Relationship between values and workplace: an exploratory analysis

Abstract

Purpose -There exists limited research directly highlighting the relationship between value preference and its association with people's expectations from the workplace. Studying personal value preference is important because a substantial body of research indicates that a specific pattern of value orientations predicts world views, and, hence, it may predict behavior in the workplace. Based on the above-mentioned assumptions, the present study aims to explore the impact of value preferences on the meaning of workplace, across MBA-and non-MBA graduates and Indian and non-Indian graduates. It is proposed that value preferences will have a significant impact on meaning of workplace and values preferences are likely to differ across national culture. Design/methodology/approach -The paper draws on qualitative research, a pilot study and survey research design. Data were gathered from a sample of 312 graduates, consisting of 231 management students and 81 non-management students. Of these 245 are Indians and 67 non-Indians studying in India, the USA, and the UK. Findings -Results of exploratory factor analysis helped the authors to derive ten significant factors from the meaning of workplace scale and four factors from the values scale. Results of stepwise multiple regression analysis have shown significant positive impact of value preference on the choice of preferred workplace. More specifically, higher progressive orientation has been found to positively influence the intrapreneurship factor of meaning of workplace factor. Values of personal growth, self-fulfillment, and community development have explained a large amount of variances in work-life balance and physical ambience.Research limitations/implications -The literature on workplace design and the meaning of workplace is limited and a comprehensive list of variables of psychological climate is not available. Thus, extensive future research needs to be carried out in this direction. Knowing the employer's perspective about the evaluations of the workplace attributes may provide a different perspective of the meaning of workplace. Finally, this study could be expanded by using qualitative interviews along with quantitative techniques to get more in-depth data and probe further in the factors that the graduates take into consideration while rating the extent of desirability of different environmental attributes. Originality/value -This paper is important in that knowledge about the values of potential employees can be used to make sure that the organization recruits employees whose perceptions match the psychological environment existing in the company. Furthermore, organizations can use such information to design work environments in such a way that they meet the expectations of newer generations of workers. The study reveals cross-cultural differences between perceptions and values. These are particularly important in the case of multinational corporations, which consider the impact of cultural and societal values while designing work environments and process...

The Personal Values of University Students in South Africa

“…In addition, the results indicate a significant negative relationship between self-enhancement values and ethical decision-making. Singh et al (2011) analyse the relationship between value preference and people's expectations from the workplace. The study proposes that value preferences will have a significant impact on the meaning of workplace and values preferences are likely to differ across national culture.…”

Individual and Work Values of Nonprofit, Public, and Business Employees: How Similar or Different Are They?

“…Additionally, there are a number of variables that may be important to control for when looking at the differences in individual and work values. Lyons and his colleagues (2006) found that demographic variables, such as gender, age, and education, were significantly related to individual values, suggesting that these variables may have more potential to differentiate people on the basis of their individual values than does sector (Lyons et al, 2006;Singh, Bhandarker, Rai, & Jain, 2011). Chusmir and Parker (1991) found that while women and men managers reported similar work values, their individual value rankings were significantly different.…”

To Work or Not to Work: Construction of Meaning of Work and Making Work Choices

“…In organizational literature, the studies on 'work values' and its differentiation of values as intrinsic and extrinsic work values have similarities with the concept of meaning of work. Work values have been defined as the outcomes people desire and feel they should attain through work (Singh, Bhandarker, Rai, & Jain, 2011;Twenge, Campbell, Hoffman, & Lance, 2010). However, work values refer to what an individual ideally desires from work.…”

“…In a recent Indian study, Singh et al (2011) found that with increase in education, people were found to give less emphasis on security and greater emphasis on personal growth. Personal growth here refers to an orientation towards continuous self-development and enhancement of personal skills.…”

“…Work values have been defined as the outcomes people desire and feel they should attain through work (Singh, Bhandarker, Rai, & Jain, 2011;Twenge, Campbell, Hoffman, & Lance, 2010). However, work values refer to what an individual ideally desires from work.…”