Influence of Personal Values, Person-Organisation Value Congruence and Locus of Control on Managers' Work Outcomes in Lagos State, Nigeria

Managers’ work outcomes and their correlates have always been of interest to researchers and management practitioners. This is justifiably so because managers are organisations’ major distinctive competitive advantage, especially in the current business environment that is increasingly competitive and globalised. However, very few studies have explored the utility of personal value, person-organisation value congruence, locus of control, in predicting managers’ work outcomes. This study investigated the influence of personal values, person-organisation value congruence, and locus of control on managers’ work outcomes (effectiveness, satisfaction and turnover intention). A sample of 388 managers, comprising 142 females and 246 males drawn from several organisations in two major sectors of the economy (Manufacturing, and Banking and Finance) participated in the study. The participants’ age ranged from 25 years to 60 years with mean age of 37. They all possessed a minimum qualification of Higher National Diploma, and had a minimum of two years working experience in the organisation and at least one-year experience as a manager. The study employed a Survey method for data collection and used the following instruments: Schwartz Value Survey; Rotters’ Locus of Control scale; Managerial Effectiveness Appraisal Questionnaire, and Turnover Intention scale. The hypothesised relationships were tested using Pearson Moment Correlation, Multiple Regression Analysis, including Multivariate Analysis of Variance (MANOVA) and Independent t test. The result indicated that personal values have significant positive relationship with managers’ effectiveness. Multiple regressions analysis revealed that managers’ personal values accounted for about 25.5% of the total variance observed in managers’ effectiveness. Also, result showed that managers’ locus of control has a significant negative relationship with their effectiveness and satisfaction but have positive relationship with turnover intention. Person - organisation value congruence (person-organisation fit) correlated positively and significantly with effectiveness and job satisfaction but not significantly with turnover intention. The result of multiple regressions analysis revealed that value congruence significantly contributed 17.3% of the observed variance in managerial effectiveness, and 23.4% of the observed variance in job satisfaction, but did not contribute significantly to the observed variance in turnover intention. The results of MANOVA analysis also revealed that managers person-organisation value congruence have significant effects on managerial effectiveness, and job satisfaction (Wilks Lambda = 0.687: F = 66.628, p<.05; F = 11.852, p<.05 and F = 11.852, p<.05) respectively. Also, person-organisation value congruence and locus of control have both main effects and interaction effects on managers’ effectiveness, satisfaction and turnover intentions. These results were discussed in the light of the reviewed theoretical and empirical literature, which established that managers’ work outcomes can be predicted and managed by their personal values; person-organisation value congruence and locus of control. The implications of these findings for effective human resource management practice in Nigeria were offered.
A Thesis Submitted to the School of Postgraduate Studies, University of Lagos
Management practitioners , Organisation , Economy , Regressions analysis , Locus of Control , Research Subject Categories::SOCIAL SCIENCES::Business and economics
Ayodeji, F (2015). Influence of Personal Values, Person-Organisation Value Congruence and Locus of Control on Managers' Work Outcomes in Lagos State, Nigeria. A Thesis Submitted to University of Lagos School of Postgraduate Studies Phd Thesis and Dissertation, 168pp.