What shapes an individual's work values? An integrated model of the relationship between work values, national culture and self-construal

Gahan, Peter; Abeysekera, Lakmal

doi:10.1080/09585190802528524

Cited by 86 publications

(72 citation statements)

References 89 publications

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“…For example, individual work values are expected to determine the individual's work-related behavior, which in turn have an impact on organizational outcomes (Gahan & Abeysekera 2009). In environmentally oriented research within other disciplines, such as psychology and sociology, the values of individuals towards the natural environment have been studied extensively, as will be shown in the next section of this paper.…”

Section: Introductionmentioning

confidence: 99%

Image differentiation with corporate environmental responsibility

Heikkurinen

2010

Corp Soc Responsibility Env

138

116

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This paper analyzes strategic implications of corporate responsibility (CR) and in particular how a firm can differentiate with an environmentally responsible image. A single case study was conducted in the Nordic hospitality industry with semi‐structured interviews as the main data collection method.By adopting an environmentally responsible identity through shared values with the firm's key stakeholders, the firm can reflect an environmentally responsible image. This image can enhance the firm's strategic position through internal and external differentiators from competitors – as the firm becomes a more preferred employer, partner and supplier, it results in enhanced employee motivation, cost savings, better reputation, and greater guest loyalty. The amount of CR depends on the micro/meso/macro/global‐level drivers, and competitive aims of the firm. The emphasis on stakeholder communication becomes greater as the firm increases its CR‐aggressiveness. Copyright © 2010 John Wiley & Sons, Ltd and ERP Environment.

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Section: Introductionmentioning

confidence: 99%

Image differentiation with corporate environmental responsibility

Heikkurinen

2010

Corp Soc Responsibility Env

138

116

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“…In the normal cases, young generation always looking for excitement and looking for job that provide them with fun and excitement which reflect later on their involvement and motivation (Gahan, & Abeysekera, 2009). However, Jordanian fresh graduates put this value in their least preferences (tenth) along with the value of prestige (ninth).…”

Section: Discussionmentioning

confidence: 99%

Work Values of Jordanian Fresh Graduates

Al-Zoubi¹

2016

IJBM

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The aim of the study was to explore the work values of Jordanian fresh graduates as well as the effect of gender on values preferences. 1109 fresh university graduates participated in the study (720 females-64.9%, and 389 males). Participants completed a scale that assesses the level of importance of 10 work values. The results indicated that fresh graduates value jobs that provide them with career development, financial rewards, creativity, job security, teamwork, and opportunity to serve others while the least important values were for jobs that provide independence, prestige and excitement. Additionally, the results indicated that there are gender differences in work values preferences. The current study is providing helpful information for job counselors and career succession planners.

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“…Zhang et al (2007) analyzed the relationship between work values and personality in Chinese students. Gahan and Abeysekera (2009) found that the effect of national culture on work values was mediated by individual self-construal (independent and interdependent).…”

Section: Antecedents Of Work Valuesmentioning

confidence: 99%

“…Other research has utilized a simple dichotomy between intrinsic and extrinsic work values (Gahan & Abeysekera, 2009;Hegney, Plank, & Parker, 2006;Hirschi, 2010;Vansteenkiste et al, 2007). For example, based on Katz (1993), Hirschi (2010) developed five intrinsic work value items (variety at work, helping other people, independence at work, leadership and responsibility, and interesting work) and another five extrinsic work value items (high income, job security, fast and easy entry to job, leisure time besides work, and prestigious work).…”

Section: Dimensions Of Work Valuesmentioning

confidence: 99%

Effect of Work Values on Work Outcomes: Investigating Differences between Job Categories

Ueda

Ohzono²

2012

IJBA

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Organizational researchers have found that work values influence, or are influenced by, other factors. This article explores basic work value dimensions and examines their effect on work outcomes. Study 1 used an exploratory factor analysis of data from 6,500 working persons in Japan and identified 6 basic work values that varied by job category. Study 2 demonstrated that these work values influenced job outcomes such as satisfaction, a sense of personal growth, and perceived skills.

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What shapes an individual's work values? An integrated model of the relationship between work values, national culture and self-construal

Cited by 86 publications

References 89 publications

Image differentiation with corporate environmental responsibility

Image differentiation with corporate environmental responsibility

Work Values of Jordanian Fresh Graduates

Effect of Work Values on Work Outcomes: Investigating Differences between Job Categories

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