Many organisations and recruiters place a high importance on a person’s values as a way to predict counterproductive work behaviours.
And while values do play a role, and people’s values can change with time and experience, they’re not as good at predicting CWBs as intelligence or personality.
But what are values? Sagiv defines them as trans-situational goals – things that we want that apply across many different situations.
Although values are only a modest predictor of negative behaviours, they are quite effective at determining “fit”. Will this person fit this role, this team or this organisation?
Having a good fit means that an employee will be happier and more engaged, and thus less likely to cause harm to others or the organisation.
