Differences between the stated and perceived corporate culture, and its impact on managers commitment
DOI:
https://doi.org/10.51302/rtss.2012.3457Keywords:
stated and perceived corporate culture, commitment, values and human resources practicesAbstract
Corporate cultures show a suspicious uniformity since they bring together particular widely-held values that follow social trends (which in itself is not negative) but could be different from the deeply held beliefs which are the source of corporate culture.
Previous works have demonstrated the link between corporate culture and organizational commitment. Equally, the relationship between human resource practices and culture has attracted the attention of scholars.
Following this, and given the potential differences in espoused corporate culture and its perception by employees, the analysis of values and its effect on organizational commitment will be made on these perceptions and not on formulations.
For these reasons, the purpose of this paper is to find an answer to the following overriding question: How does employees’ perception of company values affect their own commitment to that organization?
In order to provide a better analysis, the question can be divided into the following issues:
a) What values are most commonly reported by the major Spanish companies?
b) What are the values profiles of Spanish companies, as perceived by their managers?
c) What is the influence, or strength, of human resource practices in companies’ values?
d) What impact do corporate values have on employees’ commitment to the company?
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