Socialization Forces and the Stability of Work Values from Late Adolescence to Early Adulthood

Abstract

The present report is of findings from a longitudinal study of work values. The findings relate to four important areas, (a) the significance of parental socialization in the formation of intrinsic and extrinsic work values, (b) the effect of early employment on intrinsic and extrinsic work values, respectively, (c) the differential effects of these social experiences across ethnic and gender groups, (d) and the stability of intrinsic and extrinsic work values from late adolescence to the early years of adulthood. In a sample of 3290 African American and Caucasian students, young people consistently placed greater emphasis on intrinsic than on extrinsic work values. There was a decline in extrinsic work values between adolescence and the early years of adulthood. When parents held high aspirations, their children placed greater emphasis on work orientations. Race had a more significant influence on work values than either socioeconomic status or employment experience.

Structure and/or Culture: Explaining Racial Differences in Work Values

“…K. M. Martin and Tuch's (1993) finding confirmed Shapiro's conclusion that "racial disparities in job values continue to exist independent of the influ ences of adult social class membership, family background factors, and job characteristics" (p. 896). Finally, Cotton, Bynum, and Madhere (1997) reported that their findings helped refine previous results reported by Shapiro (1977), and Martin and Tuch (1993), who suggested that, only on the extrinsic dimension did the AfricanAmerican students place greater emphasis on work values than Caucasian students. The pattern for intrinsic work values was simi lar but the difference smaller.…”

“…Some previous definitions of extrinsic rewards include the elements of "self enhancement." For example, Cotton et al (1997) follow Watts's definition that "extrinsic work orientation concerns 'the traditional pursuit of success by advanc ing up the organizational hierarchy to achieve prestige, status, and income'" (p. 116). Therefore, "selfenhancement" is more related to extrinsic rather than "higher order" rewards.…”

Transmission of religious beliefs in college students

“…Terms & Conditions of access and use can be found at http://www.tandfonline.com/page/termsand-conditions Introduction Parents and their children share similar beliefs in many areas. Studies have found significant relationships between parents' and children's beliefs regarding work values, school achievement, political beliefs, and religious beliefs and behaviors (Cotton, Bynum, & Madhere, 1997;Dalhouse & Frideres, 1996;Ellis & Wageman, 1993;Ford, 1993;Francis & Gibson, 1993;Gustafon 1994;Herzbrun, 1993;Hoge, Petrillo, & Smith, 1982;King, Elder, & Whitbeck, 1997;Max, Brokaw, & McQueen, 1997;Ozorak, 1989). The focus of the present study is the transmission of religious beliefs.…”

Value proposition framework: implications for employer branding

“…Dose (1997) states work values as perception of preferences of the employees that influence their attitudes and behaviour in the workplace. Organisational researchers support different preference sets of individuals for work values according to their orientations-intrinsic and extrinsic (Akhtar 2000;Cotton et al 1997;Vansteenkiste et al 2007). Intrinsically oriented individual prefers to the values like selfactualisation, development, growth, harmonious relationships, challenging tasks, etc.…”