Cet article fait la revue de la littkrature concernant les valeurs et le travail, en examinant les Ctudes sur (1) la structure des valeurs, (2) les profils et configurations de valeurs, et (3) le changement de valeurs. Des Ctudes sur la structure des valeurs ont essay6 de trouver des "dimensions de base" relatives aux valeurs en analysant les relations empiriques existantes entre des mesures de valeurs dans diff6rentes populations. Ainsi apparaissent des convergences IimitCes entre de telles dimensions de base. Par voie de conskquence la theorie des valeurs a peu offrir si ce n'est qu'un bricolage de modkles structurels. D'autres Ctudes ont montrC que les nations, les pays et d'autres cat6gories sociales, manifestent des profils et configurations de valeurs distincts. A cause d'un manque de recherche th6orique les origines de ces diffCrences sont encore ma1 comprises. Cela vaut aussi pour la recherche sur les changements de valeurs 21 travers le temps. La plupart des chercheurs sur les valeurs semblent avoir adopt6 un champ d'exploration Ctroit en se concentrant sur les valeursper se plutbt que sur le rble des valeurs au regard d'une thCorie sociale ou comportementale. Tout ceci peut avoir restreint la pertinence de la recherche sur les valeurs en psychologie appliquCe. Pour identifier les lacunes de notre connaissance actuelle, il est prCsent6 un modble intkgrateur qui recouvre trois ClCments (valeurs gCnCrales, valeurs de travail, et activitCs de travail) et trois niveaux (pays, groupes, et individus). Ce mod$le peut aussi servir a cadrer la recherche sur les besoins en psychologie appliquee. This article reviews the literature concerning values and work, examining studies on (1) the structure of values, ( 2 ) value profiles and patterns, and (3) value change. Studies on the structure of values have tried to find "basic value dimensions", analysing empirical relationships between value measures in Requests for reprints should be sent to Professor Robert Roe. Work and Organization Research Centre, Tilhurg IJniversity, P.O. Box 90153, 5000 LE Tilhurg, The Netherlands. 0 1999 International Association of Applied Psychology 2 ROE AND ESTER differentpopulations. There appears to be limited convergence between such "basic dimensions". As a result, value theory has little to offer but a bricnluge of structural models. Other studies have shown nations. countries, and other social categories to display distinct value profiles or patterns. Due to a lack of theoretical research the origins of such differences are still poorly understood. The same is true for research on changes in values over time. Most value researchers seem to have adopted a narrow focus, concentrating on values per se rather than on the role of values in social or behavioural theory. This may have restricted the relevance of value research for applied psychology. To identify the gaps in our current knowledge an integrative model is presented which covers three elements (general values, work values, and work activities) and three levels (country, group...

Abstract. Almost thirty years ago Lipset published his well‐known article ‘Democracy and working‐class authoritarianism’. His central thesis is that the working class more than other social classes, is predisposed to authoritarian and anti‐democratic attitudes. Several authors have criticized this thesis, especially by questioning Lipset's concept of democracy. Our approach is somewhat different in that in our opinion Lipset's conceptualization and measurement of social class is inaccurate and inappropriate. Using an empirical class model elaborated by Eric Olin Wright, our findings do not show that the working class is more authoritarian than other social classes. Education and not social class seems to be the most important factor. It is concluded that the measurement of social class is crucial to whether the theory of working‐class authoritarianism is empirically supported or not. Some theoretical consequences are briefly discussed.

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Using the European Establishment Survey of Working Times, we derive a typology of firms based on the mix of flexible working time practices they employ. Six flexibility profiles are distinguished, each representing a considerable proportion of establishments. The typology not only differentiates between more and less flexible firms, but also between the focus of the practices firms adopt, stressing that flexibility is not a one-dimensional concept. We also investigate what firm characteristics are good predictors of the adoption of a certain flexibility profile and how the profiles are related to performance and perceived HRM bottlenecks.

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