Quantifying and Harnessing the Benefits of Organizational Value Congruence
We will identify which features of enacted culture are most important in fostering value congruence, and for whom value congruence confers the greatest benefits. Findings from our research may ultimately enable us to develop and test the effectiveness of brief interventions in organizations (i.e., changes in policy or practice). The goal of these interventions would be to improve employee retention and performance, ultimately enabling organizations to reap the full benefits afforded by value congruence in a digital world.
Andrea Dittmann completed her PhD in Management & Organizations at Northwestern University’s Kellogg School of Management. Her primary research focus is on how the social class contexts in which people grow up continue to shape the obstacles and strengths that they face in professional workplaces. She ultimately seeks to harness insights from this research to develop interventions that promote equity and inclusion in workplaces. Her work has been published in top academic outlets, including the Journal of Personality & Social Psychology, Proceedings of the National Academy of Sciences, and the Journal of Experimental Social Psychology. Her work has been covered by media outlets including the Harvard Business Review, Politico, and the Christian Science Monitor. Most recently, she has been investigating how the experience of the COVID-19 pandemic has disproportionately affected people from lower (vs. higher) social class contexts across a number of important life domains, including work, social relationships and mental health.
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