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International Journal of Business and Management; Vol. 11, No. 7; 2016
ISSN 1833-3850 E-ISSN 1833-8119
Published by Canadian Center of Science and Education
237
Work Values of Jordanian Fresh Graduates
Marwan Al-Zoubi1
1 Department of Psychology, Faculty of Arts, University of Jordan, Amman, Jordan
Correspondence: Marwan Al-Zoubi, Department of Psychology, Faculty of Arts, University of Jordan, Amman
11942, Jordan. Tel: 962-6535-5000 ext. 24977. E-mail: m.al-zoubi@ju.edu.jo
Received: November 4, 2015 Accepted: May 8, 2016 Online Published: June 18, 2016
doi:10.5539/ijbm.v11n7p237 URL: http://dx.doi.org/10.5539/ijbm.v11n7p237
Abstract
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.
Keywords: work values, fresh graduate, career guidance
1. Introduction
Work values are preferences and needs related to working environment. These values are a part of a person’s
core beliefs and give meaning to the person’s career and life. They represent the person beliefs about the level of
desirability of various aspects of work such as the importance of pay, independence, teamwork, accomplishment,
excitement, and prestige (Martin & Osterling, 2014, Chen & Kao, 2012; Lyons, Higgins, & Duxbury, 2010;
Allport, Vernon, & Lindzey, 1960).
Values are a complex form of attitudes and beliefs and very helpful in the analysis of human behavior. Therefore,
some researchers define values as general goals that an individual tries to attain (Super, 1995) while others
indicted that work values is an organizing construct, which involves the priority placed on various aspects of
work, jobs and the workplace (Elizur, 1984; Lyons, Higgins, & Duxbury, 2010; Roe & Ester, 1999).
It is widely recognized that values cannot be measured directly but rather can be rated by analyzing the
preferences that a person considers important and have a value (Arnoled, 2005). Thus, self-rating methodology is
widely used in identifying work values. Accordingly, many questionnaires and self-assessment tools have been
developed such as Manhardt’s (1972) Work Values Inventory, the Minnesota Importance Questionnaire (MIQ;
Rounds, Dawis, Lofquist, & Weis, 1981), Super's Work Values Inventory Revised (SWVI-R; Zytowski, 2006),
and The Lyons Work Value Survey (LWVS; Lyons et al, 2010).
Despite many different labels, measures and conceptualizations, the various aspects included in the work values
domain fall into two broad categories:
(1) Internal work values, which relate to person’s preferences of personal growth such as career development,
independence, ability to influence and control.
(2) External work values, which reflect issues related to work environment and policy such as pay, job security,
serving others and opportunity for teamwork.
There are many benefits of identifying work values for new employees. Workplace values have proved to show a
direct impact on work attitudes. Some studies indicated that work values are an important predictor of job
satisfaction (Hegney, Plank, & Parker, 2006; Froese & Xiao, 2012) and organizational commitment (Howell,
Kirk-Brown, & Cooper, 2012).
Additionally, work values are important in career counseling and vocational guidance. Research indicated that
values increase self-awareness and may influence career choices (Hirschi, 2008; Jin & Rounds, 2012; Ros,
Schwartz, & Surkiss, 1999). For example if the person is considering a career change then understanding work
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238
values is critical to identifying a new career path.
It has widely recognized that values are not fixed components rather they change and develop. The changes in
values have been observed in many countries across various job sectors and various cultures (Danis, Liu, &
Vacek, 2011). Values change has been attributed to several factors such as younger people attending university
courses (Bayrkova, 2015). For example, research indicated that university life might change person’s belief,
attitudes, and values. Therefore, work values may be an important component of vocational guidance. Most
universities’ job centers are always surveying work values of university students as well as fresh graduates
(Duffy & Sedlacek, 2007; Fletcher & Majour, 2004; Trintini & Muzio, 1995).
According to factors affecting values, research indicated that there is a number of demographic and personal
factors can affect work values such as gender, education, social and economic status, personality, family, and
parents’ nurturing style (Super, 1995). For instance, research indicted that there are differences among males and
females in work preferences (Ryckman & Houston, 2003). A study conducted by (Hagström & Kjellberg, 2007)
indicated that females rated Social relations and Altruism more important. Additionally, females’ ratings of
Benefits and career development and Influence were higher than males. Another study by (Byrakova, 2015)
studied the work values of Bulgarian university students indicated that females scored higher than males on
Advancement, Variety, Autonomy, Altruism, whereas males scored higher than females on Physical Prowess and
Authority.
Finally, clarifying values is important because values are indications of the qualities people desire and seek in the
activities in which they engage. Therefore, career guidance and counseling services in universities and
governmental agencies measure frequently work values and preferences of students and fresh graduates in order
to provide proper career guidance and career succession planning. Considering that Jordan is a developing
country with high number of graduates then a survey research about work values is a necessity. Such research
will provide information for career counselors and decision makers about students’ interests, motivations, and
attitudes toward work, and factors that influence their career choices. The current research is taking the initiative
of exploring work values of Jordanian fresh gradates.
Study Aims and Questions
Based on the above, the current study has two purposes, the first purpose is to study the work values of Jordanian
university fresh graduates and determine what the most and the least important work values are. Another
objective is to decide whether there are gender differences in work values preferences. More specifically, the
study aims to answer the following questions:
1) What are the work values of Jordanian fresh graduates (males and females) ordered from the most important
to the least?
2) Does gender affect the work values preferences of fresh graduates?
2. Methodology
2.1 Participants
Participants were 1109 individuals. The average age is 23 years. 64.9% (n= 720) of the total sample were
females and 35.1% (n=389) were males. All participants were fresh university graduate (less than two years) and
were unemployed in the time of data collection.
2.2 Tools
A special scale was developed for the purpose of this study. Considering literature review, aims of this study as
well as the Jordanian culture and needs; a scale of work values were developed that measures 10 dimensions
which are: (Service Orientation, Team Orientation, Influence, Creativity, Independence, Excitement, Career
Development, Financial Rewards, Security, and Prestige). These dimensions were chosen based on a number of
existed work values questionnaires such as Manhardt’s (1972) Work Values Inventory, the Minnesota Importance
Questionnaire (MIQ; Rounds, Dawis, Lofquist, & Weis, 1981), Super’s Work Values Inventory Revised,
(SWVI-R; Zytowski, 2006), and The Lyons Work Value Survey (LWVS; Lyons et al, 2010). The scale was
built on two factors: The first factor consists of five internal work values, which relate to person’s preferences of
personal growth, which are (influence, independence, career development, excitement, and control). The second
factor consists of five external work values, which reflect issues related to work environment and policy
(financial rewards, job security, service orientation, prestige and team orientation).
After piloting the initial version of the scale, the final version consists of 80 questions with 8 items for each
dimension. Responses were indicated on a 5-point Likert style scale as follows: (1= not important at all, 2 = not
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important, 3 = neutral, 4 = important, 5 = very important). The total score of items related to each dimension
presents the level of importance of the value, with a higher score indicating greater level of importance.
2.2.1 Validity of the Work Values Scale
The psychometric prosperities of the scale were extracted in an earlier pilot study and provided in a detailed
report (Al-Zoubi, 2012). The results of the pilot study indicated that the scale has a content validity (the scale
was validated by five psychologists and two HR mangers) and acceptable construct validity using items’
inter-correlation and exploratory factor analysis. To ensure the validity of the scale, we examined the scale
structure another time using Exploratory Factor Analysis (EFA) and sub-dimensions inter-correlation using the
current data. First, common factor analysis with principal axis factoring and oblique rotation was used, which
allowed the factors to be correlated. As shown in Table 1, a two-factor structure was identified by examining the
scree plot and retaining factors with Eigenvalues greater than one. EFA of the set of the 10 work aspects
produced two components (the internal work values and external work values). The factors model explained
51.88% of total variance. All items had loadings greater than (0.60) which provide additional evidence of
convergent validity.
Table 1. Exploratory factor analysis of the 10 work values scale (N=1109)
Dimension
Intrinsic values Extrinsic values communalities
Service orientation 0.762 0.646
Team orientation 0.777 0.622
Financial reward 0.624 0.749
Job security 0.672 0.730
Prestige 0.452 0.560
Excitement 0.884 0.669
Career development 0.752 0.453
Creativity 0.493 0.697
Independence 0.625 0.671
Influence 0.578 0.572
Note. Loadings < .40 are not shown.
The next step analysis was exploring the inter-correlations between work values to explore the inter-correlations
between dimensions which can be an indicator of structure validity of the scale. Table 2 provides the
inter-correlations matrix of the 10 work values.
Table 2. Inter-Correlations between the 10 work values
Dimension
1 2 3 4 5 6 7 8 9 10
Service orientation 1
Team orientation .74* 1
Influence .65* .60* 1
Creativity .56* .52* .70* 1
Independence .44* .47* .58* .24* 1
Excitement .53* .52* .63* .65* .54* 1
Career development .41* .48* .48* .58* .41* .42* 1
Financial reward .29* .34* .43* .32* .45* .34* .36* 1
Job security .29* .38* .29* .19* .35* .13* .36* .46* 1
Prestige .39* .41* .58* .40* .50* .44* .32* .55* .35* 1
** Correlation is significant at the 0.01 level (2-tailed).
The results in Table 2 indicate that all work values were positively inter-correlated. Some of the work values
have strong correlations such as service orientation and teamwork orientation (r = 0.74) (i.e. internal work
values), creativity and influence (r = 0.70) (i.e. external work values). However, other dimensions were poorly
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correlated such as job security and independence (r = 0.13). These results indicate that the current questionnaire
has sound convergent validity.
2.2.2 Reliability of Work Values Questionnaire
In terms of reliability, the (b) coefficients indicated that the internal consistency of the sub-scales is acceptable (b
= 0.67-0.91). Table 3 provides results of the internal consistency coefficients for the 10 work values on the
current sample using Cronpach Alpha formula.
Table 3. Internal consistency coefficients for the work values scale
Dimension name b
Service Orientation 0.75
Team Orientation 0.71
Influence 0.76
Creativity 0.77
Independence 0.64
Excitement 0.74
Career Development 0.73
Financial Rewards 0.66
Job Security 0.60
Prestige 0.81
2.3 Procedures
The sample was collected in 2013 by using local universities alumni records, advertisement in the local
newspapers, formal websites and social media. Fresh graduates were informed of an opportunity to have a
comprehensive assessment that may increase their awareness of their abilities and increase their employment
chances. The comprehensive assessment consists of a full day assessment that includes completing various
personality measures, cognitive tests, attitudes scales and behavioral assessments.
All tests and activities were completed in a special assessment center that contained 15 computers and a data
show for instructions. Tests and questionnaires were applied in small groups ranging from 5-15 individuals.
Three assistants were recruited to give instructions and supervise the procedures. All assistants received a
comprehensive training to answer all participants’ questions as well as administrate all tests and assessment
activities. All instructions were included in a manual which became the standardized procedures for giving
instructions and delivering assessment activities.
Individuals were asked to complete the work values scale along with other scales and tests. The scale was fully
computerized (answering questions, marking and reporting). The scale took around 15 minutes to complete.
Each individual participated in the assessment center received 10-page report about his/her potentials as well as a
compensation for transportation ($5).
2.4 Statistical Analysis
Statistical analysis was based on average and Standard Deviation (SD) for the raw scores of the work values
subscales. Descriptive statistics were produced for all work values. The first question was answered by
generating cross tabulation statistics (mean & SD) and the second question was answered using independent
samples T test.
3. Results
The aim of the study was to explore the work values of university fresh graduate as well as the effect of gender
on values preferences. The following analysis presents the main results.
The first analysis was a descriptive one to show the mean and standard deviations of the sample according to
their work values preferences. Table 4 provides means and standard deviations for the 10 values examined in this
study using the total sample while tables 5 and 6 provide descriptive statistics for males and females samples
separately.
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Table 4. Work values of the total sample ranked from the highest to lowest
Dimension N Minimum Maximum Mean Std. Deviation Rank
Career Development 1109 10 40 35.85 3.83 First
Financial Rewards 1109 10 40 32.81 2.95 Second
Creativity 1109 10 40 32.13 4.83 Third
Security 1109 10 40 32.02 2.53 Forth
Team Orientation 1109 10 40 31.95 4.12 Fifth
Service Orientation 1109 10 40 31.04 4.34 Sixth
Influence 1109 10 40 30.42 6.37 Seventh
Independence 1109 10 40 30.16 4.24 Eighth
Prestige 1109 10 40 27.91 5.23 Ninth
Excitement 1109 10 40 27.52 6.26 Tenth
Table 5. Work values of the male sample ranked from the highest to lowest
Dimension N Mean Std. Deviation Rank
Career Development 1109 36.30 3.37 First
Security 1109 34.68 2.48 Second
Financial Rewards 1109 33.60 2.84 Third
Creativity 1109 32.96 4.53 Forth
Team Orientation 1109 31.97 4.00 Fifth
Influence 1109 31.06 6.20 Sixth
Service Orientation 1109 31.00 4.35 Seventh
Independence 1109 29.81 4.36 Eighth
Prestige 1109 28.62 5.26 Ninth
Excitement 1109 27.91 5.97 Tenth
Table 6. Work values of female sample ranked from the highest to the lowest
Dimension N Mean Std. Deviation Rank
Career Development 1109 35.61 4.04 First
Security 1109 35.15 2.55 Second
Financial Rewards 1109 32.64 2.97 Third
Team Orientation 1109 31.93 4.19 Forth
Creativity 1109 31.67 4.92 Fifth
Service Orientation 1109 31.06 4.34 Sixth
Independence 1109 30.29 4.18 Seventh
Influence 1109 29.85 6.38 Eighth
Prestige 1109 27.53 5.17 Ninth
Excitement 1109 27.08 6.39 Tenth
Tables 4-6 demonstrate the results of descriptive statistics of the work values scale. Means of the work values on
the total sample ranged from 27 to 36 and standard deviations between 2.53 and 6.39. The most important work
values for fresh graduates from the highest to the lowest were: career development (M = 35.85, SD = 3.83),
financial rewards (M=32.81, SD= 2.95) and creativity (M = 32.13, SD = 4.83) while the least important values
were for job that provide independence (M = 30.16, SD = 4.24), prestige (M = 27.91, SD = 5.23), and
excitement (M = 27.52, SD = 6.26).
Additionally, there were differences in the importance level of work values according to the sex of respondents.
For example, males valued more influence and prestigious jobs in comparison with female sample while females
valued higher level of independency. However, other dimensions have almost the same mean such as service
orientation, teamwork orientation and service orientation.
The final analysis was about answering the second question of the study, which is about the effect of gender on
work values preferences. Independent sample T tests were used to answer the question and Table 7 provides the
results of the analysis.
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Table 7. Results of T test analysis for the difference between females and males
Dimension Groups N Mean T test Mean difference
Service Orientation Male 389 31.00 0.24 0.06
Female 720 31.06
Team Orientation Male 389 31.97 0.15 0.04
Female 720 31.93
Influence Male 389 46.60 4.58* 1.82
Female 720 44.78
Creativity Male 389 32.96 4.26* 1.28
Female 720 31.67
Independence Male 389 29.91 -1.425 0.67
Female 720 30.29
Excitement Male 389 34.89 2.620* 1.03
Female 720 33.86
Career Development Male 389 36.30 2.883* 0.69
Female 720 35.61
Financial Rewards Male 389 21.00 3.866* 0.71
Female 720 20.29
Security Male 389 21.68 -1.852 0.51
Female 720 21.97
Prestige Male 389 28.62 3.341* 1.09
Female 720 27.53
* Significant at the 0.05 level (2-tailed).
The results in table 6 indicate that there are some significant differences in work values preferences between
males and females. Six work values out of the ten values measured in the current study have significant
differences. In all of the values that have significant differences, males preferred higher levels than females. The
strongest difference was for the ability to influence as male preferred more influence (T= 4.58, ∞ ≤ 0.05, mean
difference = 1.82), followed by creativity (T= 4.26, ∞ ≤ 0.05, mean difference = 1.28), prestige (T= 3.86, ∞ ≤
0.05, mean difference = 0.71), financial rewards (T= 3.34, ∞ ≤ 0.05, mean difference = 1.09), career
development (T= 2.88, ∞ ≤ 0.05, mean difference = 0.69), and excitement (T= 2.62, ∞ ≤ 0.05, mean difference =
1.03). However, the rest of work values have no significant differences.
4. Discussion
The aim of the study was to explore the work values of university fresh graduate in Jordan as well as the effect
of gender on values preferences. The results of the study indicated that Jordanian who have recently graduated
form university value the work that provide them with: fast career development, opportunity for financial
rewards, opportunity to be creative, job security, opportunity to work as a team, and opportunity to serve others,
while the least important values were for jobs that provide independence, prestige and excitement.
The order of the work values that young Jordanian graduates holds is representing the culture and economic and
social circumstances in Jordan. Young generation in general is very ambitious to build up their career, skills and
experience, therefore they value jobs that provide them with opportunity to build their skills, experiences and
develop their careers. Additionally, most of fresh graduates in Jordan are unemployed and were supported
financially by their parents. Therefore, they prefer jobs that provide them with financial rewards and security
even if it without prestige. Additionally, university fresh graduates are shaped with globalization and new work
trends so that, they hold values of teamwork and customer service orientation.
However, the unexpected work value that receives low importance was (excitement). In the normal cases, young
generation always looking for excitement and looking for job that provide them with fun and excitement which
reflect later on their involvement and motivation (Gahan, & Abeysekera, 2009). However, Jordanian fresh
graduates put this value in their least preferences (tenth) along with the value of prestige (ninth). These results
may be interpreted by the economic and social situation of Jordanian job market. The unemployment in Jordan is
very high and reached 14.7% according to the ministry of labor statistics in 2014. Additionally, Jordan job
market is full of refugees and foreign worker who compete Jordanians on jobs by taking lower wages. These
high numbers of unemployment and competitiveness may pushed graduates to skip the preferences of job
excitement and prestige and focus instead on jobs that provide them with career development, financial rewards
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and job security.
The other result in this study was about the differences in the importance level of work values according to the
sex of respondents. In general, males valued more the ability to influence and prestigious jobs in comparison
with females while females valued higher level of independency. In particular, the results of T test analysis
indicated that six work values out of the ten values measured in the current study have significant differences. In
all of the values that have significant differences, males preferred higher levels than females except the value of
independency in which females valued more jobs with higher levels of independency. In the rest of the work
values male valued more the ability to influence, ability to be creative prestigious jobs with opportunity of
financial rewards, and jobs with more opportunity for career development.
These results are inline with previous research which indicates that males ask for more influence and authority
and opportunity to be creative while females prefer higher level of independence and privacy (Bayrkova, 2015;
Ryckman, & Houston, 2003; Martin & Osterling, 2014, Chen & Kao, 2012; Lyons, Higgins, & Duxbury, 2010;
Hagström & Kjellberg, 2007). However, Jordanian culture is a masculine one, and may affect our results and
influence males to value jobs that have higher financial rewards as females are not expected to provide financial
help to the family, like the western culture, but males are.
The current results provide some practical applications for fresh graduates’ selection and career counseling. The
current study indicates that fresh graduates can be selected based on their work values. Such results may help in
selecting the right candidates as many studies indicated that work values could predict work performance
especially the values of service orientation and teamwork (Cook, 2009). In addition, the current findings might
be very helpful in career guidance. Fresh graduates usually look for different kinds of jobs and they are more
open to various offers. Therefore, values profile may help career counselors to orient fresh graduates to jobs that
suite their values and preferences.
Finally, the current study has several limitations, including: (a) measures variance as work values were measured
using self assessment techniques (b) lack of generalizability beyond our population of interest (fresh university
graduates). Given the different results reported by studies focusing on work values, future research is needed to
measure other work values and other populations that may help to understand the reasons for, as well as the
implications of, our findings.
Acknowledgments
The author would like to thank Innovation for Poverty Action (IPA), World Bank & Business Development
Center (BDC) for providing data for the current study.
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