Abstract

The present study aimed to examine the relations between employees’ perceived value congruence and work-related variables (job satisfaction, work engagement, and intent to quit) and to test the indirect effects of identity fusion between the two. Value congruence was assessed by two ways: employee-organization value congruence and employee-coworker value congruence. In Study 1, 150 full-time employees responded to the batteries of measures including value congruence, identity fusion, organization identification, and work-related variables. The results showed that perceived employee-organization value congruence was positively related to job satisfaction and work engagement and negatively related to intent to quit via identity fusion. A significant indirect effect of identity fusion was also present between employee-coworker value congruence and work-related variables. Although both employee-organization and employee-coworker value congruence were positively related to job satisfaction and work engagement via organizational identification, the path to intent to quit was not significant. In Study 2, 148 employees who worked in a major company in South Korea completed the same measures as in Study 1. It was found that employee-organization and employee-coworker value congruences were positively related to job satisfaction and work engagement, and negatively related to intent to quit through identity fusion. In contrast, the indirect effects of organization identification between value congruence and job-related variables were not significant except for the path between employee-organization value congruence and job satisfaction. Taken together, regardless of the size and type of organization, those who perceived their values to be congruent with those of the organization and their coworkers were more likely to be satisfied with and engaged in their jobs, and less likely to have intents to quit due to high identity fusion with their organizations.