Exploring the relationship between organizational values and small team performance: a Delphi method application
Abstract
The objective of this article is to examine the relationships between organizational values and the performance indicators of an organization. Two work teams were analyzed in a restaurant. To achieve the objective, a Delphi method was developed that allowed knowing the level of consensus of the members of the teams studied among a group of previously identified values, allowing to identify those values that had greater importance and regulation for each team. Through the Mann-Whitney statistical test, the relationship between values and customer satisfaction and productivity were examined, aspects that were measured in the organization studied for each work shift, where the teams analyzed worked. The research made it possible to prove the relationship between values and customer satisfaction directly and productivity indirectly, demonstrating that the work team showed greater consensus on its values in terms of importance and level of regulation showed better results in the dependent variables analyzed. The research carried out allowed the quantitative validation of the hypothesis that the shared values that regulate the behavior of the employees studied are closely related to the performance indicators.
References
Akerlof, R. (2017). Value Formation: The Role of Esteem. Games and Economic Behavior, 102, 1-19.
Allport , G.W., & Vernon, P.E. (1931). A study of values. Boston, US: Houghton Mifflin.
Blanchard, K. (2001). Managing by values. Executive Excellence, 18 (5), 18-18.
Blanchard, K., O’connor, M., & Ballard, J. (2003). Managing By Values. How To Put Your Values Into Action For Extraordinary Results. (2nd ed.). San Francisco, US: Berrett-Koehler Publishers.
Brown, J.R. (2020). The competitive structure of restaurant retailing: the impact of hedonic-utilitarian patronage motives. Journal of Business Research, 107, 233-244.
Calabuig, V., Olcina, G., & Panebianco, F. (2018). Culture and team production. Journal of Economic Behavior & Organization, 149, 32-45.
Çiçek, I., & Biçer, İ.H. (2015). Mediating Role of Value Congruence on the Relationship between Relational Demography and Satisfaction from Team Leader: A Research in Technology-based Organization. Procedia - Social and Behavioral Sciences, 181, 33-42.
Colley, S.K., Lincolne, J., & Neal, A. (2013). An examination of the relationship amongst profiles of perceived organizational values, safety climate and safety outcomes. Safety Science, 51 (1), 69-76.
Cooper, D. (2013). Dissimilarity and learning in teams: The role of relational identification and value dissimilarity. International Journal of Intercultural Relations, 37 (5), 628-642.
Cha, S.E., & Edmondson, A.C. (2006). When values backfire: Leadership, attribution, and disenchantment in a values-driven organization. The Leadership Quarterly, 17 (1), 57-78.
Cheng, P.Y., Yang, J.T., Wan, C.S., & Chu, M.C. (2013). Ethical contexts and employee job responses in the hotel industry: The roles of work values and perceived organizational support. International Journal of Hospitality Management, 34, 108-115.
Díaz Llorca, C. (2009). Hacia una estrategia de valores en las organizaciones. La Habana: Editorial de Ciencias Sociales.
Dobni, D., Ritchie, J.R.B., & Zerbe, W. (2000). Organizational Values: The Inside View of Service Productivity. Journal of Business Research, 47 (2), 91-107.
Dolan, S.L., & Altman, Y. (2012). Managing by Values: The Leadership Spirituality Connection. People & Strategy, 35 (4), 20-26.
Dolan, S.L., & Garcia, S. (2002). Managing by values: Cultural redesign for strategic organizational change at the dawn of the twenty‐first century. Journal of Management Development, 21 (2), 101-117.
Dolan, S.L., & Garcia, S. (2003). La dirección por valores. Madrid: McGraw-Hill/Interamericana.
Dolan, S.L., Garcia, S., & Richley, B. (2006). Managing by Values. A Corporate Guide to Living, Being Alive, and Making a Living in the 21st Century. New York, NY, US.: Palgrave Macmillan.
Drouvelis, M., Nosenzo, D., & Sefton, M. (2017). Team incentives and leadership. Journal of Economic Psychology, 62, 173-185.
Dyląg, A., Jaworek, M., Karwowski, W., Kożusznik, M., & Marek, T. (2013). Discrepancy between individual and organizational values: Occupational burnout and work engagement among white-collar workers. International Journal of Industrial Ergonomics, 43 (3), 225-231.
Easton, G.S., & Rosenzweig, E.D. (2015). Team leader experience in improvement teams: A social networks perspective. Journal of Operations Management, 37, 13-30.
Elliott, A.M. (2017). Identifying Professional Values in Nursing: An Integrative Review. Teaching and Learning in Nursing, 12 (3), 201-206.
Erkus, G., & Dinc, L. (2018). Turkish nurses' perceptions of professional values. Journal of Professional Nursing, 34 (3), 226-232.
Fogarty, T.J., Reinstein, A., Heath, R.A., & Sinason, D.H. (2017). Why mentoring does not always reduce turnover: The intervening roles of value congruence, organizational knowledge and supervisory satisfaction. Advances in Accounting, 38, 63-74.
Friedman, A. (2018). How to Establish Values on a Small Team. Harvard Business Review. available from: https://hbr.org/2018/04/how-to-establish-values-on-a-small-team
García Vidal, G., & Zayas Miranda, E. (2010). El proceso de solución de problemas. (Electrónica gratuita ed.). Málaga: BIBLIOTECA VIRTUAL de Derecho, Economía y Ciencias Sociales.
James, P.S. (2014). Aligning and Propagating Organizational Values. Procedia Economics and Finance, 11, 95-109.
Kalmanovich-Cohen, H., Pearsall, M.J., & Christian, J.S. (2018). The effects of leadership change on team escalation of commitment. The Leadership Quarterly, 29 (5), 597-608.
Khazanchi, S., Lewis, M.W., & Boyer, K.K. (2007). Innovation-supportive culture: The impact of organizational values on process innovation. Journal of Operations Management, 25 (4), 871-884.
Kirkman, B.L., Shapiro, D.L., Lu, S., & McGurrin, D.P. (2016). Culture and teams. Current Opinion in Psychology, 8, 137-142.
Klein, K.J., Knight, A.P., Ziegert, J.C., Lim, B.C., & Saltz, J.L. (2011). When team members’ values differ: The moderating role of team leadership. Organizational Behavior and Human Decision Processes, 114 (1), 25-36.
Kluckhohn, F.R., & Strodtbeck, F.L. (1961). Variations in value orientations. Evanston, IL, US: Row, Peterson and Company.
Kölle, F. (2017). Affirmative action, cooperation, and the willingness to work in teams. Journal of Economic Psychology, 62, 50-62.
Kruskal, W.H., & Wallis, W.A. (1952). Use of Ranks in One-Criterion Variance Analysis. Journal of the American Statistical Association, 47 (260), 583-621.
Lee, M.T., Raschke, R.L., & Louis, R.S. (2016). Exploiting organizational culture: Configurations for value through knowledge worker's motivation. Journal of Business Research, 69 (11), 5442-5447.
Line, N.D., & Hanks, L. (2018). Boredom-Induced Switching Behavior In The Restaurant Industry: The Mediating Role Of Attachment. Journal of Hospitality and Tourism Research, 43 (1), 101-119.
Ludlow, J. (2002). Delphi Inquiries and Knowledge Utilization. In H. A. Linstone & M. Turoff (Eds.), The Delphi Method. Techniques and Applications. (2da ed., pp. 97-118). Newark, NJ, US.: Addison-Wesley.
Martin, E., & Good, J. (2015). Strategy, team cohesion and team member satisfaction: The effects of gender and group composition. Computers in Human Behavior, 53, 536-543.
Michailova, S., & Minbaeva, D.B. (2012). Organizational values and knowledge sharing in multinational corporations: The Danisco case. International Business Review, 21 (1), 59-70.
Mitroff, I.I., & Turoff, M. (2002). Philosophical and Methodological. Foundations of Delphi. In H. A. Linstone & M. Turoff (Eds.), The Delphi Method. Techniques and Applications. (2da ed., pp. 17-34). Newark, NJ, US: Addison-Wesley.
Ng, T. W. H. (2015). The incremental validity of organizational commitment, organizational trust, and organizational identification. Journal of Vocational Behavior, 88, 154-163.
Özçelik, G., Aybas, M., & Uyargil, C. (2016). High Performance Work Systems and Organizational Values: Resource-based View Considerations. Procedia - Social and Behavioral Sciences, 235, 332-341.
Pendleton, R.C. (2018). We Won’t Get Value-Based Health Care Until We Agree on What “Value” Means. Harvard Business Review. Available from: https://hbr.org/2018/02/we-wont-get-value-based-health-care-until-we-agree-on-what-value-means?utm_campaign=hbr&utm_source=twitter&utm_medium=social
Ralston, D.A., Russell, C.J., & Egri, C.P. (2018). Business values dimensions: A cross-culturally developed measure of workforce values. International Business Review, 27 (6), 1189-1199
Robbins, S.P., & Judge, T.A. (2013). Comportamiento organizacional. (15 ed.). México: Pearson Educación de México, S A .de C.V.
Spieth, P., Schneider, S., Clauß, T., & Eichenberg, D. (2018). Value drivers of social businesses: A business model perspective. Long Range Planning, 52 (3), 427-444.
Thekdi, S.A., & Aven, T. (2018). A methodology to evaluate risk for supporting decisions involving alignment with organizational values. Reliability Engineering & System Safety, 172, 84-93.
Turoff, M. (2002). The Policy Delphi. In H. A. Linstone & M. Turoff (Eds.), The Delphi Method. Techniques and Applications. (2da ed., pp. 80-96). Newark, NJ, US: Addison-Wesley.
Zhang, C., Qiao, F., Wahl, T., & Bai, J. (2012). Disaggregating household expenditures on food away from home in Beijing by type of food facility and type of meal. China Agricultural Economic Review, 4(1), 18-35.
The Author wishes to submit the Work to SJM for publication. To enable SJM to publish the Work and to give effect to the parties’ intention set forth herein, they have agreed to cede the first right to publication and republication in the SJM Journal.
Cession
The Author hereby cedes to SJM, who accepts the cession, to the copyright in and to the paper.
The purpose of the cession is to enable SJM to publish the Work, as first publisher world-wide, and for republication in the SJM Journal, and to grant the right to others to publish the Work world-wide, for so long as such copyright subsists;
SJM shall be entitled to edit the work before publication, as it deems fit, subject to the Authors approval
The Author warrants to SJM that:
- the Author is the owner of the copyright in the Work, whether as author or as reassigned from the Author’s employee and that the Author is entitled to cede the copyright to SJM;
- the paper (or any of its part) is not submitted or accepted for publication in any other Journal;
- the Work is an original work created by the Author;
- the Author has not transferred, ceded, or assigned the copyright, or any part thereof, to any third party; or granted any third party a licence or other right to the copyright, which may affect or detract from the rights granted to SJM in terms of this agreement.
The Author hereby indemnifies the SJM as a body and its individual members, to the fullest extent permitted in law, against all or any claims which may arise consequent to the warranties set forth.
No monetary consideration shall be payable by SJM to the Author for the cession, but SJM shall clearly identify the Author as having produced the Work and ensure that due recognition is given to the Author in any publication of the Work.
Should SJM, in its sole discretion, elect not to publish the Work within 1 year after the date of this agreement, the cession shall lapse and be of no further effect. In such event the copyright shall revert to the Author and SJM shall not publish the Work, or any part thereof, without the Author’s prior written consent.