Keywords
social desirability
bias
organizational behavior
How to Cite
Abstract
The present study aimed to investigate the existence of social desirability bias in research on organizational values. 232 people participated in the survey, divided into two groups. Group 1 was composed of professionals that were invited to respond to the survey by the companies they worked for, with 147 people. They were informed that the company would receive a consolidated report on the results, without any individualized information. Group 2, with 85 people, consisted of professionals invited directly by a researcher and they were informed that the results would not enable their identification, neither the company they worked for. The instrument used was the Organizational Values Inventory (IVO). The results indicated the presence of possible bias in the responses of members of group 1, pointing to the need for procedural and statistical palliative care when running similar assessments in organizational settings.
Ambiel, R. A. M., Campos, M. I. D., Alves, B. D. P., & Silva, C. P. (2015). Fundamentos e aplicabilidade dos Testes de Julgamento Situacional no contexto da Psicologia Organizacional. Revista Psicologia Organizações e Trabalho, 15(3), 298-308.
Baptista, M. N., Rueda, F. J. M., Castro, N. R. D., Gomes, J. O., & Silva, M. A. D. (2011). Análise de Artigos sobre Avaliação Psicológica no Contexto do Trabalho: Revisão Sistemática. Psicologia em Pesquisa, 5(2), 156-167.
Borges, L. D. O., Argolo, J. C. T., & Baker, M. C. S. (2006). Os valores organizacionais e a síndrome de burnout: dois momentos em uma maternidade pública. Psicologia: Reflexão e Crítica, 19(1), 34-43.
Castellanos, C. R. R., & Rojas, L. R. (2013). Relación entre cultura y valores organizacionales. Conciencia Tecnológica, 45, 12-17.
Carvalho, V., Borges, L. O., & Vikan, A. (2012). Socialização organizacional: estudo comparativo entre servidores públicos brasileiros e noruegueses. Revista Eletrônica de Administração, 18(2), 339-371.
Denison, D., Hooijberg R., Lane N., & Lief C. (2012). Leading culture change in global organizations: Aligning culture and strategy. San Francisco: Willey & Sons.
Donaldson, S. I., & Grant-Vallone, E. J. (2002). Understanding self-report bias in organizational behavior research. Journal of Business and Psychology, 17(2), 245-260.
Fernández-Arata, M., & Merino-Soto, C. (2016). El lado socialmente deseable de las respuestas a medidas de burnout y engagement: un estudio preliminar. Revista Colombiana de Psicología, 25(1), 83-94.
Fonseca, A. M. O., Porto, J. B., & Barroso, A. C. (2012). O efeito de valores pessoais nas atitudes perante estilos de liderança. Revista de Administração Mackenzie, 13(3), 122-149.
Gabel-Shemueli, R., Yamada, G., & Dolan, S. (2013). Lo que vale el trabajo en el sector público: estudio exploratorio del significado de los valores organizacionales en el sector público en Perú. Revista de Psicología del Trabajo y de las Organizaciones, 29(2), 83-90.
Gondim, S. M. G., Sobrinho, A., Santana, V. S., Santos, V. M. D., & Saveia, J. M. (2013). Gênero, autoconceito e trabalho na perspectiva de brasileiros e angolanos. Cadernos de Psicologia Social do Trabalho, 16(2), 153-165.
Gouveia, V. V., Guerra, V. M., Sousa, D. M. F. D., Santos, W. S., & Costa, J. D. M. (2009). Escala de Desejabilidade Social de Marlowe-Crowne: evidências de sua validade fatorial e consistência interna. Avaliação Psicológica, 8(1), 87-98.
Gutiérrez, S., Sanz, J., Espinosa, R., Gesteira, C., & García-Vera, M. P. (2016). La Escala de Deseabilidad Social de Marlowe-Crowne: baremos para la población general española y desarrollo de una versión breve. Anales de Psicología, 32(1), 206-217.
Maurino, S. V., & De Domenico, S. M. R. (2012). Realização de valores pessoais no ambiente organizacional (RVP): olhando as relações entre indivíduo e organização para além dos valores pessoais. Revista de Administração Mackenzie, 13(3), 177-213.
Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879-903.
Schwartz, S. H. (1999). A theory of cultural values and some implications forwork. Applied Psychology: An International Review, 48(1), 23-47.
Tamayo, A. (2005). Valores Organizacionais e Comprometimento Afetivo. Revista de Administração Mackenzie, 3, 192-213
Tamayo, A., & Borges, L. D. O. (2006). Valores do trabalho e das organizações. En M. Ros, & V. V. Gouveia. Psicologia social dos valores humanos: desenvolvimentos teóricos, metodológicos e aplicados (pp. 397-431). São Paulo: Editora Senac.
Tamayo, A., Mendes A., & Paz M. G. T. (2000). Inventário de Valores Organizacionais. Estudos de Psicologia, 5(2), 289-315.
Thompson, E. R., & Phua, F. T. (2005). Reliability among senior managers of the Marlowe–Crowne short-form Social Desirability Scale. Journal of Business and Psychology, 19(4), 541-554.
Velo, J. S. (2005). Personalidad y deseabilidad social en contextos organizacionales: implicaciones para la práctica de la psicología del trabajo y las organizaciones. Papeles del Psicólogo, 92, 115-128.
This journal is registered under a Creative Commons Attribution 4.0 International Public License. Thus, this work may be reproduced, distributed, and publicly shared in digital format, as long as the names of the authors and Pontificia Universidad Javeriana are acknowledged. Others are allowed to quote, adapt, transform, auto-archive, republish, and create based on this material, for any purpose (even commercial ones), provided the authorship is duly acknowledged, a link to the original work is provided, and it is specified if changes have been made. Pontificia Universidad Javeriana does not hold the rights of published works and the authors are solely responsible for the contents of their works; they keep the moral, intellectual, privacy, and publicity rights. Approving the intervention of the work (review, copy-editing, translation, layout) and the following outreach, are granted through an use license and not through an assignment of rights. This means the journal and Pontificia Universidad Javeriana cannot be held responsible for any ethical malpractice by the authors. As a consequence of the protection granted by the use license, the journal is not required to publish recantations or modify information already published, unless the errata stems from the editorial management process. Publishing contents in this journal does not generate royalties for contributors.