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.

Work values have received a significant amount of attention from organizational researchers. This study performed an exploratory factor analysis of data collected from working persons living in the Tokyo metropolitan area. It identified four basic work values: accomplishment, contribution, power and authority, and monetary rewards. This study also examined the effects of gender, marital status, and generation on work values. The results revealed that males had higher levels of work values than females, except for monetary rewards. Married persons demonstrated higher levels of work values than unmarried persons did. Age exerted complicated effects on each work value. This study proposes some implications for practical applications of the results for human resource management and provides suggestions for future research.

A variety of reasons why workers exhibit organizational citizenship behaviors (OCBs) have been discussed; one that has received limited attention is that certain of workers' work values (i.e., their OCB-related ones) cause them to take certain types of discretionary contributions to organizations for granted. We investigate the effects of workers' careers and family situations on OCB-related work values by examining data collected from 6,860 Japanese 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 to expectations. Some implications for future research are also discussed.

Abstract"Freeters" is a term used to describe workers who are employed in non-regular jobs. Freeters-unlike, for example, housewives or students-have no other primary roles in society. This article focuses on the effects of age on work satisfaction and compares the moderating effects of regular employees' and freeters' skill evaluation on age-satisfaction relationships. A hierarchical regression analysis based on data collected from 6,860 regular employees and 678 freeters demonstrated that age exerted a positive impact on regular employees' work satisfaction. However, age exerted a negative impact on freeters' work satisfaction. Further, the negative impacts of age were moderated by skill evaluation, such that the negative impact of age was much weaker when freeters highly evaluated their own skills.