L'impact de la congruence objective des valeurs sur l'engagement normatif envers l'organisation

Numerous studies in organizational behaviour research have examined the congruence (i.e. fit, match, agreement and similarity) between two constructs as a predictor of some outcome. Edwards (1993, 1994) shows that, these studies operationalized congruence by collapsing two or more measures into a single index, such as an algebraic, absolute or squared difference and then, present numerous substantive and methodological problems that severely threaten the interpretability and conclusiveness of the obtained results. On the basis of the alternative approach proposed by Edwards (1993, 1994), we devoted ourselves to examine the effect of the objective congruence between the organisational valorisation of the mutual assistance in the work and the individual need for interpersonal solidarity on the organizational normative commitment. The main effects of the individual preferences or the mode of organization were not taken into account in the analysis. We thus used the procedure of polynomial regression proposed by Edwards (1993, 1994) to make sure that congruence, rather than the components which are subjacent to it, does have a specific effect on the dependent variables. We actually found out that, notably for Gabonese employees, the objective congruence between the perception of the organizational valorisation of the mutual assistance and the individual need for interpersonal solidarity has the effect on the normative commitment towards the organization (Mso: β = –0, 65, P < 0,001 and Msp: β = 0,77, P < 0,001; R² = 0,56), The level of organizational commitment increases with congruence between the personal and organizational values, then decreases with the shift.