Birds of a feather: how manager–subordinate disagreement on goal clarity influences value congruence and organizational commitment

Abstract

A substantial body of research underscores the importance of congruence between employee and organizational values. Yet, despite evidence that value congruence affects key individual and organizational outcomes, several gaping holes still exist in the research. We add to existing public management scholarship by: (1) examining whether and how value congruence affects an employee’s affective organizational commitment; and (2) responding to recent calls for scholars to clarify the processes through which value congruence shapes employee attitudes and behavior. Drawing on dyadic data compiled on a sample of senior managers in US local governments, results indicate that value congruence is associated with higher levels of affective organizational commitment. Additionally, value congruence is even more important in instances when higher levels of goal ambiguity are present.

Points for practitioners

Study findings have several practical implications for public managers. First, results indicate that managers must acknowledge and account for employees’ perceptions of organizational goal ambiguity if they hope to retain employees. To this end, managers would do well to design goals in concert with their employees; the process of co-creating goals may help limit ambiguity. Second, managers must create robust communication systems that welcome disagreement and recognize the importance of effective dialogue on the nature of goals. Finally, managers should provide feedback on goals at regular intervals in order to help employees understand expectations.