results showed that the values of the employees are more aligned with the international principles of cooperativism than the organizational values.