Concept analysis of nurses' work values

Abstract

This study aimed to clarify the nature and definition of nurses' work values. To this end, we adopted Walker and Avant's (2019) concept analysis procedure. We searched PubMed, CINAHL, Scopus, and Web of Science for previous literature that sampled nurses and nursing students published before September 2020. From 104 studies, 30 were analyzed. Citation sources for the definition of work values were also included in the target literature. After clarifying all usages of the concept, important attributes were determined, and model cases, borderline cases, related cases, antecedents, consequences, and empirical referents were identified. Nurses' work values were defined as: enduring beliefs about the preferable conditions and outcomes nurses desire through their work, that place importance on their work, and that are the principles and standards that guide attitudes, judgments, and behaviors. Additionally, the antecedents for nurses' work values included basic human values, gender, and generation, and the consequences comprised attitudes, judgments, and behaviors related to work. Clarification of the concept enables the proper utilization of knowledge regarding nurses' work values and the development of a related theory.

The moderating role of work‐to‐family spillover in the association between nurses' work values and work engagement: A cross‐sectional study

“…The mechanism by which extrinsic work values and negative work‐to‐family spillover interact to generate a downward spiral is likely to resemble the rationale provided in the description of the study hypothesis (refer to the Background section). Regarding the mechanism for the interaction between prestige work values and negative work‐to‐family spillover, we suggest the following: prestige work values include others' evaluation, recognition, and influence on others (Hara & Asakura, 2021), and nurses with low prestige work values may be reluctant to acquire resources, so even when the demand for resources increases because of a negative work‐related situation, these nurses cannot easily access their resources. This demand for resources then carries over to the family domain, in turn reducing work engagement.…”

“…Previous studies have clarified that nurses' work values influence their work engagement. Work values are defined as enduring beliefs that people want to recognize through their work, favorable conditions and results they want to achieve through their work, and the principles and standards that make people place importance on their work and guide their attitudes, judgments, and behaviors in work environments (Hara & Asakura, 2021). In other words, it is a key concept at the core of an individual's self-concept of work (Hara & Asakura, 2021).…”

“…Work values are defined as enduring beliefs that people want to recognize through their work, favorable conditions and results they want to achieve through their work, and the principles and standards that make people place importance on their work and guide their attitudes, judgments, and behaviors in work environments (Hara & Asakura, 2021). In other words, it is a key concept at the core of an individual's self‐concept of work (Hara & Asakura, 2021). The following are the major current pieces of evidence on the relationship between the sub‐domains of nurses' work values and work engagement: while intrinsic work values, such as values for work autonomy and growth, are significantly positively associated with work engagement (Basinska & Dåderman, 2019; Saito et al, 2018), extrinsic work values, including values for job security and income, are not (Saito et al, 2018); social work values, including values for contributing to society, are significantly positively associated with work engagement (Saito et al, 2018); prestige work values, including those for authority and influence, are significantly positively associated with work engagement (Basinska & Dåderman, 2019).…”

“…As a result, the moderation effect of family‐to‐work negative spillover and organizational affective commitment was clarified. Fukuzaki et al (2021) considered the JD‐R model comprehensively, but organizational affective commitment is a consequence of nurses' work values (Hara & Asakura, 2021). By examining the moderation effects of work values and work‐to‐family spillover, the detailed mechanisms of the impact of personal resources on work engagement can be elucidated.…”

Development and psychometric evaluation of the nurses' Work Values Scale

“…The importance of measuring nurses' work values has been recognized over the past two decades. Nurses' work values are defined as enduring beliefs they want recognized through their work, favourable conditions and results they want to achieve, and the principles and standards that place importance on the work and guide their attitudes, judgements and behaviours (Hara & Asakura, 2021 ). To date, work values have been treated as a key concept in person‐environment fit theory (Van Vianen, 2018 ) and self‐determination theory (Ryan & Deci, 2017 ) and their relationships with various variables have been clarified.…”