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Values: Their nature, assessment, and practical use.
Abstract
research on the construct of values [do values differ from needs and interests; do values differ from 1 country to another / do values differ with age, gender, and other demographic variables; are values related to occupational choice, stability, and satisfaction] (PsycINFO Database Record (c) 2012 APA, all rights reserved)
... Alan yazın meslek seçimini etkileyen birçok faktör olmasına rağmen bunlar arasında en etkili olanların yetenek (Field, 2008;Howe, 1998;Özyürek, 2013;Kaya, 2011;Krane ve Tirre, 2005;Kuzgun, 2000;Pişkin, 2011;Rotundo, 2006) , ilgi (Bratsch 2001;Hansen, 2005;Kuzgun, 2000;Özgüven, 2005;Özyürek, 2013;Yeşilyaprak, 2000) ve mesleki değer (Bachtold, 1975;Bratsch, 2001;Brown, 2003;Gibson ve Mitchell, 2001;Hartung, 2006;Kuzgun, 2006;Liptak, 2008;Ng ve Sears, 2010;Patton, 2000;Posner, 2010;Round ve Armstrong, 2005;Super, 1995;Sverko, Babarovic ve Sverko, 2008;Zunker, 2006) olduğu düşülmektedir. Yirminci yüzyılın sonlarına doğru yaşam stilimiz, yaşam kararı ve meslek seçimi gibi konuların incelenmesi mesleki değerlerin popüler araştırma konusu olmasına neden olmuştur. ...
... Mesleki değer en genel tanımıyla bir mesleğe girme sonucunda o mesleğin getirilerinden beklenilen ve elde edilen doyumdur (Brown, 2003). Mesleki değerler bireyin meslek seçiminde bir denge görevi üstlenir (Brown, 2003;Gibson ve Mitchell, 2001;Sverko ve diğ., 2008;Super, 1995). Mesleki değerlerini göze alarak meslek seçimi yapan bireyler seçtiği meslekle kendi arasında sağlıklı, mutlu ve başarılı bir bağ oluşturabilir. ...
... Career value could be generally defined as the satisfaction expected and felt as a result of obtaining a career and the benefits of that career (Brown, 2003). Career values act as an element of balance in individual's choice of profession (Brown, 2003;Gibson & Mitchell, 2001;Sverko et al., 2008;Super, 1995). Individuals who select a career based on career value could establish a healthy, happy and successful bond between themselves and the selected profession. ...
Bu çalışmanın iki amacı bulunmaktadır. Araştırmanın birinci amacı, lise öğrencilerinin mesleki değerlerini belirlemede kullanılabilecek geçerli ve güvenilir bir ölçme aracı geliştirmek, diğeri ise lise öğrencilerinin mesleki değerlerinin cinsiyet ve ileride seçmek istedikleri meslek alanlarına göre düzey ve sıralamalarını belirlemektir. Bu çalışma 1736 (kız=801, erkek=935) lise öğrencisi üzerinde gerçekleştirilmiştir. Envanterin yapı geçerliğinin belirlenmesi için açımlayıcı ve doğrulayıcı faktör analizi uygulanmıştır Açımlayıcı faktör analizi sonucunda 35 madde ve dokuz alt boyutta (yardım, kazanç, yaratıcılık, iş sağlığı, arkadaşlık, ekip çalışması, fiziksel özelliklerin kullanımı, liderlik, özgürlük) toplanan envanterin açıkladığı toplam varyans oranı % 65 ve toplam öz değeri 22.58’dir. Envanterde yer alan maddelerin faktör yük değerleri .53 ile .82 arasında değişmektedir. Doğrulayıcı faktör analizi sonucunda elde edilen yapının χ2/sd oranı, GFI, RMSEA, RMR / SRMR, CFI, uyum indeksleri değerlendirilmiş ve indeks değerlerinin model uyumu için yeterli düzeyde oldukları belirlenmiştir. Envanterinin alt boyutlarına ilişkin güvenirlilik katsayılarının belirlenmesi amacıyla hesaplanan Cronbach Alpha iç tutarlılık katsayıları.70 ile .83 arasında değişmektedir. Yapılan test-tekrar test analizi sonucunda envanterin alt boyutlarına ilişkin kararlılık düzeyleri .61 ile .82 arasında değiştiği görülmüştür. Elde edilen veriler, Mesleki Değer Envanteri’nin lise öğrencilerinin mesleki değerlerini belirlemede kullanılabilecek geçerli ve bir ölçme aracı olduğunu ortaya koymaktadır. Araştırma sonucunda yardım mesleki değeri kız öğrenciler için ilk sırada yer alırken, erkek öğrenciler için arkadaşlık mesleki değeri ilk sırada yer almıştır. Öğrencilerin ileride seçmek istedikleri meslek alanlarına göre mesleki değer sıralamaları arasındaki düzey ve sıralamaları incelenmiş ve sonuçları tartışılmıştır.
... While WIS was under way, several psychologists (Descombes, 1980;Super, Kidd, & Knasel, 1980) conducted parallel preliminary studies that built upon an earlier formulation (Super, 1949;Super, 1973;Super & Bohn, 1970) of needs as wants (Maslow, 1954), manifestations of physiological conditions such as hunger, and related to survival. They are the result of interactions between the person and the environment (Super, 1995). ...
... The result of socialization is the establishment of the types of objectives that people seek in order to satisfy their needs. The need for help thus becomes love, and the need to help becomes altruism (Super, 1995). ...
... Valuing the well-being of others (altruism) leads a person to choose a social service profession (social work, teaching), some aspects of personnel work, or even business or industrial enterprise (Super, 1995). ...
This article aims to identify the most important work values of university students. For this purpose, data from an empirical study among students (N = 208), from different study programmes, are presented. Results obtained with the Bulgarian version of the questionnaire WIS/SVP (OS Bulgaria, 2007) revealed that in 2013 there were some gender significant differences in the respondents’ values. The students’ important values were Economic Security, Personal Development, Ability Utilization, Achievement and Advancement. The data could be used for vocational guidance.
... Work values are thought to contribute significantly to both tenure and level of job satisfaction (e.g., Rounds, 1990). Super (1995) stressed that a common language must be used in research and practice on values. He used the term "needs" to mean "wants, manifestations of physiological conditions such as hunger, and they are related to survival" (p. ...
... This definition is in contrast to the use of the term "needs" to mean "values" in the Theory of Work Adjustment (TWA; Dawis & Lofquist, 1984). Super (1995) defined values as a refinement of needs through interaction with the environment, including socialization. As a consequence of socialization, Super (1995) believed that people set objectives or goals (i.e., values) that they use to satisfy their needs. ...
... Super (1995) defined values as a refinement of needs through interaction with the environment, including socialization. As a consequence of socialization, Super (1995) believed that people set objectives or goals (i.e., values) that they use to satisfy their needs. According to Super (1995), interests differ from values in that interests are the activities undertaken by people in order to attain their values and thus satisfy their needs. ...
... Based on this definition, the concept of value reflects three further essential characteristics: it is a cognition about what is desirable; it is affective with associated emotions; and it has a behavioral component that leads to action when activated (Rokeach, 1973). Second, values have also been seen as transformations of psychological needs (Super, 1995), and in this sense value constructs have been defined as "second-order needs" (Lofquist & Dawis, 1978). Finally, values have also been defined as broad goals or meta-goals, which serve as principles that guide behavior across time and different types of situations (Schwartz, 1992). ...
... Such value systems can be particularly effective in predicting significant work-related behaviors (Maio & Olson, 1998;Schwartz & Bilsky, 1990). Insofar as values are derived from needs, they are also related to traits (general patterns of behavior, affect, and cognition) and interests (specific objects and associated behaviors), which have the same antecedents (Super, 1995). And it is important to note that as representations and transformations of needs, values are enduring, while at the same time they are broader and more basic than interests because they address multiple modes of conduct or end states. ...
Historically, the examination of personal values has held a distinctive role in the
applied psychology literature, having been frequently used to foster an understanding of
the types of work environments pursued by individuals (Lofquist & Dawis, 1978). In
recent years, however, values research has focused increasingly on implications of
broader value systems held by individuals, to include core value dimensions that act as
meta-goals guiding behavior across time and multiple situations (Bardi & Schwartz,
2003; Schwartz, 1992). Such research is particularly timely today. As the world of work
is becoming increasingly diverse in terms of age, gender, and national culture,
understanding individual values and value systems may provide a unifying lens to
understand important work-related attitudes and behaviors. Values and related constructs may also offer opportunities to improve strategies in some areas of human resource management (HRM) – specifically in areas of HRM that require interventions based on unique elements of organizational contexts.
... However, our expectations are not as clear as for interests, as career goals and values are more distinct, in our opinion. Building on the work of Super (1995), we expect that all career goals in sustainability should be to some extent related to social values, as social values reflect goals of altruism and caring for others. This relation will probably be the most apparent in social sustainability domain, but also visible in economic sustainability as it represents goals associated with fair economy and decent work for all people. ...
... We also confirmed the construct validity of measures of career interests and goals in sustainability, as they showed expected relation to akin constructs (i.e. general vocational interests and work values, respectively), derived from Spherical model of interests (Tracey, 2002) and work values theory (Super, 1995). ...
Adolescents’ interests and goals for pursuing a career in the environmental, social and economic sustainability domains were explored within the Social Cognitive Career Theory (SCCT) framework. Respondents were secondary school graduates from Croatia who participated in an online study (N = 582). Using SEM, the SCCT model was confirmed as an adequate framework for conceptualizing the origins of career interests and goals in the three sustainability domains, especially with contextual supports and barriers included as both direct and indirect effects (via learning experiences, self-efficacy, and outcome expectations) on goals. Implications of results for career guidance practice and policies are discussed.
... Work values are defined as the traits or qualities people search for in their occupation or career (Zunker, 2016). Further, work values describe the attitudes, beliefs, and feelings individuals may have in regards to work and toward specific occupations (Ros, Schwartz, & Surkis, 1999;Super, 1995). According to Wong and Yuen (2015), the concept of work values encompasses traits such as prestige, job security, work environment, colleague relationships, and personal qualities (e.g., teamwork, integrity, dependability, motivation). ...
... According to Wong and Yuen (2015), the concept of work values encompasses traits such as prestige, job security, work environment, colleague relationships, and personal qualities (e.g., teamwork, integrity, dependability, motivation). Career counseling has a history of recognizing individuals' work values as influential in their career decision-making processes (Carruthers, 1968;Chow et al., 2017;Duffy & Sedlacek, 2007;Super, 1995). Thus, work values are often assessed prior to providing career guidance. ...
In this investigation, a sample of counselors-in-training’s (CITs) work values, occupational engagement, and professional quality of life were explored at pre- and post-completion of a career counseling course. In relation to work values, participants highly valued balance, support, helping, and honesty within their careers, while power, competition, and risk-taking were least valued. Overall, participants increased their levels of occupational engagement from pre- to post-assessment over the course of the career counseling course. Finally, participants experienced moderate levels of compassion satisfaction and experienced low levels of burnout and compassion fatigue in relation to their professional quality of life. Implications of these findings for counselors, counselor educators, and CITs include: (a) incorporation of constructivist pedagogy; (b) discussion of essential counseling-related factors (e.g., burnout, compassion fatigue, compassion satisfaction); (c) the importance of wellness support; and (d) incorporation of assessments in counseling classrooms.
... Años después, Super (1995) reafirmó la concepción de que la relación entre intereses, valores y necesidades se justifica porque los intereses se expresan por medio de las actividades que se realizan para poder alcanzar los valores, y como consecuencia de eso satisfacer sus necesidades. De esa forma, el autor presentó una asociación jerárquica entre los tres constructos. ...
... Corroborando la perspectiva de Super (1973;1995), Vinken (2007) resalta la importancia de entender esos constructos, y especialmente incluir la evaluación de los valores de trabajo, ya que infl uyen mucho en el proceso de orientación de carrera. A su vez, Leuty y Hansen (2011;2013) resaltan que mientras que los intereses han demostrado fuerza de predicción en la elección de la carrera, los valores también están asociados a esa elección, siendo utilizados como informaciones adicionales para sus opciones de carrera. ...
Este estudio tuvo como objetivo investigar la asociación entre intereses profesionales y valores de trabajo, y entre valores de trabajo y rasgos de personalidad. Participaron 281 universitarios, con edad media de 23.97 años, de los cursos de Administración, Psicología, Filosofía y Teología, del Estado de San Pablo, Brasil. Fueron aplicados tres instrumentos (Escala de Evaluación de los Valores de Trabajo, Cuestionario de Búsqueda Auto-Dirigida y Batería Factorial de Personalidad). Los resultados indicaron que los factores ‘Gerenciamiento y Responsabilidad’ y ‘Preocupación Social’ de la Escala de Evaluación de los Valores de Trabajo explicaron mejor los intereses ‘Realista’, ‘Social’, ‘Convencional’ y ‘Artístico’, con varianza explicada entre 2% y 18%. En relación a los rasgos de personalidad como predictores de los valores de trabajo, los resultados indicaron valores entre 9% a 33%, siendo ‘Competencia’ la faceta más presente en los modelos. Los resultados se discuten en base a la literatura.
... Career preferences and career values are regarded as the enduring cognitive or conceptual structures underlying people's thoughts about their careers and which define the meaning of a career to them (Coetzee, 2008;Driver, 1982;Kim, 2005). In line with Super's (1995) view, it is posited that the career preferences differ from individuals' career values in that the career preferences are the activities (career action) undertaken by people to attain their career values and thus satisfy the needs underpinning their career preferences. The essence of a value is the motivational goal it expresses (Schwartz, 1992;Woehr & Arciniega, 2012). ...
... Overall, the internal consistency reliabilities confirm the usefulness of the PCRI as a research and career assessment instrument. The validation sample 1 (study 2) results indicated a measure of overlap between the career values and preferences which may suggest that the PCRI does not differentiate well between these two constructs as posited by Super (1995). However, the confirmatory factor analyses of the validation sample 2 (study 3) did not indicate overlapping items and rather confirmed the convergent and discriminant validity of the PCRI subscales. ...
In a complex, boundaryless and continually changing work world, people increasingly focus on their subjective careers as a framework for their career growth and development (Converse et al., J Vocat Behav 80:148–159, 2012; Khapova et al., Handbook of Career Studies, pp. 114–130, 2007. The subjective career represents an internally-driven self-regulated psychological state of vocational development that influences the individual’s capability to effectively cope with, adapt to, and succeed in a particular work setting or occupational role, and deal effectively with career transitions (Converse et al., J Vocat Behav 80:148–159, 2012; Khapova et al., Handbook of Career Studies, pp. 114–130, 2007; Savickas and Porfeli, J Vocat Behav 80:661–673, 2012). The psychological state of development is a consequence of individuals’ psycho-social meta-capacities (Coetzee, South African J Ind Psychol 34(2):32–41, 2008; Savickas and Porfeli, J Vocat Behav 80:661–673, 2012; Weigl et al., J Vocat Behav 77:140–153, 2010) which comprise their psychological capital and social resources and strengths (Avey et al., Human Resour Dev Q 22(2):127–152, 2011). People’s psycho-social resources (meta-capacities) have been related to key self-evaluations and agentic processes that enable them to control and influence their environment (Hobfoll et al., J Personal Soc Psychol 84:632–643, 2003; Rottinghaus et al., J Career Assess 20(2):123–139, 2012), successfully cope with job demands, attain goals, achieve personal growth and development (Demerouti et al., J Appl Psychol 86:499–512, 2001) and solve the unfamiliar, complex and ill-defined problems presented by current and anticipated developmental vocational tasks, and transitions and traumas in occupational roles (Savickas and Porfeli, J Vocat Behav 80:661–673, 2012). This chapter proposes a psychological career resources (career meta-capacities) framework relevant to the 21st century occupational world and reports research findings on the development and validation of a quantitative measure of psychological career resources that can be applied in the contemporary career counseling context.
... One group of studies focused on differences in value preferences among different interests groups, and their results firmly support Holland's theory and present a clear picture of value characteristics of interest types (e.g., Astin & Nichols, 1964;Gordon, 1975;Laudeman & Griffeth, 1978;Tan, 1998). The other group of studies investigated the values-interests relation by the correlation method and found moderate to low correlations, indicating a small proportion of variance common to interests and values (e.g., Baird, 1970;Breme & Cockriel, 1975;Ivey, 1963;Salamone & Muthard, 1972;Super, 1962Super, , 1995. Altogether, correlations indicate that values and interests are quite distinct psychological constructs with little correspondence and overlapping attributes, whereas differences in value orientations among the RIASEC types show that each RIASEC type is portrayed by its typical values and that Holland's value attribution of the RIASEC types was accurate. ...
... Our data suggest that Holland's types are undoubtedly attributed by appropriate value dimensions, and although correlations between interests and values are rather low, they follow the expected pattern. Contrary to previous correlation studies that on the basis of similar results concluded that values and interests were unrelated and distinct constructs (e.g., Ivey, 1963;Salamone & Muthard, 1972;Super, 1995;Thorndike, Weiss, & Dawis, 1968a, 1968b, we found that a small proportion of common variance forms commonsense and anticipated relations between the RIASEC types and value dimensions (Table 4). Differences in value orientations among the RIASEC types are clear and similar to Holland's theoretical expectations (Table 3 and Figure 1), supporting the findings of previous studies that examined value differences among interest types (e.g., Astin & Nichols, 1964;Gordon, 1975;Laudeman & Griffeth, 1978;Tan, 1998). ...
The validity of Holland’s theory in the Croatian sample has been tested. The Croatian version of Holland’s Self-Directed Search was applied on 1,866 Croatian adolescents from different age samples. The instrument has shown a good reliability of all RIASEC scales in all subsamples. Construct validity was also verified: The presence of circular structure of RIASEC types and two underlying dimensions was mostly confirmed, and hypothesized relations between RIASEC types and value orientations were found. Concurrent validity shows that on the basis of Holland’s RIASEC scores one can predict the educational program in which the student is enrolled. The results support the validity of Holland’s theory in the Croatian sample.
... Work values is the term used to describe the feelings, attitudes and beliefs that an individual may hold in regard to employment in general, and to specific types of work or occupation in particular (Ros, 1999;Super, 1995). The concept usually embraces such diverse attributes as: the prestige associated with a job, remuneration, job security, working environment, work colleagues; ...
... The field of career guidance and counseling in universities has long recognized that the work values an individual holds represent important influences on his or her career decision-making (Ben-Shem & Avi-Itzhak, 1991;Carruthers, 1968;Duffy & Sedlacek, 2007;Judge & Bretz, 1992;Super, 1995). For this reason, work values are often included as part of any formal assessment that is made when a university student seeks career guidance. ...
The authors discuss observed weaknesses in internal consistency (Cronbach's alphas below .60) within five subtests of the Work Values Inventory when translated into Chinese and used with a sample of 211 university students in Hong Kong. Possible reasons for the weaknesses are explored, and suggestions are made for improvement.
... Values may be defined as personal beliefs in the relative desirability of different modes of conduct and end states of existence (Rokeach, 1973). In addition to understanding values as beliefs, values can be considered as transformations of a psychological need (Super, 1995). Thus, values may be defined in reference to categories of needs, and as such may be considered "second-order needs" (Loftquist & Dawis, 1978). ...
... As values are derived from needs (Super, 1995), psychological needs serve as antecedents for values. Because values, in turn, serve as a representation and transformation of needs, they are enduring, but because they address multiple modes of conduct or end states of existence, they are broader and more basic than interests are. ...
An in depth review of literature shows that there is a pressing need to holistically understand how and why the organizational leadership process affects organizational behavior in outcomes (e.g. job performance) differently, depending on various national culture settings. One approach may seek to unveil the moderation of cultural values on the relationship between preferred as well as exhibited styles of leadership and behavioral organizational outcomes. An alternative approach may explore how and why cultural values affect the relationship between the quality of leader - subordinate relationships (LMX) and behavioral organizational outcomes differently. Moreover, as we notice a constant growth of aged workers in the composition of the work force in the Western World, these approaches should be addressed in relation to older managers and workers. The present paper attempts to reconcile these diametrically opposed approaches by conceiving a theoretical model synthesizing organizational justice, organizational leadership styles, LMX and behavioral organizational outcomes (i.e., job performance, organizational citizenship) as moderated by organizational culture in different national values settings and in relation to older employees. By conceptualizing the interrelationships of the various concepts, the paper provides a coherent basis for further research in this field.
... A student at the choice stage can only make the best choice for themself if they are aware of their skills, interests, and values and receive professional guidance on using these characteristics. Although various factors affecting career choice are discussed in the literature, the most important ones are ability (Field, 2008;Howe, 1998;Özyürek, 2013;Kaya, 2011;Krane & Tirre, 2005;Kuzgun, 2000;Pişkin, 2011;Rotundo, 2006); interest (Bratsch 2001;Hansen, 2005;Kuzgun, 2000;Özyürek, 2013;Yeşilyaprak, 2000); and vocational value (Bratsch, 2001;Brown, 2003;Gibson & Mitchell, 2001;Hartung, 2006;Kuzgun, 2006;Ng & Sears, 2010;Patton, 2000;Posner, 2010;Round & Armstrong, 2005;Super, 1995;Sverko, Babarovic, & Sverko, 2008;Zunker, 2006). Generally, high school years in Turkey are when students make important decisions about their career choices and future careers (Kuzgun, 2000). ...
This study aims to examine the vocational values of high school and private foundation university students in the Küçükçekmece district of Istanbul province based on gender and educational level. Utilizing a survey model, the research seeks to generalize students' vocational values and abilities within different educational settings. The study sample consists of a total of 616 high school students and 784 university students, randomly selected from three different high schools and a private foundation university. Participants exhibit diversity in demographic characteristics, including gender, type of school/faculty, grade level, and monthly income. Data were collected using the Personal Information Form, Vocational Values Inventory, and the Self-Assessment Inventory-Abilities scales. The findings indicate significant differences between high school and university students regarding vocational values and abilities. University students place greater emphasis on friendship, health, creativity, and helping, whereas high school students prioritize financial gain. In terms of gender differences, female students assign more importance to friendship, financial gain, and health values, while male students prioritize physical and creative values. Verbal ability was found to be higher among university students, while no significant differences were observed in numerical and spatial abilities. These findings highlight how vocational values and abilities vary between high school and university students based on gender and education level.
... It has been a growing phenomenon since the beginning of the 21st century, that the individual perspective is dominant in the development of the career path (Patton, 2000;Watts, 1998). The strengthening of individual preferences and individual awareness of employees is already a social phenomenon, that individuals would like to have or consider important in job decisions according to Super (Super, 1995), researchers came to the conclusion that individuals subconsciously approximate their work values to the characteristics of their workplace. In other words, person-organization fit affects the individual development and stability of work values (Choi, 2017;Dawis, 2002). ...
In recent years, organizations have been seeking guidance on how to provide suitable working conditions for their employees. Particular attention is paid to attracting young people starting their careers, who can cope with the significant flow of information and the rapid changes in technology and business. The present study aims to identify the subjective work value orientations of career starters and investigates the presence of work value dimensions established in the literature, as well as the significance of work-life balance among the various orientation types. We applied the rarely used Q-methodology because it can quantify patterns of opinion within a group. Q-set was based on 28 focus groups (n = 154) and the qualitative coding of a one-question questionnaire (n1 = 773, n2 = 287) focusing on job choice aspects. Participants were Hungarian university students who plan to enter the labour market within 18 months. As a result of Q-sorting (n = 29), the paper presents 6 employee types of career starters according to work values. Intrinsic, extrinsic, convenience and social values and the crucial importance of work arrangements (flexible, remote, or on-site work) are strongly reflected in the work value orientations of young career entrants. As a practical implication for organizations, we highlight the possibility of using work value orientations for the preparation of value propositions and their integration in the recruitment process.
... Work values refer to an individual's perceptions, attitudes, and beliefs toward employment, especially regarding certain occupations [18][19] . Scholars categorize work values into intrinsic and extrinsic values. ...
The study explores how social support, work value, and self-efficacy contribute to veterinary students’ career development. Veterinary students at National Taiwan University were recruited as participants in this study. The social value, work value, self-efficacy, and career development scale reliabilities were 0.914, 0.780, 0.915, and 0.892, respectively. The data was analyzed by using the multiple regression method. After controlling students’ gender and grades, whether veterinary medicine was the first choice or had clinical or internship experience, students’ social values, work values, and self-efficacy positively affected students’ career development, and students’ self-efficacy was the most significantly predicted factor in their career development. We suggest that the veterinary medicine faculty should be attentive to this trend when designing the curriculum, as the study confirms the positive impact of social values, work values, and self-efficacy on students’ career development. In the future, we will recruit students from the five veterinary schools in Taiwan to conduct this study again to understand better how their social values, work values, and self-efficacy affect Taiwanese veterinary students’ career development.
... From a measurement perspective, work values reflect importance versus unimportance, while interests capture liking versus disliking. Interest fit has also been described conceptually as a manifestation of work values (Super, 1995), as different people might value interesting work to different degrees. Therefore, work values and vocational interests represent distinct domains of individual differences and are thus expected to provide unique contributions to career decision-making. ...
Measuring person–occupation fit serves many important purposes, from helping young people explore majors and careers to helping jobseekers assess fit with available jobs. However, most existing fit measures are limited in that they focus on single individual difference domains without considering how fit may differ across multiple domains. For example, a jobseeker might be highly interested in a job, yet not possess the requisite skills or knowledge to perform the job well. The current research addresses this issue by evaluating an integrative set of person–occupation fit assessments that measure 88 fit dimensions across five domains: vocational interests, work values, knowledge, skills, and personality. These measures were either newly developed or adapted from existing assessments to directly correspond with occupational variables from the Occupational Information Network database. Across three studies with diverse samples, we obtained extensive reliability and validity evidence to evaluate the fit assessments. Results consistently showed that integrating across fit domains led to practical improvements in predictions of relevant outcomes, including career choice and subjective and objective career success. However, some fit measures (i.e., interests and knowledge) were generally more predictive of outcomes than others (i.e., personality), thus warranting greater consideration for use in research and applied contexts. We discuss how our results advance theoretical and practical knowledge concerning the measurement of person–occupation fit in the modern labor market. Moreover, to inspire additional research and applications involving whole-person fit measurement, we made all newly developed fit assessments publicly available, providing guidance for using them with the Occupational Information Network database.
... Betz and Fitzgerald (1987) argued the need for a vocational theory specific to women's career development. Phillips and Imhoff's (1997) review demonstrated that a growing interest in the career development of woman was primarily framed within a number of existing career development theories, including social cognitive career theory (SCCT; Lent et al., 1994), life-span, life-space theory (Super, 1995;Super et al., 1996), and the theory of circumscription and compromise (Gottfredson, 2005). Using these theories, researchers found many of the same trends noted by Betz and Fitzgerald (1987), including that women experience more career barriers and manage more work responsibilities than men. ...
The career development of women has been a longstanding topic of inquiry in vocational psychology. Two previous major reviews in this area consistently identified that women tend to experience more career barriers than men. This major contribution sought to extend this work by providing a third systematic review of the literature on women’s career development. We focused our review explicitly on the experiences of women rather than women compared to men. We seek to answer the question that has been asked for 50 years: Do we need a separate theory of women’s career development? Our findings suggest that women experience several barriers at various stages during the trajectory of their careers. We make the case that perceptions of career barriers are an integral construct to women’s career experiences and theoretical prepositions in vocational psychology should explicitly capture this construct in future investigations. We discuss implications for practice, training, and education.
... Work values is the term used to describe the feelings, attitudes and beliefs that an individual may hold in regard to employment in general, and to specific types of work or occupation in particular (Ros, 1999;Super, 1995). The concept usually embraces such diverse attributes as: the prestige associated with a job, remuneration, job security, working environment, work colleagues; and personal qualities such as work ethic, willingness to work in a team, professionalism, loyalty, integrity, dependability, achievement motivation, initiative and satisfaction. ...
"The transition from high school education to tertiary education or employment brings adolescents in front of an important decision on choosing their career. One of the most important decisions to be made by a adolescent is choosing an occupation. Throughout the four years of high school, the adolescent reconsiders this countless times as they discover new skills and particularities. The purpose of this research is to investigate the relationship among 11th grade adolescents’ career indecisiveness, values and optimism within choosing a career. The results have shown that a low level of optimism contributes to the increase of career indecisiveness level, to a low level of information gathering regarding decision making, both related to the self and to the career, and to the occurrence of internal conflicts. "
... E három jellemző (irány, lendület, tartósság) segíti a tanulmányi és munkateljesítmény fejlődését. Super (1995) úgy definiálta az érdeklődést, mint tevékenységek iránti preferencia, amelytől az egyén szükségletei és értékei kielégítését reméli; Crites (1999) pedig preferenciát jelölő egyéni különbségként jellemzi; illetve az egyénből kedvelést, elutasítást vagy indifferens érzést kiváltó munkapszichológiai megfogalmazással is találkozunk (Betsworth és Fouad, 1997, Hansen, 1984. Holland (1997) érvelése szerint a pályaérdeklődés az egyén személyiségének fontos kifejeződése, amely a személy motivációjára, tudására, személyiségére és képességeire reflektál. ...
... Interestingly, early writers disagreed on the difference between needs and values. While a small group saw needs and values as interchangeable (Maslow, 1954;1959), others saw needs as emerging from biological necessity and values as the culture-and experience-shaped psychological representations of those biologically-derived needs (Rokeach, 1973;Super, 1962;1995). ...
... There is also work value orientation of employees as part of the cognitive appraising factors. Super (1995) defined it as a refinement of personal needs through interaction with one"s environment. Work values are beliefs, attitudes, preferences and interests about work. ...
... According to Abele et al. (1999), the system of work values is the most important variable in the choice of one's profession. According to Super (1970), work values varied significantly depending on whether they are extrinsic or intrinsic; and in the life sphere, variation existed for values pertaining to order and family life as well as to achieve social economic status. Based on these concepts, Super (1970) formulated a work values inventory with fifteen indices (dimensions) framed from both intrinsic and extrinsic values. ...
Work values actually represent our personal relation to what we want to achieve through our work and career. However, the time and environment in which the employees acquired the system of work values in the organization is also important in determining the work life balance. Work and family are most important domains in lives and the two roles are often in conflict. As a result, work-life balance becomes a hot topic of discussion among the research community.. The major objectives of the present study are to understand significant variations and relationship between work values (WV) and WLB among of service sector employees. A descriptive research design was used for this study. The result shows that WV is positively related to WLB and WE/PE and negatively related to WIPL and PLIW.
... Razumijevanju individualnih razlika u odanosti zaposlenika organizaciji najviše su pridonijela istraživanja kojima su se nastojale utvrditi njezine determinante, a u novije vrijeme među njima nailazimo i na radne vrijednosti i njihovu kongruentnost (Agarwal i Sagar, 2012;Leung i Chaturvedi, 2011). Radne vrijednosti predstavljaju ciljeve koje pojedinac ili organizacija nastoje ostvariti u radnom kontekstu (Super, 1995), pri čemu ciljeve pojedinca u literaturi susrećemo pod nazivom "osobne radne vrijednosti", dok se ciljevi koje promovira i nastoji ostvariti organizacija nazivaju "organizacijskim radnim vrijednostima". Dosadašnja istraživanja koja su se bavila problematikom odnosa radnih vrijednosti s odanošću zaposlenika pokazala su da obje skupine vrijednosti značajno pridonose objašnjenju odanosti, no da je uloga organizacijskih ipak znatno veća. ...
The aim of this study was to examine the effects of congruence between personal and organizational values focused on tasks and people on organizational commitment. The study was carried out on a convenience sample of 217 participants from several middle- and large-scale organisations who completed the Organisational commitment questionnaire and the Personal and organisational values scale. The data were analysed using polynomial regression analysis. The results obtained show that affective commitment was higher when personal and organizational values focused on tasks were in congruence on higher levels. Normative commitment was higher when personal and organizational values focused on tasks were incongruent in a way that organizational values were higher than personal. Additionally, greater incongruence between personal and organizational values focused on tasks was associated with a sharper increase of normative commitment. Overall commitment was higher when personal and organizational values focused on tasks were in congruence on higher levels, when these values were incongruent in a way that organizational values were higher than personal, and when this incongruence was more pronounced. Regarding the effects of congruence between personal and organizational values focused on people the results obtained show that normative and affective commitment were higher when these values were incongruent in a way that organizational values were higher than personal.
... Razumijevanju individualnih razlika u odanosti zaposlenika organizaciji najviše su pridonijela istraživanja kojima su se nastojale utvrditi njezine determinante, a u novije vrijeme među njima nailazimo i na radne vrijednosti i njihovu kongruentnost (Agarwal i Sagar, 2012;Leung i Chaturvedi, 2011). Radne vrijednosti predstavljaju ciljeve koje pojedinac ili organizacija nastoje ostvariti u radnom kontekstu (Super, 1995), pri čemu ciljeve pojedinca u literaturi susrećemo pod nazivom "osobne radne vrijednosti", dok se ciljevi koje promovira i nastoji ostvariti organizacija nazivaju "organizacijskim radnim vrijednostima". Dosadašnja istraživanja koja su se bavila problematikom odnosa radnih vrijednosti s odanošću zaposlenika pokazala su da obje skupine vrijednosti značajno pridonose objašnjenju odanosti, no da je uloga organizacijskih ipak znatno veća. ...
The aim of this study was to examine the effects of congruence between personal and organizational values focused on tasks and people on organizational commitment. The study was carried out on a convenience sample of 217 participants from several middle- and large-scale organisations who completed the Organisational commitment questionnaire and the Personal and organisational values scale. The data were analysed using polynomial regression analysis. The results obtained show that affective commitment was higher when personal and organizational values focused on tasks were in congruence on higher levels. Normative commitment was higher when personal and organizational values focused on tasks were incongruent in a way that organizational values were higher than personal. Additionally, greater incongruence between personal and organizational values focused on tasks was associated with a sharper increase of normative commitment. Overall commitment was higher when personal and organizational values focused on tasks were in congruence on higher levels, when these values were incongruent in a way that organizational values were higher than personal, and when this incongruence was more pronounced. Regarding the effects of congruence between personal and organizational values focused on people the results obtained show that normative and affective commitment were higher when these values were incongruent in a way that organizational values were higher than personal. © 2018, Faculty of Arts and Sciences in Rijeka. All rights reserved.
... Work values have been defined as goals, results, or characteristics that can be found in a job (MOW, International Research Team, 1987). From the perspective of vocational behavior, Super (1995) affirmed that work values are the result of a process of refinement, where the individual learns through socialization on how to express his needs in a socially accepted manner; these ideas are compatible with the conceptualization of values as cognitive representations of universal needs. ...
This study aims to explore the relationship between Emotional Intelligence, work-values and internal locus of control among working executives taking the case of an Indian Public Sector Organization. The hypothesis that emotionally intelligent managers are high on work values and internal locus of control has been tested under this study. Emotional Intelligence has been captured through a self-report EI measure developed by Schutte et al. on different factors such as perception of emotions, managing emotions in the self, social skills or managing emotions in others, and utilizing emotions. Findings of this study suggest high correlation between work-values and all the factors of Emotional Intelligence. The study also shows that executives’ internal locus of control have a significant correlation with factors such as managing emotions in the self, social skills and utilizing emotions.
... Pelo prisma vocacional, a adolescência é caracterizada como a fase de transição entre a fantasia e o realismo (Super 1995;Taveira, 1999). As escolhas e os sonhos profissionais passam a ser formulados com base na apreciação das atividades que realizam e na autoavaliação de interesses por certas disciplinas. ...
O principal objetivo desta investigação foi desenvolver, aplicar e avaliar um programa de promoção de competências de literacia e numeracia denominado “Do Brincar ao Saber”. Participaram 52 crianças (5-6 anos), que frequentam o ensino pré-escolar, divididas em dois grupos (experimental e de comparação). O programa foi implementado ao longo de 16 sessões bissemanais e os dois grupos foram avaliados em dois momentos. Os resultados apontam para uma evolução mais acentuada ao nível das competências globais de aprendizagem no grupo experimental.
... Work values are different from individual values in that they relate to one's job (Arciniega and González 2000;MOW International Research Team 1987;Ros et al. 1999). Super (1995) suggested that work values are the result of a process of refinement, where individuals learn through socialization how to express their needs at work in socially acceptable ways. There is some empirical evidence that work values and individual values have similar structural properties (e.g., dimensionality; Elizur and Sagie 1999;Ros et al. 1999). ...
This paper explores the relationship between individual work values and unethical decision-making and actual behavior at work through two complementary studies. Specifically, we use a robust and comprehensive model of individual work values to predict unethical decision-making in a sample of working professionals and accounting students enrolled in ethics courses, and IT employees working in sales and customer service. Study 1 demonstrates that young professionals who rate power as a relatively important value (i.e., those reporting high levels of the self-enhancement value) are more likely to violate professional conduct guidelines despite receiving training regarding ethical professional principles. Study 2, which examines a group of employees from an IT firm, demonstrates that those rating power as an important value are more likely to engage in non-work-related computing (i.e., cyberloafing) even when they are aware of a monitoring software that tracks their computer usage and an explicit policy prohibiting the use of these computers for personal reasons.
... Work values are different from individual values in that they relate to one's job (Arciniega and González 2000;MOW International Research Team 1987;Ros et al. 1999). Super (1995) suggested that work values are the result of a process of refinement, where individuals learn through socialization how to express their needs at work in socially acceptable ways. There is some empirical evidence that work values and individual values have similar structural properties (e.g., dimensionality; Elizur and Sagie 1999;Ros et al. 1999). ...
... In responding to such concerns, the present research on human resources highlights key areas of concern and opportunity about hospitality employee attributes and beliefs in Indonesia. The contemporary workplace is complex and the values work that workers possess are changing fast, including within generational cohorts (Smola & Sutton, 2002), through different life stages (Super, 1980Super, , 1995). Understanding the work values of workforce in each generation with various demographic backgrounds in a specific industry, a company is expected to meet employee needs and wants in order to promote favorable working environments, thereby leading to increased performance and workforce productivity (Kupperschmidt, 2000), employee creativity (Ali & Al-Kazemi, 2005), and employee job satisfaction (Brown, 2002). ...
This study reports the findings of the content of leading hotel groups’ websites which investigates competen-cies required for managerial level by star-hotels in Indonesia. This preliminary investigation yielded the list of competencies expected by the hotels and then incorporated it into Sandwith’s competency domain model to determine the essential competencies. The results showed that leadership and interpersonal competencies were deemed as the most expected competencies for both junior and senior management levels. The competencies identified in this study could be used to assess more comprehensive understanding of hotel manager compe-tencies as a foundation for the improvement of hospitality curricula in Indonesia.
... They represent the relative importance individuals place on various aspects of one's job, guiding the selection and pursuit of more specific work goals (Ros et al. 1999;Schwartz 1994). Conceptualized as a reflection of various motives that can be addressed through one's work, such as security, social connection, and self-actualization, work values are more specific than basic human values (which are trans-situational rather than context-specific) but broader than vocational interests and job-related attitudes (Ros et al. 1999;Super 1995). Tolerance, societal concern, and protecting nature Although a number of work values have been proposed (Leuty and Hansen 2011), there is general agreement on the existence of three broad categories of work values (Elizur 1984;Ros et al. 1999;Schwartz 1999;cf Lyons et al. 2010): (1) intrinsic values (process-related, intangible rewards such as interest and challenge), (2) extrinsic values (outcome-related, tangible rewards, such as salary and job security), and (3) social values (interpersonal rewards such as forming connections with coworkers and contributing to society). ...
In this paper we describe the development and initial psychometric evaluation of a new measure, the values in scientific work (VSW). This scale assesses the level of importance that investigators attach to different VSW. It taps a broad range of intrinsic, extrinsic, and social values that motivate the work of scientists, including values specific to scientific work (e.g., truth and integrity) and more classic work values (e.g., security and prestige) in the context of science. Notably, the values represented in this scale are relevant to scientists regardless of their career stage and research focus. We administered the VSW and a measure of global values to 203 NIH-funded investigators. Exploratory factor analyses suggest the delineation of eight VSW, including autonomy, research ethics, social impact, income, collaboration, innovation and growth, conserving relationships, and job security. These VSW showed predictable and distinct associations with global values. Implications of these findings for work on research integrity and scientific misconduct are discussed.
... Vrijednosti su internalizirana načela ili smjernice ljudskog ponašanja, a one koje usmjeravaju funkcioniranje pojedinca u radnom kontekstu nazivaju se radnim vrijednostima. Kako vrijednosti proizlaze iz potreba pojedinca, neki ih autori smatraju ciljevima koje on nastoji ostvariti kako bi njegove potrebe bile zadovoljene (Super, 1995). Iako veći broj istraživača smatra da je opravdana distinkcija između osobnih i organizacijskih radnih vrijednosti zbog njihova različita obrasca povezanosti s relevantnim ishodima (Abbot, White i Charles, 2005;Finegan, 2000;Vveinhardt i Gulbovaite, 2014), ne postoji slaganje oko strukture i sadržaja radnih vrijednosti unutar tih skupina. ...
The aim of this study was to explore the extent to which personal and perceived organisational work values, as well as its interaction, contribute to the explanation of organisational commitment and its components, after controlling for an organisational tenure of participants. Additionally, we also examined which set of predictors, personal or organisational values, stronger predict organisational commitment. For that purpose, a convenience sample of 217 participants from several middle- and large-scale organisations completed the Organisational commitment questionnaire, the Personal and organisational values scale (which was constructed for this study), and the Socio-demographic questionnaire. Data were analysed using several hierarchical regression analyses. The results obtained show that the organisational tenure of participants, as a predictor included into the first step of the analyses, is a significant predictor of all components of commitment. More tenure is associated with higher affective and normative continuance and overall commitment. Personal and organisational values showed incremental validity over and above the tenure of participants in predicting affective, normative and overall organisational commitment. The relationship between affective commitment and organisational values oriented toward people is moderated by personal values oriented toward people. Organisational values were stronger predictors of the organisational commitment than personal values. The results of this study partially confirmed our hypotheses that tenure, personal and organisational values, as well as its interaction, predict organisational commitment. © 2016 Faculty of Arts and Sciences in Rijeka. All rights reserved.
... According to factors affecting values, research indicated that there is a number of demographic and personal factors can affect work values such as gender, education, social and economic status, personality, family, and parents' nurturing style (Super, 1995). For instance, research indicted that there are differences among males and females in work preferences (Ryckman & Houston, 2003). ...
The aim of the study was to explore the work values of Jordanian fresh graduates as well as the effect of gender on values preferences. 1109 fresh university graduates participated in the study (720 females- 64.9%, and 389 males). Participants completed a scale that assesses the level of importance of 10 work values. The results indicated that fresh graduates value jobs that provide them with career development, financial rewards, creativity, job security, teamwork, and opportunity to serve others while the least important values were for jobs that provide independence, prestige and excitement. Additionally, the results indicated that there are gender differences in work values preferences. The current study is providing helpful information for job counselors and career succession planners. from consumers at organized retail outlets and households. Structural equation model is used to understand the role of consumer and store factors in private label purchase. Factors like perceived quality, product familiarity, shelf space allocation and private label quality belief are found to have a significant role in determining the private label purchase in food category. n relationship among regions is very important. Finally, some policies about fiscal exnpenditure and economic development are proposed.
... U skladu sa zadnjom pretpostavkom, većina autora drži da su vrijednosti manifestacije potreba. Takvo gledište zastupa i Super (1995), koji jasno razlikuje vrijednosti, interese i potrebe te među njima uspostavlja hijerarhijski odnos. Prema njegovoj teoriji i vrijednosti i interesi proizlaze iz potreba. ...
This article examines the concepts of values and life roles in the context of career development. First, the concepts of values and life roles are explained. The methodological issues of their measurement are discussed next, followed by an overview of the main instruments used in their assessment. Finally, the approaches and trends of the usage of values and roles in career guidance are discussed. It is noted that, the traditional focus on values as a person variable, has been recently shifted to assessment of "cultural" values, which are typical of certain groups of vocational-guidance users.
... Furthermore, a stable, formalized, and standardized working environment provides employees with feelings of control over activities, legitimization, organization over activities, guidance, prediction of behaviour, and to provide normative standards for evaluating behaviours (Ashford & Fried, 1988). This makes it likely that employees value work environments that are predictable and comfortable (Brown & Crace, 1996;Rokeach, 1973;Super, 1995). Thus, perhaps individuals are aware of greater work autonomy, but feel comfortable sticking with previously established routines (cf. ...
... In definitiva, l'obiettivo di questo lavoro è quello di offrire un contributo alla riflessione sul concetto di fit, sottolineandone la rilevanza giocata a livello individuale ed organizzativo. In particolare, l'attenzione sarà focalizzata sulla centralità che i valori intesi come " qualità che le persone desiderano e che cercano nelle attività che pongono in essere nelle situazioni in cui vivono e negli oggetti che costruiscono o acquisiscono " (Super, 1995: 54) rivestono nell'analisi della relazione tra individuo e contesto organizzativo. ...
Within the last years, the theory of person/organization fit (P/O fit) has gained much attention within the work and organizational psychology domain. This notion is adopted to foresee the individual results as for instance vocational choices, organizational behaviours, stress and organizational well being and to manage human resources successfully. The aim of the present paper is to supply a contribution to the comprehension of the relationship between P/O fit and values both in their individual and organizational dimension reviewing the most recent national and international literature on the topic. Riassunto.
... In fact, it is possible through the use of standardized instruments to measure levels of perception of stress (Cooper and Marshall;1976) caused by the crisis, satisfaction with work and coping strategies (Costa, Somerfield, McCrae 1996;Cooper, 1979;Lazarus, 2000) activated by the different agents involved. It is also possible to show the role carried out by work values (Super, 1995;Super and Sverko, 1995;Schwartz 1992) in mediating and/or orienting individual and collective resources in order to respond to the situation. And finally, it is possible to analyze the role of relational dynamics through more qualitative methods. ...
The purposes of this study are: to analyze the differences between owners and managers of Small and Medium Enterprises (SMEs) concerning perception of stress levels, coping strategies and work values; and to identify necessary guidance instruments to help these enterprises in decision-making during a crisis. The research also had the objective of analyzing these differences in diverse (stable and unstable) relational contexts so as to identify salient characteristics and potential paths of development. The method uses qualitative (in-depth interviews) and quantitative instruments (a standardized questionnaire to measure stress Occupational Stress Indicator - and the values related to work - Work Importance Study/Work Values Scale: Sirigatti, Stefanile, 2002; Trentini et al., 1999). The final output is a guidance method that permits business consultants to help management in SMEs.
... Most authors believe that values are a manifestation of one's needs. Such a view is advocated by Super (1995), who clearly distinguishes values, interests, and needs, establishing a hierarchical relationship between them. According to his theory both values and interests arise from needs. ...
There seems to be a lack of research examining the association of the discrepancy between different types of values and their realization with work-family conflict, work satisfaction, and life satisfaction, which was the aim of this study. The research was conducted on a sample of 176 employed marital partners (age range= 20-64). 15 different values and their achievement were assessed. The results show that higher work-to-family conflict was experienced when there was a higher discrepancy between the importance of and actually having enough leisure time, which was one of the most valued and least actualized segments. Interestingly, none of the measured discrepancies were significantly correlated with family-to-work conflict in men, while various were significant for women (e.g. a happy family life). Higher life and job satisfaction was associated with a lower discrepancy between the importance and realization of certain work values, while this was not the case for men.
... Life roles are the activities tbat people engage in that are constructed through a combination of tbeir needs, values, and interests (Super, 1995). Super's tbeory defined major life roles as including career, home and family, studies, community, and leisure. ...
Men are choosing to enter nontraditional careers with greater frequency. In this article, the authors examine nontraditional career choices made by men and review current empirical literature relevant to this topic. Gottfredson's (1981, 1996) theory of circumscription and compromise and Holland's (1997) career choice theory are used as frameworks to examine factors that influence men to pursue nontraditional career choices. The impact of gender role socialization provides further understanding of career choice. The role strain and changing life and family roles that often accompany these nontraditional occupations are also examined. Implications for career counselors, suggestions for counseling interventions, and directions for future research are also discussed.
This study aimed to clarify the nature and definition of nurses' work values. To this end, we adopted Walker and Avant's (2019) concept analysis procedure. We searched PubMed, CINAHL, Scopus, and Web of Science for previous literature that sampled nurses and nursing students published before September 2020. From 104 studies, 30 were analyzed. Citation sources for the definition of work values were also included in the target literature. After clarifying all usages of the concept, important attributes were determined, and model cases, borderline cases, related cases, antecedents, consequences, and empirical referents were identified. Nurses' work values were defined as: enduring beliefs about the preferable conditions and outcomes nurses desire through their work, that place importance on their work, and that are the principles and standards that guide attitudes, judgments, and behaviors. Additionally, the antecedents for nurses' work values included basic human values, gender, and generation, and the consequences comprised attitudes, judgments, and behaviors related to work. Clarification of the concept enables the proper utilization of knowledge regarding nurses' work values and the development of a related theory.
This study investigates the relationship between values and academic major in university students in Hong Kong. The study used a survey based on a convenience sample of 645 university students in Hong Kong who responded to a questionnaire comprising Schwartz’s Values Survey and Super’s Work Values Inventory. Comparison between several majors of study and their counterparts reveals that business, as well as humanities and art, students demonstrated general and work values in accordance with the literature. This gains partial support to the claim that there is a close connection between values and choice of academic majors.
Life goals reflect people’s aspirations of what they want to become and what kind of life they want to live. In two student samples from the United States (N = 385) and Iceland (N = 1,338), we used hierarchical regression and relative weights analyses to first replicate Roberts and Robins (2000) finding that Big Five personality traits predict major life goals, and then to test whether vocational interests have incremental validity in explaining major life goals over and above personality traits. Overall, vocational interests explained larger amounts of variance in major life goals than personality traits, and added incremental validity above and beyond personality traits. Expectations about specific linkages were largely confirmed across the two samples, providing implications for theory and practice.
Culture plays an integral role in shaping our values and beliefs which are eventually used as our guiding principles for justifying our actions and behaviours. Generally, studies on values have continued to attract enormous attention of both academics and practitioners most especially as the trend of internationalization and globalization continue to increase, work values have become an important medium through which employee behaviour can be understood and managed. Therefore, the current study draws on a literature review to propose a model that can depict work value variables and dimensions of Malaysian graduate students. As such, this study adopts a four-stage process of item development and validation. The result of the Exploratory Factor Analysis (EFA) revealed that Malaysian graduates work values involves are of three dimensions namely; (1) comfort and security; (2) competence and growth; and (3) status and independence. The results of this study will help the management of Malaysian universities in developing their course learning outcome in a way that enhances the Malaysian graduates work values and eventually increase their employability rate.
Research on the aging workforce has a long history of examining how what we value at work and how we perceive our jobs changes across the lifespan. The current chapter aims to review and extend the literature on age, values, and job attitudes through four main objectives. First, we briefly review the values literature. Second, we give a general review of the literature on stability in values over time, highlighting trends and limitations within this area of research. Third, we apply both socioemotional selectivity theory and the lifespan theory of control to propose two parallel theoretical perspectives to the argument of value stability (or instability) across the lifespan. We build on these two theoretical perspectives to offer competing propositions as to how supplies-value fit influences job attitudes later in life. We conclude by offering a holistic model of age, values, and attitudes as well as recommendations for researchers and practitioners.
A Orientação Vocacional é um processo que decorre ao longo do ciclo vital. O objetivo geral deste trabalho consiste em elaborar e implementar um programa de orientação vocacional, “Projetando o meu futuro”, dentro de um plano de estudo que pretende avaliar a eficácia do mesmo. Os participantes (N=114) foram divididos em grupo experimental (N=54) e em grupo de controlo (N=60). Ambos os grupos foram avaliados com a Escala de Avaliação da Tomada de Decisão Vocacional (pré e pós-teste) que demonstrou ter boas qualidades psicométricas. O programa elaborado revelou-se eficaz na promoção da capacidade de tomada de decisão vocacional.
The article sheds light on a new and increasingly important issue for organisational research in Germany: the issue of cultural diversity in organizations. The focus of the article is workforce heterogeneity in terms of gender, nation, occupation and profession. As compared to North America, cultural diversity is a fairly new topic in Germany. We analyse whether and how the debate can be transferred to the situation in Germany and which aspects may become relevant for German organisations in the future. After clarifying conceptional issues we propose a dynamic concept of diversity and deduct pertinent cultural categories for German organisations (demographic, occupational and organisational. variables). We outline the relevance of these categories and give an overview over the empirical research in Germany on each of them, such as nation, gender, physical disability and sexual orientation (single approaches). Finally we integrate these single and hitherto unconnected results into a framework of cultural diversity (plural approach).
Bu araştırmanın iki temel amacı bulunmaktadır. Birincisi lise öğrencilerinin
mesleki değerlerini belirlemeye yönelik geçerli ve güvenilir bir envanter geliştirmektir.
İkincisi ise, lise öğrencilerinin mesleki değerlerinin çeşitli değişkenler açısından
farklılık gösterip göstermediğini belirlemektir.
Araştırmanın örneklemini Malatya il merkez sınırları içerisinde yer alan toplam
1292 lise öğrencisi oluşturmuştur. Araştırmanın birinci aşaması olan mesleki değer
envanteri geliştirme süreci için 474 lise öğrencisine uygulama yapılmıştır. Araştırmanın
ikinci aşaması olan lise öğrencilerinin mesleki değerlerinin çeşitli değişkenler açısından
incelenmesi için 818 lise öğrencisine uygulama yapılmıştır.
Araştırma kapsamında geliştirilen Mesleki Değer Envanteri’nin geçerlik ve
güvenirliğine yönelik elde edilen bulgular sunulmuştur.
Envanterin kapsam geçerliğine yönelik olarak, çeşitli üniversitelerdeki ilgili
mesleki alanda görev yapan akademisyenlerden alt boyutların kapsam geçerliğine
ilişkin görüşleri alınmıştır. Envanterin yapı geçerliğini belirlemek için açımlayıcı ve
doğrulayıcı faktör analizi yapılmıştır. Doğrulayıcı faktör analizi ile ortaya çıkan dokuz
boyuta ilişkin en yüksek düzeyde uyum gösteren maddeler seçilmiştir. Açımlayıcı
faktör analizi ile elde edilen dokuz faktörlü modelinin veriye uyumunun sağlanıp
sağlanmadığını test etmek amacıyla doğrulayıcı faktör analizi uygulanmıştır. Dokuz
faktörlü model için gizil değişkenlerin gözlenen değişkenleri açıklama durumuna
ilişkin t değerlerinin .01 düzeyinde manidar olduğu ve gözlenen değişkenlerin hata
varyanslarının çok yüksek olmadığı (.27 - .71) görülmüştür. Envanterin nihai formunda
35 madde yer almıştır. Envanter dokuz alt faktörden oluşmaktadır. Bu dokuz faktör;“Maddi Kazanç”, “Liderlik”, “Özgürlük” , “Yardım”, “Fiziksel Özelliklerin Kullanımı”,
“İş Sağlığı”, “Yaratıcılık”, Arkadaşlık” ve “Ekip Çalışması” olarak adlandırılmıştır.
Envanterde her alt boyutu için iç tutarlılık katsayısı olarak Cronbach alfa değerleri
hesaplanmıştır. Bunun yanı sıra test tekrar test güvenirlik değerleri bir başka güvenirlik
göstergesi olarak hesaplanmıştır. Envanterin Cronbach alfa değerleri 0,70 ile 0,83
arasında değerler almıştır. Nihai envanterin test tekrar test güvenirlik değerleri alt
boyutlar için 0,61 – 0,82 arasında hesaplanmıştır.
Bulgular, bu araştırma kapsamında geliştirilen Mesleki Değer Envanteri’nin
geçerli ve güvenilir bir ölçme aracı olduğunu ortaya koymaktadır.
Bu araştırmanın ikinci aşamasını oluşturan lise öğrencilerinin mesleki değerlerinin
çeşitli değişkenler açısından incelenmesinde veriler analiz edilirken envanterden alınan
puanlar üzerinden betimsel istatistik hesaplamaları yapılmıştır. Gruplar arasındaki
farkların belirlenmesi amacıyla t-testi ve tek yönlü varyans analizi (One-Way ANOVA)
yapılmıştır. Yapılan analizler sonucunda bazı değişkenlerin bazı boyutlarda bağımlı
değişkene ilişkin varyaslarda her bir grup için eşit olmadığı görülmüştür. Bu nedenle
varyansları homojen olmadığı durumlarda, ortalamalar arası karşılaştırmaları yapmak
için ANOVA testinde ortalamalar arası karşılaştırmaları yapmak için “Brown-Forsythe”
testi yapılmış ve bu test sonucunda elde edilen “F” değerleri kullanılmıştır. ANOVA
testi sonucunda anlamlı farkın belirlendiği gruplarda, farkın hangi grup ya da gruplar
arasında olduğunu tespit etmek amacıyla çoklu karşılaştırma testleri kullanılmıştır. Grup
varyanslarının eşit dağıldığı durumlarda, ortalama puanların çoklu karşılaştırılmasında
“Scheffe” testi, grup varyanslarının eşit olmadığı durumlarda ise “Dunnet-C” testi
kullanılmıştır.
Araştırma sonucunda öğrencilerin para, özgürlük, yardım, fiziksel özelliklerin
kullanımı, iş sağlığı, yaratıcılık ve arkadaşlık mesleki değerlerinde çeşitli değişkenler
açısından anlamlı farklılık göstermektedir.
Anahtar Kelimeler: Mesleki değer, kariyer değerleri, iş değerleri, değer, lise
This research has two main purposes. The first is to develop a valid and reliable
inventory to determine the vocational values of high school students. The second is to
determine whether there are differences between the various vocational value variables
of high school students.
Research was conducted in central city of Malatya and the sample of the study
consisted of 1292 high school students. At the first stage of the research which is the
development of vocational values inventory, it has been applied to 474 high school
students. At the second stage of the research which is the examination of vocational
value variables of high school students, it has been applied to 818.
The research findings related to the validity and reliability of Vocational Value
Inventory are presented.
Views of professional academics working in the field in various universities were
taken into consideration in the scope of sub-dimensions validity of the inventory.
Exploratory and confirmatory factor analyses were conducted to determine the construct
validity of the inventory. Nine dimensions were revealed with the confirmatory factor
analysis. Confirmatory factor analysis was performed in order to test alignment of the
data to the nine-factor model obtained by the exploratory factor analysis. It was
observed that for the nine-factor model t values were significant at .01 level for the
clarification of latent variables to the observed variables and the error variance of the
observed variables are not too high (.27 - .71). 35 items took place in the final form of
the inventory. Inventory consists of nine sub-dimensions. These nine sub-dimensions
are named as "Financial Gain", "Leadership", "Indipendence", "Aid", "Physical
Properties Use", "Work Health", "Creativity", “Friendship "and "Team Work ".Cronbach's alpha coefficients of internal consistency were calculated for the each
sub-dimensions of inventory. In addition, test-retest reliability values are calculated as
an indication of reliability. Cronbach's alpha values of inventory change between the
scores of 0.70 and 0.83. Test-retest reliability values were calculated for the subdimensions
of the final inventory change between the scores of 0.61 to 0.82.
The findings of this research reveal that Vocational Value Inventory is a reliable
and valid measurement tool.
In the second phase of this research, high school students’ vocational values were
investigated in terms of various variables. Descriptive statistics was used when
analyzing the data obtained from inventory. t-test was performed in order to determine
the differences between the two groups and one-way analysis of variance (One-Way
ANOVA) was used for more than two groups. As a result of the analysis it was
observed that the some of the variables were not equal variances on the dependent
variable for each group. Therefore, in case of variance is not homogeneous, “Brown-
Forsythe test" was used to make comparisons between means of ANOVA test. "F"
values were used obtained from this test. As a result of ANOVA significant differences
were obtained in some groups. Multiple comparison tests were used in order to
determine between which group or groups has significant difference. "Scheffe" test was
used in multiple comparisons of mean scores where the group is distributed evenly
variance and Dunnet-C" test was used when the group variances are not equal.
The results of research showed that students’ financial gain, Indipendence, aid,
use of physical characteristics, work health, creativity, friendship, and professional
values has significant differences in terms of several variables.
Keywords: vocational values, career values, work values, value, high school
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