an article by Melanie E. Leuty (University of Southern Mississippi, Hattiesburg, USA) and Jo-Ida C. Hansen (University of Minnesota, Minneapolis, USA) published in Journal of Career Assessment Volume 21 number 2 (May 2013)
Abstract
The current study used work values components (WVC) to examine the relationship between work values, vocational interests, personality, and personal values.
Most intercorrelations between work values and other constructs were in the small effect range. Overall correlations between scale scores provided evidence of convergent and discriminant validity for values scales. Results of hierarchical multiple regression analyses suggested personal values were the most significant predictor of WVC. Interests and personality also contributed a small amount of additional variance in predicting work values.
Overall, results suggested that other variables (e.g., personal values, vocational interests, and personality) accounted for 22% (Autonomy) to 48% (Status) in WVC.
Results supported growing evidence of construct validity for work values, given study findings. Implications for the study of values and career counselling interventions are discussed.
Showing posts with label work_values. Show all posts
Showing posts with label work_values. Show all posts
Thursday, 6 June 2013
Tuesday, 13 November 2012
Interests, Work Values, and Occupations: Predicting Work Outcomes With the WorkKeys Fit Assessment
an article by Kyle B. Swaney, Jeff Allen, Alex Casillas, Mary Ann Hanson and Steven B. Robbins (ACT, Inc., Iowa City, USA) published in Journal of Career Assessment Volume 20 Number 4 (November 2012)
Abstract
This study examined whether a measure of person-environment (P-E) fit predicted worker ratings of work attitudes and supervisor ratings of performance.
After combining extant data elements and expert ratings of interest and work value characteristics for each occupation in the O*NET system, the authors generated a “Fit Index” – involving profile correlations between individual interest and work value score profiles and corresponding occupational profiles – for each occupation.
The authors then conducted an extensive field study of 503 adult workers and 219 supervisors. The construct validity of the fit scores was supported by the patterns of over 477,000 scores across same, similar, and dissimilar occupations.
Results also supported the association of person–occupation fit with desirable work attitudes and outcomes, and the incremental validity of fit when including a measure of integrity. These results add support to the idea that P-E fit can be useful in personnel staffing.
Abstract
This study examined whether a measure of person-environment (P-E) fit predicted worker ratings of work attitudes and supervisor ratings of performance.
After combining extant data elements and expert ratings of interest and work value characteristics for each occupation in the O*NET system, the authors generated a “Fit Index” – involving profile correlations between individual interest and work value score profiles and corresponding occupational profiles – for each occupation.
The authors then conducted an extensive field study of 503 adult workers and 219 supervisors. The construct validity of the fit scores was supported by the patterns of over 477,000 scores across same, similar, and dissimilar occupations.
Results also supported the association of person–occupation fit with desirable work attitudes and outcomes, and the incremental validity of fit when including a measure of integrity. These results add support to the idea that P-E fit can be useful in personnel staffing.
Friday, 14 October 2011
Understanding the importance of work: the effects of work values and work-value congruence
an article by Başak Uçanok published in European Journal of Cross-Cultural Competence and Management Volume 2 Number 1 (2011)
Abstract
The main purpose of this study is to understand the importance that is attached to work by analysing the link between work-related values and attitudes. In this respect, it is hypothesised that work values significantly predict work centrality and that this relationship is moderated by work-value congruence. Work-value congruence is conceptualised on the premise that different work values have varying degrees of influence on work centrality. It is proposed that as the distance between the act of working and the value it relates to (work-value congruence) differ, the relation between values and work centrality will change accordingly. In the study, work values have proved to act as an important predictor of work centrality. It is suggested that, work-value congruence be treated as an independent variable in future work-related research. The results are discussed along with gender differences for work values.
Abstract
The main purpose of this study is to understand the importance that is attached to work by analysing the link between work-related values and attitudes. In this respect, it is hypothesised that work values significantly predict work centrality and that this relationship is moderated by work-value congruence. Work-value congruence is conceptualised on the premise that different work values have varying degrees of influence on work centrality. It is proposed that as the distance between the act of working and the value it relates to (work-value congruence) differ, the relation between values and work centrality will change accordingly. In the study, work values have proved to act as an important predictor of work centrality. It is suggested that, work-value congruence be treated as an independent variable in future work-related research. The results are discussed along with gender differences for work values.
Friday, 12 December 2008
A Psychometric Evaluation of Super's Work Values Inventory—Revised
an article by Carrie H Robinson and Nancy E Betz (The Ohio State University) in Journal of Career Assessment Volume 16 Number 4 (2008)
Abstract
This study describes the psychometric evaluation of Super's Work Values Inventory—Revised (SWVI-R), an instrument comprised of 12 scales measuring the relative importance placed on the following work-related value dimensions:
Abstract
This study describes the psychometric evaluation of Super's Work Values Inventory—Revised (SWVI-R), an instrument comprised of 12 scales measuring the relative importance placed on the following work-related value dimensions:
AchievementThese Work Values scales were internally consistent and showed predictable patterns of gender differences and similarities. Racial/ethnic differences in the relative emphasis placed on work values were also explored in this study. The factor analysis yielded four theoretically consistent underlying factors, as follows:
Coworkers
Creativity
Income
Independence
Lifestyle
Mental Challenge
Prestige
Security
Supervision
Work Environment
Variety
EnvironmentFurthermore, the scales and factors of the SWVI-R were related to the broader cultural value systems of individualism and collectivism. In addition, the Work Values scales demonstrated adequate discriminant validity with two aspects of social desirability. Limitations of this study are discussed, along with further research on and potential uses for this inventory.
Esteem
Excitement
Safety
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