A Comparison of Pre- and Postemployment Work Values

Pinfield, Lawrence T.

doi:10.1177/014920638401000310

Cited by 10 publications

(7 citation statements)

References 20 publications

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“…Sinisalo’s study focused on values among a sample of adolescents in the ninth grade of school in Finland, who all were 15- to 16-years old. In addition to country of origin differences, Sinisalo’s sample differs from the present sample in that participants were younger, had less education, and likely had less work experience, all variables that have been related to one’s development of work values (Cherrington et al, 1979; Johnson & Elder, 2002; Pinfield, 1984).…”

Section: Discussionmentioning

confidence: 62%

Work Values Across Generations

Hansen

Leuty

2011

Journal of Career Assessment

163

117

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Mainstream publication discussions of differences in generational cohorts in the workplace suggest that individuals of more recent generations, such as Generation X and Y, have different work values than do individuals of the Silent and Baby Boom generations. Although extant research suggests that age may influence work values, few of the assertions about generation differences have been tested by empirical research. The present study investigated work values, as measured by the Minnesota Importance Questionnaire, across three generations (Silent Generation, N = 371; Baby Boom, N = 1179; and Generation X, N = 139) while accounting for age. Results suggested that workers from the Silent Generation placed more importance on Status and Autonomy than did Baby Boom or Generation X workers. More recent generations (Baby Boom and Generation X) were found to place more importance on Working Conditions, Security, Coworkers, and Compensation. Additional analyses suggest that, while the measured differences among the three generations are small, generation influences work values more so than does age.

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Section: Discussionmentioning

confidence: 62%

Work Values Across Generations

Hansen

Leuty

2011

Journal of Career Assessment

163

117

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“…Most researchers seem to assume that work values do somehow derive from general values, but they are not very explicit about the causal nature of this process. Many studies have found general values to correlate with work values of a similar content (Kinnane and Gaubinger, 1963;Schwartz, 1999;Ros et al, 1999 (Kalleberg, 1977;Kanchier and Wally, 1989;Loscocco, 1989;Mottaz, 1986Mottaz, , 1988Pinfield, 1984;Walker et al, 1982;Wong and Chung, 2003;Wood et al, 2000).…”

Section: Values In the Context Of Workmentioning

confidence: 99%

Business managers' work value changes through down economies

Selmer

Littrell

2010

J of Chinese HRM

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Purpose -The purpose of this paper is to investigate changes in the relative importance to individuals of particular work values during the deterioration of external economic conditions. Design/methodology/approach -The paper employed longitudinal field survey techniques, comparing the change relative work value priorities at an initial and two subsequent points in time during dramatic economic swings in Hong Kong. The paper also evaluate needs hierarchies such as Maslow's and Elizur's, minimally adjusted for a Chinese cultural context for a theoretical framework for assessing the shifting importance of work values resulting from changing local economic conditions. Findings -The major contribution is the finding of statistically significant changes in the differing importance to individuals of particular work values during the deterioration of external economic conditions. The paper demonstrates that the needs hierarchy theories provide an appropriate framework for the shifting importance of work values resulting from local economic conditions. Research limitations/implications -The paper is in a single location, limiting generality of the results. All longitudinal studies are affected by panel attrition. Replication with larger samples and tracking of panel drop-outs are needed for theoretical development. Practical implications -These results have crucial implications for the effective management of business firms and their human resources in changing economic conditions, finding that work values of managers are not invariant but change with conditions. Originality/value -The majority of studies on work values of employees have been performed, analyzed, and interpreted in a vacuum, in isolation from consideration of critically import variables, the current, historical, and expected future economic environment of the employee. The paper finds work values change due to environmental circumstances; this effect has rarely been studied.

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“…While the focus on young adults was intentional (i.e., to examine additional values of younger workers), this limits the generalizabilty of the results. Prior research has suggested that work values may not be static and continue to change as individuals have more life experiences such as further education and work experiences (Cherrington et al, 1979;Johnson and Elder, 2002;Pinfield, 1984). Therefore, similar to the limitations of Super (1962) and Hirschi's (2008) work, results may not extend to other age groups.…”

Section: Strengths and Limitationsmentioning

confidence: 98%

Exploring Evidence of Validity for the Construct of Work Values

Leuty¹,

Hansen²

2011

PsycEXTRA Dataset

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Dedication My father's pride, unending support, and sage advice has helped motivate me to succeed throughout my life. Never demanding of high achievements, he only required that I do my best. He shared in my excitement to pursue a doctoral degree despite his disappointment that I chose to attend a school far from home. Unfortunately he wasn't able to witness the completion of my degree. I dedicate this dissertation to him. May peace be with you.

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A Comparison of Pre- and Postemployment Work Values

Cited by 10 publications

References 20 publications

Work Values Across Generations

Work Values Across Generations

Business managers' work value changes through down economies

Exploring Evidence of Validity for the Construct of Work Values

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