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This paper aims to examine work values among job seekers and how these values differ across experience and gender.

This study asked participants to rate the importance of various intrinsic and extrinsic work values on a five-point Likert scale. Responses were compared for 865 participants.

This study found that individuals differed in their ratings of work values based on experience. Individuals with more experience assigned greater importance to intrinsic job characteristics, while those with less experience assigned greater importance to extrinsic job characteristics. Findings further reveal differences in gender ratings of work values, with females assigning greater importance ratings to both intrinsic and extrinsic job characteristics as compared to males.

Limitations of this study include that it drew its data exclusively from a sample of US respondents. Research investigating populations from other geographic regions within the same study may uncover important cross-national similarities/differences. Moreover, although this study examined experience and gender, it excluded other potentially important factors such as ethnicity. Future research should explore international samples and broaden its focus to include additional factors.

Organizations should be aware of how experience and gender shape work values to impact job choice and retention. They may wish to target their recruitment efforts toward certain groups to ensure alignment between candidates' work values and those of available positions.

This study improves on prior research by examining the dual impact of experience and gender in shaping work values.

The purpose of this paper is to examine current gender differences in job expectations among Chinese college students, how current job expectations across gender differ from an earlier study, and how they might impact organizational practices such as recruitment and retention.

Using Manhardt’s 25-item measure of job expectations, this study asked Chinese college students to rate the importance of various job characteristics on a five-point Likert scale (5=very important to 1=very unimportant). Male and female responses were compared for 430 college students.

Results of the current study found that males and females differed in their ratings on 23 of 25 items, with females rating all 23 of these items to be of higher importance. These findings differ significantly from an earlier study so they are compared and discussed.

This paper is limited in that it focusses solely on college students and only examines gender as a basis for comparison. Future studies should examine employees and consider other factors such as Chinese ethnicity as a basis for comparison.

Organizations may choose to change/improve aspects of certain jobs to more closely align with job candidates’ interests and/or choose to differently implement tools such as realistic job previews in order to improve retention.

This paper provides an updated status on gender differences in job expectations of China’s soon-to-be emerging workforce. Findings provide organizations with insight on how to develop human resource tools to hold on to talent.

This paper advances on previous work by drawing on a much larger sample and by utilizing a structured forward-translation, back-translation process for its survey.