Value congruence means the alignment between individual values and organizational values. It has become a central topic in organizational research due to its association with a range of positive outcomes. This alignment has been shown to attract job applicants, increase the likelihood of offer acceptance, and strengthen organizational commitment. But are all values equal?
Values themselves are typically categorized into two types: intrinsic values, which emphasize purpose, affiliation, and meaningful work, and extrinsic values, which center on external rewards such as salary and status. According to new research (Straus et al., 2025), the type of values that are shared by employees and organizations may matter more than previously thought.
SHARED VALUES
In a study of 740 working adults over three points in time, researchers found that when both employees and organizations prioritized intrinsic values, employees were more engaged, more committed, and more likely to go above and beyond in their roles. However, when employees focused on extrinsic values, such as money or recognition, they were more likely to feel emotionally drained and act out at work, even if their organization shared those same values. Overall, these results indicate that alignment alone is not enough; the set of values that employees and organizations align around is equally critical.
IMPLICATIONS FOR ORGANIZATIONS
The study offers several practical recommendations for organizations:
- Prioritize intrinsic values like personal growth, teamwork, and meaningful work. While shared extrinsic values may offer short-term boosts to employee engagement, it can also increase the risk of unethical behavior.
- Emphasize operating ethically and improving the quality of life for employees, local communities, and society at large. This fosters a shared sense of purpose and strengthens perceptions of meaningful work.
- Reinforce values through everyday behavior. Employees need to see values in action, not just in mission statements.
- Clearly communicate intrinsic values during recruitment. This branding will attract candidates who already share those beliefs, which can strengthen cultural fit, boost engagement, and support long-term retention.
Straus, E., Van den Broeck, A., Edwards, J. R., & Korunka, C. (2022). Money or Charity: Is it Irrelevant What Employees Strive for as Long as Their Values Match? Academy of Management Proceedings, 2022(1).
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