Values and Work: Empirical Findings and Theoretical Perspective

Abstract

Cet article fait la revue de la littkrature concernant les valeurs et le travail, en examinant les Ctudes sur (1) la structure des valeurs, (2) les profils et configurations de valeurs, et (3) le changement de valeurs. Des Ctudes sur la structure des valeurs ont essay6 de trouver des "dimensions de base" relatives aux valeurs en analysant les relations empiriques existantes entre des mesures de valeurs dans diff6rentes populations. Ainsi apparaissent des convergences IimitCes entre de telles dimensions de base. Par voie de conskquence la theorie des valeurs a peu offrir si ce n'est qu'un bricolage de modkles structurels. D'autres Ctudes ont montrC que les nations, les pays et d'autres cat6gories sociales, manifestent des profils et configurations de valeurs distincts. A cause d'un manque de recherche th6orique les origines de ces diffCrences sont encore ma1 comprises. Cela vaut aussi pour la recherche sur les changements de valeurs 21 travers le temps. La plupart des chercheurs sur les valeurs semblent avoir adopt6 un champ d'exploration Ctroit en se concentrant sur les valeursper se plutbt que sur le rble des valeurs au regard d'une thCorie sociale ou comportementale. Tout ceci peut avoir restreint la pertinence de la recherche sur les valeurs en psychologie appliquCe. Pour identifier les lacunes de notre connaissance actuelle, il est prCsent6 un modble intkgrateur qui recouvre trois ClCments (valeurs gCnCrales, valeurs de travail, et activitCs de travail) et trois niveaux (pays, groupes, et individus). Ce mod$le peut aussi servir a cadrer la recherche sur les besoins en psychologie appliquee. This article reviews the literature concerning values and work, examining studies on (1) the structure of values, ( 2 ) value profiles and patterns, and (3) value change. Studies on the structure of values have tried to find "basic value dimensions", analysing empirical relationships between value measures in Requests for reprints should be sent to Professor Robert Roe. Work and Organization Research Centre, Tilhurg IJniversity, P.O. Box 90153, 5000 LE Tilhurg, The Netherlands. 0 1999 International Association of Applied Psychology 2 ROE AND ESTER differentpopulations. There appears to be limited convergence between such "basic dimensions". As a result, value theory has little to offer but a bricnluge of structural models. Other studies have shown nations. countries, and other social categories to display distinct value profiles or patterns. Due to a lack of theoretical research the origins of such differences are still poorly understood. The same is true for research on changes in values over time. Most value researchers seem to have adopted a narrow focus, concentrating on values per se rather than on the role of values in social or behavioural theory. This may have restricted the relevance of value research for applied psychology. To identify the gaps in our current knowledge an integrative model is presented which covers three elements (general values, work values, and work activities) and three levels (country, group...

The Demographic Variables and Emotional Intelligence as Correlates of Work Values: A Cross-Cultural Examination towards Organizational Change

“…A theoretical assumption is posited that a particular relationship exists between the different elements of the profile, making it into a value pattern. Roe and Ester [22] underscore that research studies with a sociological origin typically look for differences in the natural environment, economic circumstances and religion as explaining factors. The demographic profile for this study looks into statistical characteristics of young professionals in the UAE.…”

“…On another hand, the theory and research on work values by Roe and Ester [22] precede largely from the premise that it is derived from people's basic value systems that help them navigate through the multiple spheres of their lives. An early definition by Rokeach [18] states that a value is an enduring belief that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence for Uyguç [30].…”

“…The differences in work values across categories at country, organizational and individual levels are investigated once values have been defined as stated by Roe and Ester [22]. The typical approach is to produce profiles of coordinates, showing the mean scores of various entities on a number of value dimensions.…”

The impact of organizational culture on job performance: a study of Saudi Arabian public sector work culture

“…The organizations are supposed to prepare and train their employees in such a way that they are fully abreast of the task demands from the organizations and they are able to link their abilities to specific actions so as they can contribute to the performance of the organization. In management literature, performance refers to the degree or extent of achievement of pre-established goals, but some scholars (Roe & Ester, 1999) emphasize the fact that performance can be identified and measured through two main dimensions; action dimension and the output dimension and develop a linear relationship in which output becomes dependent on actions. In this argument, the performance depends upon actions of the employees.…”

Phronesis and spirituality in the workplace

“…Finally, peace is an inner sense of completeness or wholeness. It ties strongly with hope/faith in that together they enable one to make sense of the world around them (Nelson, 2009 (Roe & Ester, 1999). These values are relatively stable over time and have an impact on attitudes and behaviour.…”