The Moderating Effects of Healthy Value Congruence on the Role Stressor-Strain Relationship
MetadataShow full item record
Type of Work117 leaves
DepartmentUniversity of Baltimore. Yale Gordon College of Arts and Sciences.
ProgramMaster of Science in Applied Psychology.
RightsThis item may be protected under Title 17 of the U.S. Copyright Law. It is made available by the University of Baltimore for non-commercial research and educational purposes.
This item may be protected under Title 17 of the U.S. Copyright Law. It is made available by the University of Baltimore for non-commercial research and educational purposes.
This study examines the moderating effects of healthy value congruence on the relationship between role stressors (i.e., role ambiguity, role conflict, and role overload) and outcome variables (i.e., burnout and turnover intention) in 98 nurses. Utilizing a growth and deficiency needs foundation, it was proposed that individuals who endorse healthy value types, would report lower levels of burnout and turnover intention than individuals who endorsed unhealthy value types. Furthermore, based in Person-Environment Fit theory, it was predicted that individuals who endorsed healthy values to a similar extent that they perceived their organization endorsed healthy values (i.e., value congruence) would report lower levels of burnout and turnover intention than individuals whose healthy values were incongruent from the perceived organizational values. Results indicated mixed findings. Although some value types received support (e.g., benevolence), others did not relate to burnout and turnover intention as proposed. Furthermore, although value congruence generally acted as a buffer of the stressor-strain relationship, in some cases, it was related to higher levels of poor outcomes. The findings of this study suggest that the stressor-strain relationship depends on the context of the (a) stressors, (b) strains, and (c) values studied.