Article

Spirituality, Religion, and Work Values

March 2010
Journal of Psychology and Theology 38(1):52-61

Authors:

The current study explored the relation of intrinsic religiousness and spirituality to work values with a sample of undergraduate college students (N = 265). Each of these constructs was found to weakly correlate with the value of influence, and spirituality weakly-moderately correlated with valuing service and meaning. Hierarchical regression analyses revealed that the relations among these variables were substantially moderated by gender. For males, higher levels of spirituality moderately related to valuing influence and service whereas for females no significant relations existed among these constructs. It is proposed that spirituality and religiousness may have only a minor relation to the work values assessed in this study, but these connections may be stronger for men. Researchers and counselors are encouraged to continue to examine how a client's spiritual or religious beliefs may affect what they desire out of their career.

The influence of spirituality in the workplace on the satisfaction of private sector employees

Article

Full-text available

Jun 2023

Work plays a fundamental role in human life, as it is not only a means of survival, but also a lever for social, organizational and spiritual experiences, producing meaning, joy and purpose in life. Based on this view, we proposed the following research question: What is the influence of spirituality on the various constructs that form Satisfaction with the workplace in the Brazilian oil and gas industry?” To answer this question, we applied a questionnaire that gathers the scales of Spirituality by Liu and Robert (2011) and Satisfaction with the Workplace by Siqueira (2008). We collected and analyzed using the SEM-PLS 514 complete questionnaires. This technique was applied using SmartPLS 2.0 software. The results indicate that spirituality positively influenced Satisfaction with Wage, Boss, Promotions and Tasks. The only relationship that was not statistically supported was Satisfaction with Coworkers. This result is very interesting as it goes against the literature and points to a peculiarity of great competition between coworkers, which can make the environment quite difficult for management. The theoretical contribution of this study lies in the presentation and testing of the SJS scale in an environment different from its first application, which was in the public sector. The practical contribution is to point out issues that can be worked on by managers, bringing short and long-term gains to satisfaction with the workplace and, consequently, greater employee engagement and commitment.

Influence of workplace spirituality in the job satisfaction of the public sector employees

Article

Full-text available

Dec 2022

The spirituality of the human being is a subject discussed since ancient times. Until today, no civilization was finding that did not have some kind of developed religion and spirituality. Spirituality is finding in many ways and in many places, including in the workplace. The objective of this research was to verify whether workplace spirituality influences job satisfaction of public sector employees. A survey based on a model created from the scales of workplace spirituality (Liu & Robertson, 2011) and job satisfaction (Siqueira, 2008) was conducted in a Brazilian public organization. Data analysis was done with SEM-CB. The results validate the model for predicting the influence of workplace spirituality on job satisfaction. We improved the model by providing context and by endorsing the idea that managers are able to improve the satisfaction of their work force, especially those working in the public sector, to deliver better services to citizens.

Ku nowoczesnym szkołom zawodowym Nadzieja i duchowość w procesach decyzyjnych związanych z dopasowaniem zawodowym

Book

Jun 2019

Janusz Surzykiewicz

Hoffnung und Spiritualität als vernachlässigte Ressourcen Surzykiewicz Maier

Book

Jun 2019

Religiousness, spirituality and work values: A step forward for work-life balance?

Article

Full-text available

Jan 2016

This exploratory study investigated the relationship between spirituality, religiousness and work values using a sample of N= 122 participants. Nonparametric partial correlation revealed that intrinsic religiousness was positively correlated with cognitive work values, extrinisic personal religiousness was negatively correlated with affective work values, and spirituality was not associated with any category of work values. The effects of gender were statistically controlled by a series of Spearman Rho correlations. In our sample, there were gender differences, with females reporting higher levels of extrinsic personal religiousness and lower levels of daily spiritual experiences and instrumental, cognitive and affective work values. These findings provide important implications for designing coaching programs, with the ultimate goal of establishing work-life balance.

The Relationships Among Calling, Religiousness, and Dysfunctional Career Thoughts in Public University Students

Article

Jan 2011

Stefanie Josephine Rodriguez

The purpose of the study was to examine the relationships among calling, religiousness, and dysfunctional career thoughts. Though the cognitive processes in the career decision-making process have been a focus of research in recent years, the relationship between career thoughts and calling has only been studied once and career thoughts’ relationship with religiousness has never been studied. In addition, calling has only recently been studied as having religious and secular components. Study participants were students from a large, public university in the southeastern United States. Results showed that presence of a calling had a significant, negative relationship and search for a calling had a significant, positive relationship both with dysfunctional career thoughts (all CTI subscales and CTI total score). Also, religiousness (both RCI-10 subscales and RCI-10 total score) was found to have a significant, negative relationship with dysfunctional career thoughts (all CTI subscales and CTI total score). Religiousness (total of RCI-10 subscales) was found to mediate the relationship between search for a calling and dysfunctional career thoughts (total of CTI subscales, not CTI total score), but not between presence of a calling and dysfunctional career thoughts (total of CTI subscales, not CTI total score). In addition, religiousness (intrapersonal, interpersonal, and total) was found to have a significant positive relationship with calling (presence of and search for), except for the relationship between search for a calling and interpersonal religious commitment, which was found to be nonsignificant. Regarding the sample subpopulations, females were found to have higher levels of intrapersonal and total (RCI-10 total score) religious commitment and participants in social service majors had higher levels of presence of a calling. No significant differences were found between the majority and minority ethnic groups and underclassmen and upperclassmen. Regarding significant differences in variable relationships among the sample subpopulations, females who were searching for a calling had higher levels of intrapersonal and total (RCI-10 total score) religious commitment than males who were searching for a calling. In addition, males who were searching for a calling had higher levels of commitment anxiety and total dysfunctional career thoughts (CTI total score) than females who were searching for a calling. Underclassmen who scored higher on presence of a calling had higher levels of intrapersonal and total (RCI-10 total score) religious commitment than upperclassmen who had lower scores on presence of a calling. Lastly, upperclassmen who scored high on searching for a calling had higher levels of commitment anxiety than underclassmen who had lower scores on searching for a calling. No significant differences were found in the study’s variable relationships between the social service and nonsocial service majors and the minority and majority ethnic groups.

The Effect of Religiosity on Organizational Commitment through Work Values

Article

Full-text available

Dec 2020

Multitudinous studies conducted on organizational commitment and work values have emphasized a great significance of these concepts. In recent years considerable attention has also been accentuated on religiosity and its influence. The purpose of this study is to examine the impact of religiosity on organizational commitment through work values. Organizational commitment scale developed by Meyer and Allen (1991), religiosity scale developed by Hoge (1972) and work values scale developed by Elizur (1996) was used for measuring the variables. Data were collected by using convenience sampling technique through questionnaires from 261 participants employed in various companies located in Istanbul, Turkey. Results indicate that both intrinsic and extrinsic religiosity has a positive effect on work values. Also, these two dimensions of religiosity have a positive direct effect on continuance commitment, whereas normative commitment is positively affected by only intrinsic religiosity. Work values is found to be mediator of the relationship between extrinsic religiosity and continuance commitment. The findings extend current theories of the role of religion in working environment by examining the possible influence on work values.

Duchowość i religijność a wybór zawodu przez młodych ludzi

Article

Jan 2017

Janusz Surzykiewicz

Positive and negative emotions in patients with Sudeck’s syndrome according to religiosity before and after the disease

Article

Full-text available

Jan 2025

Background Sudeck’s syndrome is a chronic and painful disease that affects a significant number of people. Despite this, it is a disease little researched in general and even less in the field of the psychology of religion. The aim of this study was to analyze the relationship between religiosity and emotions in patients with Sudeck’s syndrome. Participants and procedure The sample consisted of 80 people with Sudeck’s syndrome, 92.5% of whom were women. The average age of the partici-pants was 41.8 years, with a range of 23 to 60 years. Participants came from fourteen different countries in the Americas and Europe, including Spain (36.3%), Argentina (20%) and Peru (15%). A clinical and sociodemographic data sheet was used, as well as questions aimed at assessing the emotional state of the participants. Results The results indicate that patients experienced a significant increase in anxiety and sadness after the diagnosis of the disease, while optimism and energy decreased significantly. On the other hand, no differences were found in positive or negative emotions in believing or non-believing patients. Conclusions The data suggest that the diagnosis of Sudeck’s syndrome has a negative impact on the emotional health of individuals and that this is independent of whether the patient is a believer or non-believer. However, further research is needed to confirm these findings and to explore the underlying mechanisms of this relationship.

Employee Work Values Orientation and Job Performance in the Motor Vehicle Industry in Kenya

Article

Jan 2024

The objective of the study was to establish the relationship between employee work values orientation and employee job performance in the motor vehicle industry in Kenya. This relationship was tested using corresponding null hypotheses. The motivation for the study arose from the observation of employee performance challenges that were witnessed in the motor vehicle industry in Kenya. Literature has shown that work values orientation has been associated with employee job performance. Intrinsically oriented employees have been linked to more positive performance outcomes than extrinsically oriented employees. This study was based on the goal content theory, social exchange theory and competence motivation theory. The study had four objectives and four corresponding hypotheses that were tested to approve or disapprove the study predictions. A descriptive cross-sectional survey was used in the study. The study had a population of 2,895 employees, out of which a sample of 351 respondents were randomly chosen for data collection. Data were collected by use of structured questionnaires that were dropped and picked back while others were scanned and emailed back. Data was analyzed using regression models. Test findings showed that work values orientation significantly influences employee job performance. The significant findings implied that all four null hypotheses were rejected, and the study objectives were positively determined. The study outcomes significantly contributed to the theory, policy, and practice of work values orientation and its influence on employee job performance. The limitation of the study comprised respondents' attitudes and subjectivity that may have crept in due to bias in choosing suitable responses. However, the use of structured questionnaires and supervisor responses was meant to corroborate and reduce personal or subjective ways of responding to statements posed. It was also suggested that a further study be done using similar variables on a longitudinal design for generalizability of results. Further, the study recommended that the motor vehicle industry adopts work values orientation, employee commitment and employee competence as joint factors that significantly improve employee job performance.

Employee Work Values Orientation, Commitment and Performance in the Motor Vehicle Industry in Kenya

Article

Full-text available

Feb 2024

The objective of the study was to establish the role of employee commitment in the relationship between employee work values orientation and employee job performance in the motor vehicle industry in Kenya. This relationships was tested using corresponding null hypothesis. The motivation for the study arose from the observation of employee performance challenges that were witnessed in the motor vehicle industry in Kenya. Literature has shown that work values orientation has been associated with employee job performance. This study was based on the social exchange theory. The objective of the study was to eastablish the mediating role of employee commitment in the relationship between employee work values orieontation and employee performance. Descriptive cross sectional survey was used in the study. The study had a population of 2,895 employees out of which a sample of 351 respondents were randomly chosen for data collection. Data was collected by use of structured questionnaires that were dropped and picked back while others were scanned and emailed back. Data was analyzed using regression models. Test findings showed that employee commitment partially mediates the ralationship between work values orientation and employee job performance. The significant findings implied that the hypothesis that the relationship between work values orientation and employee job performance is not mediated by employee commitment was rejected, and the study objective to examine the effect of employee commitment in the relationship between work values orientation and employee job performance in the motor vehicle industry in Kenya positively determined. The study outcomes significantly contributed to theory, policy and practice of work values orientation and its influence on employee job performance. The limitation of the study comprised respondents’ attitude and subjectivity that may have crept in due to bias in choosing suitable responses, however the use of structured questionnaires and supervisor responses was meant to corroborate and reduce personal or subjective ways of responding to statements posed. It was also suggested that a further study be done using similar variables on a longitudinal design for generalizability of results. Further, the study recommended that the motor vehicle industry adopts work values orientation, employee commitment and employee competence as joint factors that significantly improve employee job performance.

Locus of Control and Religiosity in Patients with Complex Regional Pain Syndrome

Article

Full-text available

Apr 2023

In the present study, the association between locus of control and religiosity is analyzed in patients with complex regional pain syndrome (CRPS) also known as Sudeck’s syndrome. A sample was evaluated by means of a probabilistic study of 80 patients (volunteers and under informed consent) from Latin America and Spain, of which 92.5% were women with a mean age of 41.8 years. A data sheet and the brief locus of control test for patients with chronic diseases (developed by the first three authors of this article) were applied. A descriptive and nonparametric statistical analysis was performed. The results obtained indicate that 80.3% of the sample defined themselves as believers (professing a religion). Likewise, 67.8% of the sample had a level of religiosity between regular and very strong, and 92.5% demonstrated an internal locus of control. However, this research indicated the non-existence of a statistically significant association between locus of control and religiosity.

Relationship to Work Questionnaire: Validation Among French Canadian Workers

Article

Full-text available

Apr 2023
Int J Educ Vocat Guid

This study aims to assess the psychometric qualities of the Relationship to Work Questionnaire (RWQ). Confirmatory factor analyses on 845 French–Canadian workers support a six-dimension structure: Absolute centrality of work, Relative centrality of work and work valence, Purposes of work, General expectations regarding working life, Obligations and duties of employers and society to workers, and Obligations and duties of workers to employers and society. Furthermore, configurational, metric, and scalar invariances were observed for age, gender, education, and job qualification. Results also support convergent validity of the examined sub-dimensions. Discussion focuses on the study’s limitations and RWQ’s usefulness for research and practice.

A COMPARATIVE STUDY OF WORK VALUES OF UNDERGRADUATE AMERICAN AND RUSSIAN STUDENTS

Article

Full-text available

Jun 2022

This study examined work values of undergraduate students in two comparable state universities in Russia and the United States. The study investigated how work values of undergraduate students in these two cultures differ across country and gender. Examining undergraduate students' work values give us insights into their flexibility at work, motivation for employment, and job persistence.It is imperative to gain such insights of the global work force for employees and employers with respect to future employment. Such knowledge will help us address future graduates' needs as well as foster an efficient and pleasant work environment.The current study showed that there are significant differences between American and Russian students regarding work values and attitudes toward unemployment. The key findings indicated that Russian students had a more positive attitude toward work than American students on most items measuring work values, whereas American students had more negative attitude toward unemployment and a much higher life satisfaction than Russian students.

Money cannot buy happiness: improving governance in the banking sector through spirituality

Article

Full-text available

Nov 2021
Corp Govern

Purpose A model is proposed to develop happiness in the banking sector based on an improvement in the spirituality of employees. Design/methodology/approach Following the Schwartz’s model for behavioural transformation, a new path has been proposed based on the development of the transcendent vision of work. The data obtained were analysed using the partial least squares-structural equation modeling (SEM) method. Findings Contrary to the widespread idea that happiness is orientated towards the enjoyment of goods, bank employees prefer to develop spiritual values and resources that allow them to respond adequately to massive layoffs and pressures at work. Research limitations/implications The bank employees’ schedules made it difficult to organise group sessions. Multiple sessions prevented us all from interacting. Practical implications It is established a training strategy for the pursuit of happiness, to propose an engine for actions orientated towards happiness and to introduce transcendence and spirituality as requirements for finding happiness during daily work. Social implications There is a need to return to traditional values and principles in daily work. This will have a positive effect on communities and society. Originality/value A new concept has been coined: spiritual resources. This new variable can help to combat adversity by exploring the meaning of transcendence at work.

Modified and Validated Version of the System of Beliefs Inventory (SBI-15R) in a Sample of Inhabitants from Arequipa City (Peru)

Article

Full-text available

Sep 2021

The present study focuses on the psychometric analysis of the Systems of Belief Inventory (SBI-15R) made by Holland et al. (Psycho-Oncology 7:460–469, 1998) after being applied in a sample of 1380 citizens from Arequipa City. The validation procedure involved the modification of the instrument, through the increase of 10 items and the rearrangement of these in three factors. The analysis of content validity with three expert judges led us to the elimination of four items. Then, an exploratory factorial analysis and a confirmatory factor analysis were performed, which determined the presence of two factors, which have high levels of reliability. These factors were support and religious values and beliefs and religious practices with 14 and seven items, respectively. Finally, the scales for the appropriate qualification of the instrument were obtained and its valuation according to three levels: low, medium, and high.

Teknoloji ve Bilişim Startupları Üzerine Çağdaş Liderlik Yaklaşımları Bağlamında Bir Teorik Tartışma Çerçevesi A Theoretical Debate on Technology and Information Startups in The Context of Contemporary Leadership Approaches

Article

Full-text available

Nov 2017

Öz Yeni yüzyıldaki teknolojik ivmelenme örgütsel yapılarda ve dolayısıyla örgütsel yaklaşımlarda hatrı sayılır değişimlere neden olmaktadır. Teknoloji ve Bilişim Startupları (TBS) da yeni yüzyılın getirdiği yepyeni bir girişimcilik yaklaşımıdır. Her girişimcilikte olduğu gibi TBS’ler de birer örgüttür ve bir liderleri vardır. Örgütün yapısına uygun liderlik anlayışının kullanılması da örgütün devamlılığı için en önemli koşuldur. Bu çalışma çağdaş liderlik yaklaşımları bağlamında TBS’lere dair teorik bir tartışma çerçevesi sunacaktır. Abstract The technological accelaration in the new century leads to remarkable changes in organizational structures and thus organizational approaches. Technology and Informatics Startup ( TIS) is a newest approach to entrepreneurship. As in every entrepreneurship, each of TIS is an organization with leadership in it. Leadership mentality consistent with structure of an organization is the most important asset for its own sustainability. The present study is to introduce a theoretical context on TIS's based on contemporary leadership approaches.

Do benevolent and altruistic supervisors have higher postgraduate supervision throughput? The contributions of individual motivational values to South African postgraduate supervision throughput

Article

Full-text available

Dec 2020

Chris William Callaghan

This study seeks to understand how the individual values of a supervisor potentially influence their masters and doctoral supervision throughput. Grounded in Schwartz's theory of basic human values, the objective of the article is to test theory that predicts different effects of different value orientations on postgraduate supervision throughput, using a census sample of a large South African university. What is not clear from the literature is whether self-transcendent values (associated with benevolence and "caring" values) or self-enhancement values (associated with prioritisation of the self and achievement values) increase an individual's postgraduate supervision throughput. According to Schwartz's theory, however, self-transcendent and self-enhancement values are oppositional, in that the higher an individual's endowment is in one, the lower it is in that of the other. What is also lacking in the literature is knowledge of whether innovative openness to change values or their oppositional non-innovative conservation values enable postgraduate supervision throughput. Ordinary least squares are used to test these hypotheses across five different faculties, representing a clustering of similar academic fields. According to the results of tests across the broad faculty fields of Engineering, Commerce, Humanities, Health Sciences, and Science, it is not the individual values associated with benevolence or caring that facilitate postgraduate supervision throughput, but rather those related to the prioritisation of the self over others, such as power, achievement and hedonism. Similarly, innovation-related values associated with openness to change are largely insignificant in their associations with postgraduate supervision throughput. The implications of the findings are discussed and recommendations are derived for theory and practice.

Bir Vakıf Üniversitesinin Sağlık Bilimleri Fakültesinde Okuyan Öğrencilerin Vicdani Zekâ Seviyelerinin Analizi

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Full-text available

Oct 2020

Interest, work values and STEM fields: Secondary school students' opinion on future work

Conference Paper

Full-text available

Apr 2020

Csilla Tudlik

Interest and work values form each other though values have a more stable base. Kozma (2005) says that students prefer university majors linked to their values, while Sőrés (2012) claims that values get stronger during university education. According to Bocsi (2014) higher education is a transition: the least pragmatic the trainings are, the most changes in values happen over working years. We have examined secondary school students' work values and interest (n=150) by using Super Work Values Inventory and Holland Interest Inventory, and then compare the results to prior higher educational researches. The result shows that the two age-group's value list is similar at the first places. However, intellectual work, work performance, and creativity is more important for higher education students, which indicates the starting point of becoming intellectuals. Furthermore, Kiss (2015) demonstrated the main values linked to STEM fields and we have found that secondary schools students do not share exactly those values. As for interest, secondary school students are mostly sociable (both girls and boys), and they like economics and arts, but show slight interest in realistic and investigative activities. On the whole, the young do not find neither in values, nor in interest the STEM fields attractive, however they have the biggest chance to live and benefit from the fourth industrial revolution. We would like to raise the attention that there is lot to do to reach the goals of EU STEM Coalition.

Developing a Causal Model of University Educational-Research Environment, Spiritual Health and Students’ Self-Esteem in Medical Education Curricula

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Feb 2020

Intra-generational Work Values Amongst Generation-Y Workforce

Article

Full-text available

Sep 2017

It is a general belief that each generation of workforce is characterised by a set of common work values. Various studies have been conducted to identify the differences in inter-generational work values among the generation of Baby Boomers, Generation X and Generation Y. Relatively, little knowledge was found in intra-generational differences in work values. In order to bridge the knowledge gap, this study aims to examine the intra-generational work values within Generation Y workforce. In depth interviews were conducted among the respondents who were postgraduate students taking a career break to further their studies in a private university in Klang Valley, Malaysia. The findings of the study prove that differences in work values within Generation Y are marked in distinct demographic attributes. The study reveals a number of intra-generational work values, which are 'work for money', 'work for self-actualization' and 'work for empowerment'. The results indicate that the nature of intra-generational work values is 'multi-dimensional' and 'evolving'. The study also identifies a number of internal factors such as work experience and marital status to be influential in the establishment of intra-generational work values. It also suggests that each of these factors is interconnected in regards to influence on intra-generational work values. The findings indicate that there is no one-size-fits-all work value even within a same generation.

Development and initial validation of a multidimensional questionnaire on the relationship to work (RWQ)

Article

Full-text available

Apr 2020
Int J Educ Vocat Guid

The paper presents first the theoretical foundations used to develop a pre-experimental version of a questionnaire on relationship to work, and then the four stages of its initial validation leading to an experimental version. These stages included: (1) Defining the dimensions and sub-dimensions of the relationship to work concept; (2) Operationalizing the dimensions and sub-dimensions and creating the items; (3) Verifying the face and content validity and developing the pre-experimental questionnaire; (4) Testing the pre-experimental questionnaire with 550 workers and 538 students, assessing its psychometric properties and elaborating the experimental questionnaire.

Religion and spirituality: Pathways to positive body image

Article

Mar 2019
BODY IMAGE

Positive body image is a multidimensional construct referring to love, respect, and acceptance of one’s body, including aspects inconsistent with sociocultural ideals. The aim of the present study was to investigate potential pathways leading from religion and spirituality to positive body image. Participants were 345 women who completed questionnaire measures of engagement with formal religion, spirituality, gratitude, self-objectification, and positive body image. Both engagement with formal religion and spirituality were found to be positively associated with positive body image. Further, mediation analyses showed that the relationship between spirituality and positive body image was mediated by gratitude and reduced self-objectification. It was concluded that a broader spiritual consciousness may assist women to develop a loving, appreciative, and respectful relationship with their bodies. In addition, gratitude and a de-emphasis on external appearance provide useful goals and potential intervention points for promoting positive body image.

From career decision-making to career decision-management: New trends and prospects for career counseling

Article

Full-text available

Nov 2018

The primary goal of this paper is to present a number of recent major theoretical and empirical advances in the field of career decision-making since this process has been increasingly identified by experts as a relatively subjective experience. In this line, a series of conceptual shifts concerning career decision-making and the relevant fundamental problem of career indecision are described. In particular, it seems that the scope of career guidance and counseling has moved from some rigid constructs (e.g. “sources of indecision”, “decision-making styles”) to more flexible, dynamic, holistic and multi-dimensional concepts (e.g. “coping strategies”, “positive psychosocial strengths-resources”, “future time perspective”) that may support the individuals in making better career decisions in the complex world of work of the 21st century. Another aim of the article, on the basis of the aforementioned developments, is to provide proposals for the construction of an effective model for dealing with career decision-making challenges, in which the transition from the simple possession of related skills to the need of managing the decision-making process is adumbrated. Finally, specific implications and ideas regarding the use of methods and techniques intended for career interventions with young adults are discussed.

Argyropoulou, K., & Kaliris, A. (2018). From career decision-making to career decision-management: New trends and prospects for career counseling. Advances in Social Sciences Research Journal, 5(10), 483-502.

Article

Full-text available

Oct 2018

The primary goal of this paper is to present a number of recent major theoretical and empirical advances in the field of career decision-making since this process has been increasingly identified by experts as a relatively subjective experience. In this line, a series of conceptual shifts concerning career decision-making and the relevant fundamental problem of career indecision are described. In particular, it seems that the scope of career guidance and counseling has moved from some rigid constructs (e.g. "sources of indecision", "decision-making styles") to more flexible, dynamic, holistic and multi-dimensional concepts (e.g. "coping strategies", "positive psychosocial strengths-resources", "future time perspective") that may support the individuals in making better career decisions in the complex world of work of the 21 st century. Another aim of the article, on the basis of the aforementioned developments, is to provide proposals for the construction of an effective model for dealing with career decision-making challenges, in which the transition from the simple possession of related skills to the need of managing the decision-making process is adumbrated. Finally, specific implications and ideas regarding the use of methods and techniques intended for career interventions with young adults are discussed.

The interaction between occupational values and job satisfaction in an authoritative public administration organisation

Article

Full-text available

Jan 2018

The paper has two purposes – first, to examine the importance of occupational values (those deriving from the specifics of the occupation and of the legal regulation) of particular groups of authoritative organisations’ public employees and, second, to find out how the perception of the importance of those values correlates with job satisfaction. The measurement of the importance of occupational values and of job satisfaction of all employees in Slovenian authoritative public organisations was based on a comprehensive online questionnaire. First, an independent t-test and the one-way ANOVA (F) test were used to test the differences between subgroups of demographic characteristics. Second, factor analysis was used to formulate the factors of both occupational values and job satisfaction. Finally, correlation coefficients of occupational values and job satisfaction were calculated. In general, the results show the impact of demographic factors (especially gender and age) on the perceived importance of occupational values and a positive correlation of occupational values with facets of job satisfaction. The awareness of the impact of demographic factors on occupational values and their correlation with job satisfaction might be very useful when deciding on measures for improving job satisfaction and, indirectly, the performance of authoritative public organisations.

A Life-Design-Based Online Career Intervention for Early Adolescents: Description and Initial Analysis

Article

Mar 2016

Using contemporary digital technology offers possibilities for better engaging youth in constructing their future careers. This study describes and initially tests the effectiveness of an online career intervention based on life-design principles. Middle school students were assigned to either a traditional test interpretationbased intervention group or an online intervention group. Analysis conducted to evaluate pre- and posttest differences between the 2 groups indicated that students in the online intervention group showed higher levels of career adaptability and life satisfaction than did students in the traditional intervention group. Results also suggested that intervention increased students’ narratives future aspirations.

Predicting Work Outcomes From Religiosity and Perceived Calling

Article

Jun 2015
CAREER DEV Q

Michael Horvath

Research suggests that individuals who perceive their work as a calling experience a variety of positive outcomes, such as occupational identification, career decidedness, and job satisfaction. The present study examined how calling and religiosity interact to influence workplace cognition and behavior. Using a self-regulatory, multiple-goals perspective, the author proposed that individuals with greater religiosity would report lower job involvement and work fewer hours. However, this relationship would attenuate or reverse if individuals perceived a transcendent summons calling them to their jobs. In the present study, 233 employed adults reported perceptions of calling, religiosity, job involvement, and hours worked. Calling and religiosity interacted in the hypothesized manner when predicting both job involvement, ΔR2 = .02, and hours worked, ΔR2 = .02, although job involvement did not mediate the relationship between calling, religiosity, and hours worked. The results suggest that career counselors and researchers pay particular attention to the role of calling among religious individuals.

Most Important Work Values in Bulgarian University Students

Article

Full-text available

Apr 2015

Svetla Bayrakova

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.

Effects of Workers’ Careers and Family Situations on OCB-Related Work Values

Article

Full-text available

Apr 2013

A variety of reasons why workers exhibit organizational citizenship behaviors (OCBs) have been discussed; onethat has received limited attention is that certain of workers’ work values (i.e., their OCB-related ones) causethem to take certain types of discretionary contributions to organizations for granted. We investigate the effectsof workers’ careers and family situations on OCB-related work values by examining data collected from 6,860Japanese workers. Hierarchical regression analysis revealed some expected effects of labor hours, marital status,and annual income on work values relevant to OCB for individuals (OCBI) and OCB for the organization(OCBO). However, male workers’ organizational tenure was not associated with OCB-related work values,whereas that of female workers was negatively associated with OCBI-related work values, contrary toexpectations. Some implications for future research are also discussed.

Effect of Work Values on Work Outcomes: Investigating Differences between Job Categories

Article

Full-text available

Mar 2012

Organizational researchers have found that work values influence, or are influenced by, other factors. This article explores basic work value dimensions and examines their effect on work outcomes. Study 1 used an exploratory factor analysis of data from 6,500 working persons in Japan and identified 6 basic work values that varied by job category. Study 2 demonstrated that these work values influenced job outcomes such as satisfaction, a sense of personal growth, and perceived skills.

US small company leaders' religious motivation and other-directed organizational values

Article

Jun 2011

Purpose The expansion of religious diversity in US workplaces increases the relevance of leaders' religious motivations and the impact on their organizations. This paper aims to investigate whether small company leaders' religious motivations predict their perceptions that their organization's values are directed to the welfare of others. Design/methodology/approach A survey was mailed to top executives of Midwestern US firms with 20 to 250 employees, measuring leaders' organizational values and religious motivation. The sample revealed itself to be mostly Christian. Findings Findings show that, as predicted, leaders higher in extrinsic religious motivation toward personal benefit were less likely than those lower in this type of religious motivation to perceive other‐directed organizational values. However, neither intrinsic religious motivation nor extrinsic religious motivation toward social ends predicted a tendency to perceive other‐directed organizational values. Research limitations/implications Future research directions could assess the impact of beliefs associated with faith traditions on leader values and decision making. Further, a qualitative approach to data gathering may result in richer data. Limitations include a relatively low response rate and a sample skewed toward religiously motivated, mostly Christian small business leaders. Practical implications Just because small business leaders are religiously motivated does not mean that their perceived organizational values will be directed toward the welfare of others. Originality/value Little research exists about how small business leaders' religious motivations affect their organizational values. This research counters common assumptions that leaders' religious motivations will affect how they view their organizations' values.

Work Values of University Students in Chinese Mainland, Taiwan, and Hong Kong

Article

Full-text available

Dec 2012

Leuty and Hansen (Journal of Vocational Behavior 79:379-390, 2011) identified six domains of work values in undergraduate students in the West. The review undertaken in this paper suggests that the factor structure of work values of university students in Mainland China, Taiwan and Hong Kong essentially matches these six domains, except for the omission of 'Family Maintenance' and Wang's (Indigenous Psychological Research in Chinese Societies 2:206-250, 1993) 'Instrumental Values.' This suggests some commonality in the work values construct between the East and West, but there are a few subtle differences. It is argued that such differences heighten the need for measurement scales with context-specific and society-specific items when examining work values in different settings.

Measuring stress: A guide for health and social scientists

Book

Jan 1995

The Qur’anic Spiritual Value of the “Pé-sapéyan Pappa” Social Learning to Improve the Madurese Migrans’ Quality Life

Article

Full-text available

Dec 2023

Saiful Hadi

This study aims to examine pé-sapéyan pappa tradition amongst the Madurese migrants. It explores the Qur’anic spiritual values embedded in this tradition. The data were gained through observation to the informents’ life and interviews with them regarding their reasons for migration and the form of social learning that arises from such migration. The selected informants are migrants from Talango Island and Ghili Genting who live in several big cities, such as Jakarta, Jogjakarta, Surabaya, and Malang. This study shows that pé-sapéyan pappa can change the Madurese migrants’ mindset, deepening their knowledge and experience in managing businesses to improve their quality of life according to shari'a guidelines. The Qur’an enjoins Muslims to seek a sustainable life to suport a better spiritual life. Most migrants established a small and medium entrepreneurship to generate more income. The tradition, which was originated from the migrants’ hometown, help create a model of social learning in the host city, from which the migrants learn how to deal with the new situation and settle challenges.

Ortaöğretim Öğrencilerinde Sosyal Değerler ve Dindarlık İlişkisiThe Relationship of Social Values and Religiousness in Secondary Students

Article

Dec 2022

Betül DOĞAN SARIKAYA

Ortaöğretim düzeyindeki öğrencilerin ergenlik çağında (14-18 yaş) olduğu kabul edilir. Ergenlik dönemi, kişilerin hayatlarında yaşadıkları kritik dönemlerden biridir. Bu dönemde biyolojik, fiziksel ve duygusal değişimler yaşayan ergen birey, benliğini inşa ederken bu değişimlerin etkisi altındadır. Bu inşa sürecinin önemli bir kısmını oluşturan benliğin sosyal inşasında ise çalışmanın değişkenlerinden biri olan sosyal değerlerin oldukça önemli bir etkiye sahip olduğu ifade edilebilir. Bu bağlamda çalışma, 14-18 yaş grubu ortaöğretim öğrencilerinde, sosyal değerler ve dindarlık ilişkisini incelemektedir. Böylece kritik bir eşiği tecrübe eden ve değişimler geçiren ergenlerin, aile, geleneksel, bilimsel, siyasi, çalışma-iş ve dini değerler olarak sınıflandırılan sosyal değerleri içselleştime biçimleri anlaşılmaktadır. Ayrıca sahip oldukları sosyal değerleri ile iman, duygu, ibadet ve etki boyutları ile dindarlıkları arasındaki korelasyonun anlaşılması amaçlanmıştır. Örneklem grubu olarak Ankara Pursaklar ilçesinde bulunan Anadolu, Fen, Meslek ve İHL lise öğrencileri seçilmiştir. Seçilen örneklem grubuna uygulanan anket formu Bolat’ın “Çok Boyutlu Sosyal Değerler Ölçeği” ve Gülmez’in “Dindarlık Ölçeği” soruları ve demografik değişkenler sorularından oluşturulmuştur. Çalışmada elde edilen veriler SPSS programı vasıtasıyla analiz edilmiştir. Elde edilen sonuçlara göre ergenlerde sosyal değerler ve dindarlık arasında anlamlı bir ilişki bulunmaktadır. Aynı şekilde sosyal değerlerin varlığının dindarlığı pozitif yönde etkileyen bir etken olduğu tespit edilmiştir.

Teologia pisana przez biografię? O zastosowaniu badań biograficznych w teologii (praktycznej)

Article

Full-text available

May 2022

Mariusz Chrostowski

Badania biograficzne, cieszące się na gruncie nauk społecznych w polskim i międzynarodowym kontekście dużą popularnością, są wyrazem współczesnego społeczeństwa i kultury, która coraz częściej na pierwszy plan wysuwa temat „historii życia” konkretnej osoby. Wydaje się także, że owe badania mogą być zaczynem „zwrotu biograficznego” w zakresie poszukiwań prowadzonych w ramach teologii (praktycznej) i uzupełnienia ich o bogactwo indywidualnego pluralizmu płynącego z biografii konkretnego człowieka. Niniejszy artykuł posiada w tym kontekście niejako potrójny cel. Po pierwsze, ukazuje on podstawy metodologiczne badań biograficznych w teologii (praktycznej). Po drugie, przedstawia on znaczenie nakreślenia możliwych obszarów badawczych, w których badania biograficzne odgrywają rolę centralną. Po trzecie, wskazuje on na pewne trudności i perspektywy, płynące z zastosowania tej metody badawczej dla teologii (praktycznej).

An Exploration of the Relationship Between Theistic and Self-Transcendent Spirituality and Workplace Deviance

Research

Full-text available

Sep 2020

Religion, Family, and Career among Graduate Students in the Sciences

Article

Full-text available

Dec 2020

Concerns about family life push some students away from a career in science or lead them away from particular career paths within science. Religion has been shown to have an influence on individuals’ values concerning both family and work. This study uses data from a survey of U.S. graduate students in five science disciplines to estimate a structural equation model examining paths between religiosity, work and family values, and intent to pursue different careers within science. The analysis finds that religiosity is positively associated with the importance placed on family and, through this mediator, is associated with a lower intent to pursue research‐focused academic jobs and higher intent to pursue teaching‐focused academic jobs. We discuss the implications of these findings, particularly as the analysis shows that women and some racial and ethnic minority students are more religious than their male and white peers.

Spiritual intelligence: a theoretical synthesis and work-life potential linkages

Article

Sep 2019
Int J Organ Anal

Anselmo Ferreira Vasconcelos

Purpose As corporate life is influenced by various things, there is no justifiable reason to believe that the spiritual power (capacity) should not be one of them. Thus, the purpose of this paper is to argue that workers need to develop another core competency, knowledge and skill, that is, spiritual intelligence (SI). Design/methodology/approach This paper draws on a literature review to support its conclusions. In this sense, this paper carefully examines relevant popular and academic books, handbooks, articles, papers, thesis and doctoral dissertations related to SI. In addition, this paper depicts a conceptual model of SI that is made up of some research propositions, namely, professional moral courage, altruism, hope state, optimism, cooperative capacity, organizational justice mindset and listening skill. Findings Overall, the literature review suggests that without such a capacity, we would be enjoying merely impoverished lives (here referred to as the outcome of a set of harmful aspects such as an existence without spiritual compass, meaning, worthy purposes and desire to face the shadows of our own personality). Practical implications This paper proposes that SI is the path to reach and develop our own spirituality. When this ability is triggered, we are potentially able to make some important contributions to the people that live around and rely on us. Originality/value This paper argues that SI can be regarded as a human capacity that connects us with the ultimate frontier, that is, the spiritual realm. As such, it is proposed that it can be cultivated over time in a careful and disciplined way by anyone that is really interested in developing his or her spirituality.

Value conflicts and organizational commitment of internal construction stakeholders

Article

Jun 2017

Purpose The possible effect of conflicts as the consequence of differences between personal and organizational values (OV) on organizational commitment (OC) of internal construction stakeholders was an unclear issue in the areas of organizational behaviour in the construction industry, especially in Malaysia. Therefore, the purpose of this paper is to focus on this issue in the Malaysian construction industry. Design/methodology/approach This paper targeted professional project consultants, who are identified as architects, engineers, and quantity surveyors, as the internal construction stakeholders. The personal-OV and the level of OC of the stakeholders were evaluated through a questionnaire survey. To achieve the research objective, comparative and hierarchical regression analyses were performed. Findings The results generated by the analyses indicated a high level of value conflicts in the construction organizations which significantly and negatively affected commitment of the internal stakeholders. Originality/value Value conflicts in construction organizations are the agenda of this paper while not many empirical studies have been conducted on this issue in Malaysia. This paper through investigating the potential effect of value conflicts on the stakeholders’ commitment reveals the importance of interaction between personal and OV in construction organizations which contributes to the extant literature of organizational behaviour as to the construction literature.

Work Values of Jordanian Fresh Graduates

Article

Full-text available

Jun 2016

Marwan Al-Zoubi

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.

Personal-organisational value conflicts and job satisfaction of internal construction stakeholders

Article

Full-text available

Mar 2016

This paper concerns the issue of value conflicts in construction organizations. This research was conducted in the Malaysian construction industry to fill the gap in the knowledge in areas of organizational behaviour in the construction industry in terms of the possible effects of conflicts on the job satisfaction of internal construction stakeholders. The conflicts considered are those rooted in differences between personal and organizational values. This research targeted professional project consultants identified as architects, engineers, and quantity surveyors as the internal construction stakeholders in Malaysia. The personal-organizational values and the level of job satisfaction of the stakeholders were assessed using a questionnaire survey. To achieve the research objective, comparative and hierarchical regression analyses were performed. The results generated by the analyses indicated a high level of value conflicts in the construction organizations which significantly and negatively affected job satisfaction of the internal stakeholders. Therefore this research, through investigating the potential effect of value conflicts on the stakeholders’ job satisfaction, reveals the importance of the interaction between personal and organizational values in construction organizations which contributes to the extant literature of organizational behaviour in construction.

Personal-organisational value conflicts and job satisfaction of internal construction stakeholders

Article

Full-text available

Mar 2016

This paperconcerns the issue of value conflicts in construction organizations. This research was conducted in the Malaysian construction industry to fill the gap in the knowledge in areas of organizational behaviour in theconstruction industry in terms of the possible effects of conflictson the job satisfaction of internal construction stakeholders. The conflicts considered arethose rooted indifferencesbetween personal and organizational values. Thisresearch targetedprofessional project consultants identified as architects, engineers, and quantity surveyors as the internal construction stakeholders in Malaysia. The personal-organizational values and the level of job satisfaction of the stakeholders were assessed usinga questionnaire survey. To achieve the research objective, comparative and hierarchical regression analyses wereperformed. The results generatedbythe analyses indicatedahigh level of value conflicts in the construction organizationswhich significantly and negatively affectedjob satisfaction oftheinternal stakeholders. Therefore this research,throughinvestigatingthe potential effectof value conflicts on the stakeholders’ job satisfaction,reveals the importance of the interaction between personal and organizational values in construction organizations which contributes to the extant literature of organizationalbehaviour inconstruction.

The Salience of a Career Calling Among College Students: Exploring Group Differences and Links to Religiousness, Life Meaning, and Life Satisfaction

Article

Sep 2010
CAREER DEV Q

The authors examined the degree to which 1st-year college students endorse a career calling and how levels of calling differ across demographic variables and religiousness, life meaning, and life satisfaction. Forty-four percent of students believed that having a career calling was mostly or totally true of them, and 28% responded to searching for a calling in the same fashion. Students seeking advanced professional degrees were more likely to feel a career calling, and the presence of a calling was found to weakly correlate with religiousness and life satisfaction and moderately correlate with life meaning. Practice implications are suggested.

International Developments in Management Research Edited by Gregory Τ. Papanikos

Book

Full-text available

Jan 2011

Gregory T. Papanikos

The chapters of this book are based on presentations delivered at various conferences organized by ATINER.

2012 ali work value

Data

Aug 2013

Work values and job satisfaction

Article

Full-text available

Jun 2013
NURS ETHICS

This study aimed to describe the effect of nursing profession work-related values on job satisfaction among a sample of Iranian nurses. We used in-depth interviews with 30 nurses who worked in university-affiliated and public hospitals in Tehran, Iran. The results of thematic analysis of interviews are reported in four themes to present the participants’ articulations in linking their work-related values to job satisfaction. The themes consist of values that “encourage tolerance,” “enhance inner harmony,” “reflect traditional commitment,” “enhance unity,” and are “centered around altruism and spiritual values.” The most satisfied participants considered nursing a divine profession and a tool by which they could gain spiritual pleasure and satisfaction. Our findings highlight the potential role of nursing work-related values in reducing dissatisfaction with one’s job. For the nursing profession, this may have implications in reducing job instability and turnover.

Spirituality, religion, and career development: Implications for the workplace

Article

Full-text available

Sep 2010

This article discusses the various ways religion and spirituality may relate to one’s career development and how religion and spirituality may be incorporated into the workplace, and presents several research and practice directions within this area of inquiry. We propose that religion and spirituality may relate to what individuals value from their work, feelings of support throughout the career development process, and the potential to view one’s career as a calling. Employers are advised to respect the religious and spiritual beliefs of employees and to consider encouraging and facilitating opportunities for bridging work and faith. Finally, researchers are urged to continue studying the popular construct of calling as well as the various other ways religion and spirituality may interact with career development.

Effects of Work Values on Job Choice Decisions

Article

Full-text available

Jun 1992

Work values have been receiving increased research attention. Ravlin, Meglino, and their associates have recently conceptualized and provided measurement of work values. Although the effects of work values on job satisfaction, commitment, and individual decision making have been studied, work values have not been explicitly linked to job choice decisions. Using a sample of professional degree students and a policy-capturing design, we examined the influence of organizational work values on job choice in the context of job attributes that have been shown to affect this decision process. Organizational work values significantly affected job choice decisions. Individuals were more likely to choose jobs whose value content was similar to their own value orientation.

Intrinsic/Extrinsic Measurement: I/E-Revised and Single-Item Scales

Article

Full-text available

Sep 1989

Factor analyses of traditional and age-universal measures of intrinsic and extrinsic religion have identified two subcategories of extrinsicness, suggesting the original scales need revision. In this study, confirmatory multiple group factor analyses confirmed this suspicion, identifying extrinsic items concerned with social relationships ("Es") and with personal benefits ("Ep"). The analyses resulted in a revised intrinsic scale which is now partially counterbalanced for acquiescence, an Es scale, an Ep scale, and three single items which may also be used for measuring these constructs. These scales, labeled I/E-R, have reliabilities equal to or better than those of the original scales.

Calling and Vocation at Work

Article

Full-text available

Oct 2007
COUNS PSYCHOL

The purpose of this article is to initiate an effort to establish the constructs calling and vocation within counseling psychology. First, updated definitions of calling and vocation, developed with an eye toward stimulating research and providing useful practice applications, are proposed. Next, the authors explain how the constructs apply to the domain of human work, review empirical and theoretical work related to calling and vocation and their role in human functioning, and differentiate the terms from each other and related constructs. Finally, directions for basic and applied research on calling and vocation are suggested, and implications for career counseling practice are outlined.

The influence of spiritual "meaning-making" on career behavior

Article

Full-text available

Sep 2002

Marjolein Lips-Wiersma

This paper presents the results of a participative psycho-biographical study that investigated the effect of spirituality on career behavior. This study shows that spirituality influences career purpose, sense-making and coherence. Spirituality was found to inspire four purposes of “developing and becoming self”, “unity with others”, “expressing self”, and “serving others”. Spirituality was also found to influence an ongoing process of sense-making through discovering, prioritizing and balancing the four purposes over a lifespan, in response to ongoing tensions between “being” and “doing” as well as “self- versus other-orientation”. Spirituality furthermore influences perceived career-coherence as individuals align their careers with perceived spiritual orderings outside of themselves. The paper concludes with suggestions for practice and future research.

Work Values and Job Satisfaction

Article

Full-text available

Dec 1969

Milton R. Blood

114 student airmen and 306 noncommissioned officers completed measures of job satisfaction and work values. Consistent relationships appeared between these 2 sets of variables. Evidence indicates that the job satisfaction variance controlled by work values is independent of that controlled by other variables. (PsycINFO Database Record (c) 2012 APA, all rights reserved)

A Work Values Approach to Corporate Culture: A Field Test of the Value Congruence Process and Its Relationship to Individual Outcomes

Article

Full-text available

Jun 1989

The purported advantage of a strong corporate culture presumes that positive outcomes result when peoples' values are congruent with those of others. This was tested by using a design that controlled for artifacts in prior studies. Participants, 191 production workers, their supervisors ( N = 17), and 13 managers at a large industrial products plant, completed questionnaires containing measures of job satisfaction, organizational commitment, and work values. Responses were later matched with the attendance and performance records of the production workers in the sample. Results showed that workers were more satisfied and committed when their values were congruent with the values of their supervisor. Value congruence between workers and their supervisors was not significantly correlated with workers' tenure; however, its effect on organizational commitment was more pronounced for longer tenured employees. (PsycINFO Database Record (c) 2012 APA, all rights reserved)

Gender in the Context of Supportive and Challenging Religious Counseling Interventions

Article

Full-text available

Jan 1997

This study explored an interactive framework for understanding how gender influences the counseling process in religious counseling. Participants ( N = 314) viewed 1 of 16 videotapes in which either a male or female counselor interacted with a male or female client about a religious problem. Counselors either supported or challenged the clients' religious values. It was found that female counselors were perceived as more religious and effective than were their male counterparts. Multiple regression was used to demonstrate that perception of counselors' religiousness partially mediates the influence of gender on perceived effectiveness of the counselor. Results illustrate that the effects of gender on the counseling process can be predicted with an interactive model. Participants' religiousness also interacted with intervention type to influence their perceptions of the counselors. (PsycINFO Database Record (c) 2012 APA, all rights reserved)

Calling and Vocation in Career Counseling: Recommendations for Promoting Meaningful Work

Article

Full-text available

Dec 2009

Clients presenting with career-related concerns often desire a greater sense of meaning in their work. Therefore, incorporating the constructs of calling and vocation into the career counseling process may have utility. An overview of conceptual and empirical work on these constructs is provided. Drawing from recent integrated definitions of calling and vocation, the authors present suggestions for incorporating these constructs in practice. Counselors are encouraged to explore the extent to which clients feel a transcendent summons to a particular career, the extent to which clients’ careers bring meaning to their lives, and the extent to which clients’ careers serve society. For clients who wish to view their career as a calling or vocation, the authors provide strategies to help bring meaning and social purpose to their work lives.

Facets of Work Values: A Structural Analysis of Work Outcomes

Article

Full-text available

Aug 1984

Dov Elizur

Attempted to analyze contents of work value items and to construct an explicit definition of the work values domain. A facet definition of work values is suggested that provides guidelines for selection items and the formulation of hypotheses about the structure of interrelationships among components of work values. Interview data were obtained from 2 samples of Israeli adults containing 489 Ss (median age 35 yrs) and 546 Ss (median age 38 yrs), respectively. Results of Guttman's smallest space analysis support the hypotheses. An empirical double-ordered conceptual system, a radex structure, was obtained that reflects the 2 facets of the definition: modality of outcome—material, social, and psychological—and type of outcome—performance relations (reward, resource). The fact that essentially the same structure was obtained in 2 independent samples lends substantial support to the definitional framework of work values suggested. (34 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)

A Theory of Cultural Values and Some Implications for Work

Article

Full-text available

Jul 2007
APPL PSYCHOL-INT REV

Shalom H Schwartz

A theory of the types of values on which cultures can be compared is presented and validated with data from 49 nations from around the world. Seven types of values are identified, structured along three polar dimensions: Conservatism versus Intellectual and Affective Autonomy; Hierarchy versus Egalitarianism; and Mastery versus Harmony. Based on their cultural value priorities, nations are arrayed in a two-dimensional space, revealing meaningful groupings of culturally related nations. Analyses replicate with both teacher and student samples. Implications of national differences in cultural values for differences in meaning of work are explicated. To stimulate research on cultural values and work, hypotheses are developed regarding the cultural value emphases that are especially compatible or conflicting with work centrality, with different societal norms about work, and with the pursuit of four types of work values or goals.

Testing Moderator and Mediator Effects in Counseling Psychology Research

Article

Full-text available

Jan 2004

[Correction Notice: An erratum for this article was reported in Vol 51(2) of Journal of Counseling Psychology (see record 2007-16897-001). On page 134, line 8, right column, under the heading Checklist for Evaluating Mediation Analyses Using Multiple Regression, the question incorrectly asks, "Was the relation between the predictor and the outcome (Path b) greater than or equal to the relation between the predictor and the mediator (Path a)?" The correct question is "Was the relation between the mediator and the outcome (Path b) greater than or equal to the relation between the predictor and the mediator (Path a)?"] The goals of this article are to (a) describe differences between moderator and mediator effects; (b) provide nontechnical descriptions of how to examine each type of effect, including study design, analysis, and interpretation of results; (c) demonstrate how to analyze each type of effect; and (d) provide suggestions for further reading. The authors focus on the use of multiple regression because it is an accessible data-analytic technique contained in major statistical packages. When appropriate, they also note limitations of using regression to detect moderator and mediator effects and describe alternative procedures, particularly structural equation modeling. Finally, to illustrate areas of confusion in counseling psychology research, they review research testing moderation and mediation that was published in the Journal of Counseling Psychology during 2001. (PsycINFO Database Record (c) 2007 APA, all rights reserved) (journal abstract)

The Effects of Work Values on Job Choice Decisions

Article

Full-text available

Jun 1992

Work values have been receiving increased research attention. Ravlin, Meglino, and associates have recently conceptualized, and provided measurement of, work values. The effects of work values on job satisfaction, commitment, and individual decision making has been studied to date. However, work values have not been explicitly linked to job choice decisions. Using a sample of professional degree students and a policy capturing design, the influence of work values on job choice was examined in the context of job attributes that have previously been shown to affect this decision process. Work values were found to exhibit significant effects on job choice decisions. Further, individuals were more likely to choose jobs whose value content was similar to their own value orientation. Implications of the results for the study of work values and job choice are discussed.

Gender as a Determinant of Work Values Among University Students in Israel

Article

Full-text available

Jan 1998

Gender differences in work values, measured by the 25-item Manhardt scale (1972), were examined among 820 (391 male and 429 female) undergraduate students at Ben-Gurion University of the Negev, Israel. Male and female students differed on 9 items. The single students' scores were similar to the scores of the total sample; among married students, there were gender differences on only 3 items. In the Faculty of Humanities and Social Sciences, male and female students differed on 13 items; in the Faculty of Engineering, they differed on 8 items; and in the Faculty of Medicine, they differed on 2 items. There was no consistent pattern of gender-based differences in work values. These findings show the need to control for background variables and field of study/occupation in examinations of gender-based differences in work values; they also indicate the need to revise and augment traditional explanations of gender differences in work values.

The impact of national culture and economic ideology on managerial work values: A study of the United States, Russia, Japan, and China

Article

Aug 1995

This study assesses the impact of business ideology and national culture on work values of managers in the United States, Russia, Japan, and China. The convergence/divergence/crossvergence framework is used to discuss the findings. Implications for international businesses are drawn regarding the applicability of multilocal or global strategies for corporate culture.

Calling and vocation at work: Definitions and prospects for research practice

Article

A Multivariate Theory of God Concept, Religious Motivation, Locus of Control, Coping, and Spiritual Well-Being

Article

Dec 2004

A previous factor analytic study of the same data set was published as an incremental validity study of a new scale (Wong-McDonald & Gorsuch, 2000). The current analysis examines the multivariate domains of God concepts, motivation, religious coping, and locus of control for the prediction of Spiritual Well-Being. Questionnaires were completed by 151 Christian undergraduates. A traditional benevolent conceptualization of God and Intrinsic motivation were found to relate to greater Spiritual Well-Being (SWB). Moreover, Self-Directing coping associated negatively with SWB, while locus of control in God and Surrender coping related positively with it. Results indicate that acting independently from God relates to a lesser sense of Spiritual Well-Being, while reliance and intimacy with God contribute to greater well-being. Implications for Christian educators and counselors were discussed.

Sex and Gender Differences in Religiousness and Spirituality

Article

Mar 2008

Researchers have demonstrated that women participate more frequently than men in religious activities, and some have argued the differences may be attributable to gender orientation (feminine or masculine) rather than sex (female or male). The present study explored both gender and sex differences as they related to religious participation and spirituality among participants explicitly involved in religious activity. In contrast to previous studies, the data collected from 190 Christian adults revealed no statistically significant differences in religious participation between men and women nor among individuals categorized as feminine, masculine, or androgynous. Furthermore, men, women, and people from each gender orientation were equally aware of their relationship with God. The results suggest gender and sex differences within the psychology of religion are not as clear as previously proposed.

Work Values and Job Rewards: A Theory of Job Satisfaction

Article

Feb 1977

Arne L. Kalleberg

This paper attempts to develop a theory of job satisfaction which incorporates differences in work values and perceived job characteristics as key explanatory variables. It empirically examines the relationship between job satisfaction and the work values and job rewards associated with six dimensions of work--intrinsic, convenience, financial, relations with co-workers, career opportunities and resource adequacy. It is found that work values have independent effects on job satisfaction. The extent to which workers are able to obtain perceived job rewards is conceptualized to be a function of their degree of control over their employment situations. The paper also seeks to develop a framework which links the variation in the job satisfactions of workers to the factors that influence the degree of their control over the attainment of job rewards in American society. The analyses in this paper are based on data from the 1972-73 Quality of Employment Survey.

Religion and the Meaning of Work

Article

Jun 1994

Most studies of work focus almost exclusively on secular antecedents of "work commitment," "work involvement," and work as a "central life interest." We argue that religion also influences the way people think of work. We use data from 1,869 Protestants and Catholics to test a theory that includes six religious factors, five work conditions, and other personal attributes. Work-related factors have the most effect, followed by religion, especially religious commitment and social justice beliefs. Among personal attributes, education, family income, and gender have a significant effect on orientations toward work.

The Work Values of First-Year College Students: Exploring Group Differences

Article

Jun 2007
CAREER DEV Q

A sample of 3,570 first-year college students were surveyed regarding the factors they deemed most important to their long-term career choice. Students as a whole identified intrinsic interest, high salary, contributions to society, and prestige as their 4 most important work values. Additional analyses found men more likely to espouse extrinsic values, women more likely to espouse social values, and students from median parental-income groups more likely to espouse intrinsic values. In light of these results, counselors are encouraged to place a greater emphasis on the role of work values in the decision-making process.

The Salience of a Career Calling Among College Students: Exploring Group Differences and Links to Religiousness, Life Meaning, and Life Satisfaction

Article

Sep 2010
CAREER DEV Q

Religion, Spirituality, and Career Development in African American College Students: A Qualitative Inquiry

Article

Mar 2006
CAREER DEV Q

The authors explored through semistructured interviews the interrelationships of religion, spirituality, and career development in a sample of 12 African American undergraduate students. Using consensual qualitative research methodology (C. E. Hill, B. J. Thompson, & E. N. Williams, 1997), they identified 6 primary domains or themes related to these students' experiences in this regard, including (a) degree of identification as religious and/or spiritual, (b) parents' influence on religious and spiritual beliefs, (c) roles of religion and spirituality in participants' career development, (d) challenges in dealing with academic and career-related issues, (e) religious and spiritual strategies to deal with academic and career-related challenges, and (f) indicators of success in future career or occupation.

Spirituality, Religion, and Career Development: Current Status and Future Directions

Article

Sep 2006
CAREER DEV Q

Ryan D. Duffy

The growing interest in the role that spirituality and religion play in mental health has spawned research investigating the relationships between spirituality, religion, and career development. To date, only a limited number of studies have explored these variables in tandem, but generally these investigations have found aspects of spirituality and religion to relate positively to career decision self-efficacy, career values, and job satisfaction. Theoretical models that explore the connection between these variables are outlined, and future research directions and counseling implications are suggested.

A Study of Cynicism, Personality, and Work Values

Article

Nov 2012
J PSYCHOL

Kanter and Mirvis (1989) reported that 43% of Americans are cynical and that confidence in business and leadership has fallen from approximately 76% in the late 1960s to about 15% today. The purpose of the present study was to investigate interrelationships among cynicism, depersonalization, estrangement, work values, and basic personality traits. College students (N = 106) completed the 16PF (Cattell, Eber, & Tatsuoka, 1970), Gordon's (1978) Personal Profile-Inventory, Coopersmith's (1967) Self-Esteem Inventory (SEI), and a Life Attitudes Questionnaire containing the Kanter and Mirvis cynicism scales, four measures of work values (Buchholz, 1977), and some new items. Cynical students believed that workers are exploited and alienated from productive activity (Marxist exploitive belief system, r = .40; Buchholz). Unexpectedly, cynicism was positively correlated with the Buchholz Protestant Work Ethic Scale (r = .44), negatively correlated with selfesteem (r = −.39), and not correlated with the basic personality traits. Depersonalization and estrangement were related to personality characteristics such as neuroticism, high anxiety, and low leadership potential.

Work Values and Job Satisfaction

Article

Jul 2010
J PSYCHOL

Robert Knoop

To test Herzberg's (1966, 1987; Herzberg, Mausner, & Snyderman, 1959) motivator-hygiene theory, I examined the relationship between work values and job satisfaction. Educators (N # 386) from 18 Canadian secondary schools were asked to report the degree to which they experienced 16 work values and five dimensions of job satisfaction. Factor analysis suggested five sets of work values: intrinsic work-related, intrinsic work-outcome, extrinsic job-related, extrinsic job-outcome, and extrinsic people-related. Regression analyses identified the best predictors for each of the five dimensions of job satisfaction. The results support and extend Herzberg's theory. In addition to those identified by Herzberg, other factors contributed portions of variance to the five dimensions of job satisfaction.

Relations Among and Between Career Values and Christian Religious Values

Article

Jan 2002
Counsel Val

Empirical research and vocational theory indicate that values are important in career counseling and vocational choice. Development of these values is influenced by environmental factors, such as religion. However, there are few empirical investigations of the relation between religious values and career values. The purpose of this study was to investigate the relationship of career values to Christian religious values as they might be assessed in career counseling. Results indicate that there was some overlap between religious and career values, although only for specific extrinsic values.

Gender and Religiousness: Can Socialization Explanations Be Saved?

Article

May 2002

It has long been assumed in sociology that gender differences in religiousness are a product of differential socialization. Yet, there is little empirical support for this assumption. To address this gap in the literature, this study draws on an extensive investigation of the relationship between differential socialization and differential religiousness. Using the American General Social Surveys and the World Values Survey, this article analyzes the relationship between traditional gender attitudes and gender differences in religious beliefs and behavior. Surprisingly, these data show no relationship between the two. Therefore, a new set of hypotheses based on an alternative model involving risk preference is proposed. Results strongly support this new approach. Women are more religious than men to the extent that being irreligious constitutes risk-taking behavior. This model is able to predict differential religiousness in a wide variety of religious and cultural settings. Implications of these findings are discussed.

1999 Leona Tyler Award: Rene V. Dawis

Article

May 2001
COUNS PSYCHOL

Rene V. Dawis

Relation of Religious Support to Career Decision Self-Efficacy in College Students

Article

Apr 2008
J CAREER ASSESSMENT

This study examined the relation of religious support to social support, career exploration, and career decision self-efficacy (CDSE) in a sample of 133 undergraduate students involved in religious organizations. Religious support correlated significantly with social support and CDSE but not career exploration. Regression analyses indicated that religious support explained unique variance in CDSE, though results did not support the hypothesis that career exploration would mediate the relation of religious and social support to CDSE. Implications for future research are considered.

Personality, Vocational Interests, and Work Values of Medical Students

Article

May 2009
J CAREER ASSESSMENT

Interests, personality, and values figure prominently in work motivation, yet little research has examined the combined influence of these factors on vocational behavior. The present study therefore examined relationships among these variables in a sample of 282 medical students (169 women, 113 men) who responded to the Strong Interest Inventory, NEO Personality Inventory—Revised, and the Physician Values in Practice Scale. Supporting prior research, results indicated significant relationships between openness and artistic interests and between extraversion and enterprising interests, social interests, and management work values. Regression analyses indicated that personality and vocational interests predicted between 2% and 14% of the variance in each of six work values measured. Personality traits and vocational interests appear to play a meaningful, albeit limited, role in determining work values.

Women s ways of knowing: The development of self

Article

A psychological theory of work adjustment: An individual differences model and its application

Article

Jan 1984

Women Called: A Qualitative Study of Christian Women Dually Called to Motherhood and Career

Article

Sep 2005

The intersection between spirituality, motherhood and vocation is largely unexplored in contemporary writing and research. The cultural and religious messages received by women regarding motherhood and vocation often produce complicated dilemmas for women who seek to participate in both domains simultaneously. Even though working mothers represent a significant number of women in America, the stories, themes and voices of deeply spiritual career mothers have been largely silenced in literature. This phenomenological study looks into the lives of eleven Christian women who are mothers working across career disciplines in a liberal arts university setting. Four dominant themes emerged from the analysis, including the meaning of "calling," formative messages, the lived experience, and wisdom for the next generation. Though complex and demanding, overall these women were deeply satisfied and grateful for the opportunity to craft lives fulfilling longings to both motherhood and career. Implications for the community and future research are also addressed. (PsycINFO Database Record (c) 2012 APA, all rights reserved)

Intrinsic and Extrinsic Work Values and Career Maturity of 9th- and 11th-Grade Boys and Girls

Article

Apr 1987

Phyllis Post-Kammer

402 boys and 483 girls in Grades 9 and 11 completed the Career Maturity Inventory (CMI) and the Work Values Inventory. 11th-graders reported valuing 3 of the 6 intrinsic work values to a greater extent than did 9th-graders; few grade differences emerged relative to extrinsic work values. Sex differences were reported for ½ of the work values and for 3 of the CMI subscales. Girls valued Achievement and Variety to a higher extent and Security to a lesser extent than did boys; boys more highly valued Management, Economic Returns, and Independence, whereas girls more highly valued Altruism and Way of Life. (PsycINFO Database Record (c) 2012 APA, all rights reserved)

Relationships Between Adult Workers' Spiritual Well‐Being and Job Satisfaction: A Preliminary Study

Article

Apr 2006
Counsel Val

The authors studied the relationships between adult workers' spiritual well-being and job satisfaction. Two hundred participants completed 2 instruments: the Spiritual Well-Being Scale (C. W. Ellison & R. F. Paloutzian, 1982) and the Minnesota Satisfaction Questionnaire Short Form (D. J. Weiss, R. V. Dawis, G. W. England, & L. H. Lofquist, 1967). A bivariate correlational analysis showed spiritual well-being, religious well-being, and existential well-being to be positively related to job satisfaction for this sample. With a forced-entry multiple regression analysis, overall spiritual well-being was found to have a moderate influence, existential well-being had a much stronger influence, and religious well-being had a minimal influence all on, general job satisfaction.

Religious Orientation, Mature Faith, and Psychological Distress: Elements of Positive and Negative Associations

Article

May 2005
J SCI STUD RELIG

There are substantial data exploring the link between religiousness and health, yet there is little consensus regarding the nature of the relationship between religiousness domains and mental health. The purpose of this study was to identify the types of mental health outcomes associated with religiousness domains. Participants included 251 (M= 19.02; range = 17–25) young adults who completed self-report measures of religiousness (Intrinsic, Extrinsic, and Quest Orientations, Faith Maturity Scale), and psychological distress subscales (SCL-90-R). We identified significant relationships between each of the religiousness measures and the SCL-90-R subscales and analyzed the relative contributions of each of the religiousness measures in predicting psychological distress with hierarchical multiple regression. The Faith Maturity Scale was a particularly robust predictor of positive and negative psychological adjustment. The specific pathways by which religiousness influences mental health outcomes remain to be elaborated in future research.

Work Values and Personality Traits as Predictors of Enterprising and Social Vocational Interests

Article

Jan 2004
PERS INDIV DIFFER

The present study investigated the incremental validity of work values to predict enterprising and social vocational interests over and above personality traits in a sample of 178 undergraduate commercial engi-neering or commercial sciences seniors. Twelve work values, defined as broad tendencies to prefer general job characteristics, were operationalized as the extent to which people assign importance to a range of job characteristics when thinking about an ideal work situation. Personality traits were assessed with the Dutch authorized adaptation of the NEO-PI-R (Costa & McCrae, 1992; Hoekstra et al., 1996). Enter-prising and Social vocational interests were assessed with three-item scales representing job titles. Although, the majority of the work values were related to the Five Factor Model-traits, correlations were modest to moderate, not exceeding 0.44. The results of the stepwise hierarchical multiple regression ana-lyses show that work values have incremental validity over and above the FFM-traits to predict enter-prising and social vocational interests. Enterprising interests are predicted by Extraversion, whereas Social interests are predicted by Openness. The work values Influence and Team respectively further add posi-tively and negatively to the prediction of Enterprising vocational preferences, while interest in Social occupations is additionally characterized by putting less weight on Earnings. The discussion focuses on the validity of work values and personality traits for vocational and career streaming.

The Structure of Work Values: A Cross Cultural Comparison

Article

Jan 1991
J ORGAN BEHAV

Several years ago a research project on work values was originated. The study strived to examine the relative importance of work value items and to analyze the structure of the domain for samples from various cultural environments. A facet definition of work values was suggested that provided guidelines for constructing the Work Values Questionnaire and the formulation of hypotheses regarding the structure of relationships among components of work values. Based on data collected from 2280 respondents in eight countries the hypotheses were tested by means of Guttman's Smallest Space Analysis. The results support the hypotheses. An empirical double-ordered conceptual system, a radex structure, was obtained in each of the samples reflecting the facets of the definition: modality of outcome — cognitive, affective and instrumental, and system - performance contingency — reward, resource. In terms of the issue of cultural differences the results indicate the presence of cultural differences in the rating of a limited number of specific values. These differences are only minor variations within a much broader pattern of structural similarity. The fact that essentially the same structure was obtained in eight independent samples lends substantial support to the definitional framework of work values suggested.

Religion and Spirituality in the Meaning–Making and Coping Experiences of African American Women: A Qualitative Analysis

Article

Dec 2002
PSYCHOL WOMEN QUART

Jacqueline Mattis

This qualitative study examines the ways in which African American women use religion/spirituality to cope and to construct meaning in times of adversity. Content analysis of the narratives of a sample of African American women respondents (n= 23) revealed a set of eight nonoverlapping themes that explicate religiosity/spirituality’s role in meaning–making and coping. Findings suggest that religion/spirituality help women to (1) interrogate and accept reality, (2) gain the insight and courage needed to engage in spiritual surrender, (3) confront and transcend limitations, (4) identify and grapple with existential questions and life lessons, (5) recognize purpose and destiny, (6) define character and act within subjectively meaningful moral principles, (7) achieve growth, and (8) trust in the viability of transcendent sources of knowledge and communication. Narrative examples are used to elucidate each theme. Findings point to the importance of relationships and intimacy in the meaning–making enterprise. Implications for theory and practice are discussed.

Organizational Citizenship Behaviours in Relation to Job Status, Job Insecurity, Organizational Commitment and Identification, Job Satisfaction and Work Values

Article

Mar 2004
J OCCUP ORGAN PSYCH

This study investigated organizational citizenship behaviours (OCBs) in a sample of 154 school teachers from Victoria, Australia, of whom 101 were in permanent employment and 53 on fixed-term contracts. Participants completed measures of OCBs, job insecurity, organizational commitment, organizational identification, job satisfaction and work values relating to influence, variety and skill utilization. Results showed that the contract teachers reported more job insecurity and more OCBs compared to the permanent teachers. OCBs were positively related to perceived job insecurity and negatively related to opportunities to satisfy influence and skillutilization work values for the contract teachers, and positively related to organizational commitment, organizational identification and to opportunities to satisfy variety and skill-utilization work values for the permanent teachers. Results were discussed in relation to the different functions that OCBs were assumed to serve for both groups of teachers and the possibility of conceptualizing OCBs using a motivational analysis that takes account of expectations and goal structures.

Theorizing Religious Effects Among American Adolescents

Article

Mar 2003
J SCI STUD RELIG

Christian Smith

A large body of empirical studies shows that religion often serves as a factor promoting positive, healthy outcomes in the lives of American adolescents. Yet existing theoretical explanations for these religious effects remain largely disjointed and fragmented. This article attempts to formulate a more systematic, integrated, and coherent account of religion's constructive influence in the lives of American youth, suggesting nine key factors (moral directives, spiritual experiences, role models, community and leadership skills, coping skills, cultural capital, social capital, network closure, and extra–community links) that cluster around three key dimensions of influence (moral order, learned competencies, and social and organizational ties).

Does Masculinity Thwart Being Religious? An Examination of Older Men’sReligiousness

Article

Sep 2002
J SCI STUD RELIG

Previous work shows a significant relationship between gender orientation and being religious in samples of college–age and adult men. Before entering later life, men with a feminine orientation have greater religious involvement than other men. In a sample of older men from three Massachusetts counties, this study assessed the bearing of men’sgender orientation and gender ideology on their religious involvement. Gender orientation more than masculinity ideology was found to be a reliable predictor of older men’sreligiousness. Similar to studies of younger men, a feminine orientation was a significant determinant of the older men’s religious participation, commitment, and intrinsic orientation. Older men who define self in very masculine terms, however, engaged in a quest religiosity. When the masculinity ideology contains norms that prescribe the virtues of a traditional masculinity and acquiring status, men’s religious orientation was extrinsic (or means) oriented. These important findings are discussed in terms of how masculinity is at times a barrier to men’s private devotion and at other times can be a trigger to questing.

Toward a Psychology of Religion, Spirituality, Meaning-Search, and Aging: Past Research and a Practical Application

Article

Jan 2002

Lauren Seifert

The current work is a combined review of several major theoretical issues in religious gerontology and of related research findings. It is intended to briefly inform, rather than to serve as a comprehensive review of the literature. The current author's primary goals are to put-forth points of information about contemporary terminology, to conceptualize motives for meaning-search at any age, to synthesize a few major findings and associated flaws in the research, and to describe a practical approach to the psychology of religion and spirituality (i.e., coping outcomes research). Within the current work, the reader is directed to sources of extensive reviews of data and of broader theoretical debates.

The presence of and search for a calling: Connections to career development

Article

Jun 2007

The current study explored the relationship of the presence of, and search for, a calling to the career development of 3091 first year college students. The presence of a calling correlated positively with decidedness, comfort, self clarity and choice-work salience and correlated negatively with indecisiveness and lack of educational information. The search for a calling correlated negatively with decidedness, comfort, self clarity, and choice-work salience and correlated positively with indecisiveness and lack of educational information. Hierarchical regression analyses revealed that for both career decidedness and choice comfort, the calling variables taken together added 8% and 5% variance, respectively, above and beyond that accounted for by self clarity, choice-work salience, indecisiveness, and lack of educational information. It is suggested that future research investigate the potential sources of a career calling and counselors be open to exploring this construct with individual clients.

Sex Differences in Work Values

Article

Feb 1986

Sex differences in work values were investigated among 202 advanced undergraduate business students. Significant sex differences (p < .001) were found on 18 of 25 values using the P. J. Manhardt (1972, Personnel Psychology, 25, 361–368), scale with women rating 12 of these values higher than men. Some of the significant differences were consistent with stereotypical male and female value patterns (e.g., advancement and taking risks for men and comfortable work environment and pleasant associates for women), while others were in contrast to such stereotypes (e.g., security and leisure time for men and accomplishment and development of knowledge/skills for women). It was hypothesized that men and women with the same career orientation (i.e., those who ranked career, family, etc., as their primary source of life satisfaction) would not differ significantly in their work value preferences. No support was found for this hypothesis. Finally, despite item differences, there appears to be a clear trend toward similarity of the patterns of preferences in the importance of work outcomes among women and men. Rankings of work values from the present study and two previous studies, spanning approximately 16 years, indicated an average rank-order correlation between the rankings of men and women of .75 (p < .001).

The relationship between spirituality, religiousness, and career adaptability

Article

Dec 2005

The present study examined the relationship between spirituality, religiousness, and career adaptability using a sample of undergraduate students (N = 144). We proposed that higher levels of religiousness and spirituality would predict higher levels of career adaptability, defined in this study by career decision self-efficacy and career choice commitment. Results partially confirmed the hypothesis as intrinsic religiousness and spiritual awareness served as significant predictors of career decision self-efficacy. In addition, extrinsic religiousness-personal served as a significant predictor for tendency to foreclose on career choices. The results indicate that individuals who have a strong spiritual relationship with a higher power and are religious due to intrinsic motivation tend to be more confident in their ability to make career decisions and are open to exploring a variety of career options. Theoretical and practical implications of the results are discussed and future research directions are proposed.

Statistical power ANALYSIS for the Behavioral sciences

Article

Jan 1988
J AM STAT ASSOC

Jacob Cohen

Incluye bibliografía e índice

Locus of control, religious values, work values and social policy choices /

Article

Carolyn Kasprzak. Falkowski

Thesis (Ph. D.)--Louisiana State University, Baton Rouge, 2000.

On faith and work : the relationship between religiosity and work values /

Article

Typescript. Thesis (Ph. D.)--University of Missouri-Columbia, 2001. Vita. Includes bibliographical references (leaves 93-108).

The Daily Spiritual Experience Scale: Development, Theoretical Description, Reliability, Exploratory Factor Analysis, and Preliminary Construct Validity Using Health-Related Data

Article

Feb 2002

Spirituality and religiousness are gaining increasing attention as health research variables. However, the particular aspects examined vary from study to study, ranging from church attendance to religious coping to meaning in life. This frequently results in a lack of clarity regarding what is being measured, the meaning of the relationships between health variables and spirituality, and implications for action. This article describes the Daily Spiritual Experience Scale (DSES) and its development, reliability, exploratory factor analyses, and preliminary construct validity. Normative data from random samples and preliminary relationships of health-related data with the DSES also are included. Detailed data for the 16-item DSES are provided from two studies; a third study provided data on a subset of 6 items, and afourth study was done on the interrater reliability of the item subset. A 6-item version was used in the General Social Survey because of the need to shorten the measure for the survey. A rationale for the conceptual underpinnings and item selection is provided, as are suggested pathways for linkages to health and well-being. This scale addresses reported ordinary experiences of spirituality such as awe, joy that lifts one out of the mundane, and a sense of deep inner peace. Studies using the DSES may identify ways in which this element of life may influence emotion, cognition and behavior, and health or ways in which this element may be treated as an outcome in itself a particular component of well-being. The DSES evidenced good reliability across several studies with internal consistency estimates in the .90s. Preliminary evidence showed that daily spiritual experience is related to decreased total alcohol intake, improved quality of life, and positive psychosocial status.

Spirituality, Religion, and Work Values

Abstract

No full-text available

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