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The Role of Labor Values in the Formation of Employees' Loyalty

Student: Shestoperova Natalia

Supervisor: Andrey Shevchuk

Faculty: Faculty of Social Sciences

Educational Programme: Applied Methods of Social Analysis of Markets (Master)

Year of Graduation: 2019

Today companies struggle for employees’ loyalty and tend to provide conditions for rest, work-life balance, and leisure practices. Working in the same conditions, occupying the same positions and carrying out the same tasks, employees are not to the same extent loyal to their organizations. Therefore, it is important to analyze a worker's conceptions about ideal work, which are his values. The work is aimed to identify the effect of work values on employees’ loyalty to organizations. To answer the question, the data of the “International Social Research Program: Attitude to Labor IV - 2015” is used. The analyzes is conducted for two types of loyalty: affective and continuance. The focus of the paper is on how work values affect employee loyalty evaluation and whether the effect of an employee work values on his loyalty evaluation is preserved, when controlling the characteristics of the workplace and the characteristics on a country level. Based on multilevel regression analysis, it was revealed that instrumental values (the value of high earnings) have universal negative effects for the both types of loyalty. Social values (the value of the opportunity to help others, to perform useful work for society, personal contact with people), on the contrary, have a positive effect. Their influence can also be called universal with limitations. Internal values (interesting work) and the value of promotion have negative effects on continuance loyalty. For social loyalty, the positive effect of intrinsic values becomes insignificant while controlling estimates of the work characteristics, but the value of promotion retains a positive effect.

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