The interaction between values and organizational identification in predicting suggestion‐making at work

The present study proposed and found that personal values and organizational identification interact in predicting making suggestions for organizational improvements at work. One hundred and forty-eight employees of children's day-care centres rated their values, their identification with the organization and their suggestion-making behaviour. Their behaviour was also rated by their supervisors. As expected, the value dimension of openness to change vs. conservation predicted suggestion-making more strongly amongst individuals highly identified with the organization than amongst individuals weakly identified with the organization. This was found using self-ratings of behaviour as well as supervisor's rating of behaviour. The study points to the importance of values and identification in understanding suggestion-making and innovative behaviour at work, and it opens new avenues for examining this interaction in predicting other kinds of organizational behaviours.

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