A Cross-Cultural Investigation of Organizational Functioning.

Specifically, the purpose of the study was to: (1) identify the value systems of personnel from centers located in different cultures, (2) examine individuals at different organizational levels (management, supervision, and labor force) for differences in value orientations and perceptions of organizational characteristics, (3) determine the degree to which personal and job values influence or are related to evaluations of one's job, and intrinsic and extrinsic job satisfaction, and (4) assess the relationship between the perceived compatibility of superordinate-subordinate value orientations and job satisfaction. Results revealed that: (1) both personal and job values of the work force at the centers overseas differed from each other as well as from workers in the U.S. centers, (2) centers differed with respect to organizational attributes, but these differences were not systematically related to value profiles, (3) supervisors' and managers' values were homogeneous across center locations, (4) values were not predictive of job satisfaction nor did they moderate the relationship between job attitudes and job satisfaction, and (5) when employees were asked about general value agreement between workers and supervisors, perceived disagreement was associated with lower levels of job satisfaction.