The Munster Work Value Measure

Abstract

Access to this document was granted through an Emerald subscription provided by emerald-srm:393177 [] For AuthorsIf you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose -Established measures of work values were often developed without consideration of age-related differences, and thus might not be sensitive for values that are only relevant for specific subgroups (i.e. older workers). Therefore, the purpose of this paper is to introduce a new measure that reflects a broad range of different work values including those of special interest for older workers (generativity values). The Munster Work Value Measure (MWVM) covers 21 work values from five value clusters, and combines a rating and ranking version. Design/methodology/approach -The theoretical concept of the MWVM integrates various approaches from work motivation research. Reliability and validity of the MWVM are examined in two studies (n ¼ 81, n ¼ 471) using confirmatory factor analysis and multidimensional unfolding as well as concurrent data of organizational citizenship behavior and age-related differences in work values. Findings -The assumed structure of the MWVM was largely supported in both studies and for both the ranking and the rating versions of the MWVM. Moreover, correlational data supported the external validity of the MWVM. Research limitations/implications -Further validation research is desirable, together with benchmark data for specific subgroups (age, gender, occupations). Practical implications -The MWVM qualifies as an efficient screening tool of motivational profiles and provides a basis for age-sensitive human resource management. Originality/value -The MWVM is the first measure that covers a broad range of work values including those of particular importance to older workers. The MWVM is available at the authors' web site. . His current research interests include effects of demographic changes for work organizations, synergy effects in teams, and electronic human resource management. Guido Hertel's research has appeared in many books and more than 50 peer reviewed articles in scientific journals such

Being perceived as a knowledge sender or knowledge receiver: A multistudy investigation of the effect of age on knowledge transfer

“…Our findings suggest that, in age‐diverse co‐worker dyads, perceived ability to receive knowledge explains the negative effect of the age of one's colleague on knowledge sharing, while perceived motivation to share knowledge explains the positive effect of the age of one's colleague on knowledge receiving. These findings complement studies that have shown that motives can explain the differential work behaviour of older and younger employees (Kooij & Van De Voorde, ; Krumm, Grube, & Hertel, ), by proposing a motivational and an ability‐related mechanism to explain the effects on knowledge transfer, as a specific work behaviour.…”

No time for compromises: Age as a moderator of the relation between needs–supply fit and job satisfaction

“…Participants' work values were assessed using the Munster Work Value Measure (Grube & Hertel, 2012;Krumm et al, in press) described earlier, which distinguishes five major clusters of work values: intrinsic growth values, extrinsic growth values, affective values, generativity values, and context-related values. Each of these value clusters comprised four to five different work values (cf.…”

The impact of values‐job fit and age on work‐related learning

“…Work values and job characteristics were studied with the Munster work value measure (MWVM), developed and validated by Krumm, Hertel and colleagues (Hertel et al ., ; Krumm et al ., , ). The instrument is based on the Value Circumplex of Schwartz () and the life span theories of development and consists of five scales: an intrinsic, extrinsic, affective, generative and context‐related scale (see Figure ).…”

“…Job security and work-life balance are mostly valued by middle-aged workers, which is probably due to multiple role expectations and responsibilities at work and at home (Hertel et al, 2013). Age is negatively related to motivation for growth and learning-related tasks in most studies (Colquitt et al, 2000;Kooij et al, 2011;Krumm et al, 2013a;Warr & Fay, 2001). De Lange et al (2010) found a curvilinear effect: the middle age group (31-44 years) in their sample showed the greatest motivation to learn.…”

“…Studies have shown that these values and motives evolve throughout the life span in a multidirectional manner. Age has been found to be positively related to motivation for generativity-related tasks (Hertel et al, 2013;Krumm et al, 2013a). These are 'people tasks'; transferring knowledge, leading and helping people, caring for others and giving something back to society and future generations (Kanfer & Ackerman, 2004;Kooij et al, 2011).…”