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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 use international survey data to investigate the effects of religiosity, religious denomination, communist heritage, and socio-economic development on work values.

First, religiosity and work values are conceptualized. Next, the relationships among these concepts are discussed and the hypotheses, variables, and data are presented. Finally, the results of the empirical tests are presented and the theoretical and managerial implications, as well as avenues for future research, are discussed.

It is found that socio-economic development negatively, whereas religiosity and communist heritage positively, influence extrinsic work values. Further analysis reveals that religiosity has a quadratic relationship with intrinsic work values. Conspicuously, after controlling for the effects of religiosity, no significant association is found between religious denominations and work values.

The current analysis relies only on national/societal level data and overlooks the effects of independent variables (religiosity and communist heritage) at the individual level. Furthermore, the methodologies and measurements of religiosity and work values are of a limited scope. Thus, future studies may look into the effects of religiosity on work values at the individual level and apply other conceptualizations and measures to test the validity of the results.

Based on the findings of this study, it can be suggested that the use of intrinsic rewards might be less appropriate in the societies marked by communist heritage or high religiosity. On the contrary, these societies may embrace more extrinsic work values associated with direct, restrictive, and tangible aspects of work.

This study contributes to the literature by conceptualizing, measuring, and incorporating various variables into the research design and by providing original insights into the influence of religion on work values. Furthermore, this study suggests that, at least with regard to work values, religiosity (the strength of one’s conviction for their religion) is more important than religious denomination (Protestantism, Catholicism, Islam, Orthodox Christianity, Hinduism, and Buddhism).

The purpose of this paper is to empirically explore the relationship between value dimensions and creativity, particularly between the intrinsic and extrinsic value approaches and creativity values.

The paper adopts an explanatory approach. After analyzing construct validity, reliability and factor analysis, the study tests its hypotheses by performing a multi‐regression analysis with a sample of 389 individuals in two different regions.

There are two main conclusions. First, intrinsic value systems (personal life values and intrinsic work values) affect creativity value in a positive manner. Second, extrinsic value systems (social life values and extrinsic work values) have an insignificant or weak positive impact on the creativity value.

The results of this research are applicable to the global technology/innovation intensive knowledge economy, where highly dynamic and competitive business environments also demand further strategy innovation. A focus on the intrinsic value approach could be effective to enhance creativity value, and hence this type of behavior. Relative management education and human resource management practices need to take this into account in their program designs, in order to further their strategic importance for better performance in a global business world.

The role of entrepreneurship has changed to include issues beyond economic growth. This has turned attention toward the drivers of entrepreneurial intentions across entrepreneurship types, particularly in sustainable entrepreneurship. The purpose of this paper is to examine the drivers of entrepreneurial intentions in sustainable entrepreneurship. In particular, the paper aims to extend the existing intention models to include work values and attitudes toward sustainability, thereby bringing the model into the context of sustainable entrepreneurship.

Using a quantitative research design, data were collected in three European countries through anonymous questionnaires. The data consist of responses from 393 university students.

The results show that attitude toward sustainability and perceived entrepreneurial desirability enhance sustainability-oriented entrepreneurial intentions. Moreover, adding sustainability into the regression equation adds explanation power, hence suggesting that the theory of planned behavior needs to be adapted when applied to sustainable entrepreneurship. Attitudes toward sustainability are positively impacted by altruism, while perceived entrepreneurial desirability is driven by intrinsic and extrinsic rewards.

The study focuses on one particular type of entrepreneurship and one particular age group.

The paper contributes to the entrepreneurship literature by applying the entrepreneurial intention model to sustainable entrepreneurship. The results imply that it may be the time to consider the variance in entrepreneurial opportunities in intention models as well as the need to address the conflict between work values. The results show that sustainability-oriented entrepreneurial intentions are driven by attitudes toward sustainability and perceived entrepreneurial desirability. These two attitudes are driven by altruism and extrinsic rewards, and, especially, extrinsic reward plays an opposite role in both drivers of sustainability-oriented entrepreneurial intentions.

The purpose of this paper is to investigate the manner in which employees’ experience of distributive justice (DJ) moderates the impact of intrinsic and extrinsic values on role engagement (RE). RE is especially important in the healthcare setting (examined here) due to the sector’s complexity, changeability and emotionally challenging nature.

Using data collected from a survey of employees from a large government health district in Southeast Queensland (Australia), this study examined the determinants of RE among a group of employees working across three hospital locations.

The focus of the study was on the impact, both directly and in combination, of espoused extrinsic and intrinsic values and perceived DJ on RE. The authors identify strong direct effects from DJ on RE, and complex third-order effects for the combinations of intrinsic (IM) and extrinsic motivation and DJ in predicting RE.

As a cross-sectional and attitudinal survey, care must be taken in relation to common-method variance. Post hoc controls were performed in relation to this.

DJ is important for all, and is a powerful motivator for engagement of employees reporting highly on IM. There is evidence that the most engaged employees are not those most motivated by extrinsic rewards alone, although employees who are motivated primarily by extrinsic rewards alone can be highly engaged when they experience high levels of DJ.

For managers seeking to engage their employees, an understanding of the different motivators for intrinsically vs extrinsically inclined employees is important. Taken together, these results suggest that employee RE is driven by a complex set of factors that differ between employees. Managing this complexity is an important consideration for managers.

This is the first empirical study to show these interaction effects using these measures. The healthcare context, generally under researched, also features in this study.

The purpose of this study is to investigate the relationship between work values (WV) and expectations in terms of job quality (JQ) and workplace communication environment (WCE) of undergraduate students. Whether there are significant differences in terms of WV, JQ and WCE among cultural and demographic variables was also assessed.

A survey of 795 undergraduate students in China, Thailand and United Arab Emirates was conducted. Structural equation modeling and a series of one-way analysis of variance tests was carried out.

WV have significant effects on JQ expectations and WCE. This study identifies extrinsic values as the most important WV of the future job market entrants. There are differences in culture, gender and work experience between the three samples in the variables under investigation.

The study relied on the self-reported responses in one university in each site. Data on the undergraduate students’ major and academic performance was not collected.

Job seekers are more likely to choose jobs and WCE that are similar to their personal work value orientation. The study underscores the importance of WV as important motivators in the workplace.

This study is the first to compare the WV, JQ and WCE across multiple nations. The study underscores the importance of JQ and WCE as important motivators in the workplace.

Cognitive evaluation theory (CET; Deci, 1975), SDT's first mini-theory, was built from research on the dynamic interplay between external events (e.g., rewards, choice) and people's task interest or enjoyment – that is, intrinsic motivation (IM). At the time, this research was quite controversial, as operant theory (Skinner, 1971) had dominated the psychological landscape. The central assumption of operant theory was that reinforcement contingencies in the environment control behavior, which precluded the existence of inherently satisfying activities performed for non-separable outcomes. During this time, Deci proposed that people – by nature – possess intrinsic motivation (IM), which can manifest as engagement in curiosity-based behaviors, discovery of new perspectives, and seeking out optimal challenges (see also Harlow, 1953; White, 1959). IM thus represents a manifestation of the organismic growth tendency and is readily observed in infants' and toddlers' exploratory behavior and play. Operationally, an intrinsically motivated activity is performed for its own sake – that is, the behavior is experienced as inherently satisfying. From an attributional perspective (deCharms, 1968), such behaviors have an internal perceived locus of causality, as people perceive their behavior as emanating from their sense of self, rather than from experiences of control or coercion.

The purpose of this empirical study is to enable a better understanding of the construct sustainability-oriented entrepreneurial intentions (SEI) and thereby promote sustainable entrepreneurship. It aims to examine the significance of work values (extrinsic rewards, intrinsic rewards and job security) as antecedents of SEI and to test the mediating effect of three constructs derived from the theory of planned behaviour – attitude towards sustainability, perceived entrepreneurial desirability and perceived entrepreneurial feasibility on the relationships between work values and SEI.

Confirmatory factor analysis and exploratory factor analysis were performed using analysis of moment structures v27 and statistical package for social science v28 on data obtained from the survey of young individuals of India. The respondents were students enrolled in higher education programmes.

All the identified antecedents (extrinsic rewards, intrinsic rewards, job security and theory of planned behaviour constructs) were found to be statistically significant. The partial mediating effect of the theory of planned behaviour constructs was also reported.

This empirical work leads to the theoretical advancement of the emerging construct, SEI, by presenting evidence of the significant individual-level antecedents of the construct. The results lead to recommendations for policymakers and educators to design strategies to strengthen SEI, thereby expanding the adoption of sustainable entrepreneurship.

This paper aims to scrutinize the value of houses explained by their location in Central Asia’s largest city – Tashkent, the capital of Uzbekistan. The city was completely rebuilt after a devastating earthquake of 1961 and since the country was under the centrally planned regime, houses followed a common standard and style. This allows minimizing the error from omitting possible intrinsic characteristics in a hedonic model, while measuring the impact of location on housing values.

This study uses unique data on housing values and characteristics harvested from classified adverts. This study deliberately focused on data between 2013 and 2016, when Uzbekistan was characterized as hesitant in economic reforms. Therefore, residential buildings constructed during the Former Soviet Union dominated all parts of the city in the analysis period. The results are based on the hedonic pricing model.

The results suggest that locational characteristics are relatively more important than intrinsic characteristics. This study finds that proximity to the city center and access to subway stations significantly increase housing values. The opposite is true for the case of proximity to a wastewater treatment plant. Surprisingly, on the contrary to the authors’ expectations access to a park has no economically significant impact on housing values. The results, therefore, call for an integrated approach for city planning.

The first and most important contribution of this study to the field of housing economics is that it is the first study done for Uzbekistan, the most populated Central Asian country, and it is a case study for other Central Asian countries. The second contribution of the study is that, after a long and meticulous study, the determinants of housing prices were analyzed by taking into account all possible intrinsic and extrinsic properties of houses with the similar characteristics, over a unique data set created from approximately 18,000 observations from classified pages of a major newspaper published every Thursday in Tashkent City. The final contribution of the study is that it offers new perspectives and policy recommendations to the housing market actors in Uzbekistan.

The declining attractiveness of construction industry to the new-generation onsite construction professionals (OCPs) in China can be the result of insufficient supply of what they desire at work. There is a lack of studies that make clear the work values of this cohort and the fit between their work value preferences and job supplies. Therefore, the purpose of this study is to address this issue.

This study focused on Chinese new-generation OCPs. Work values and job supplies were measured by two rounds of questionnaire surveys. Factor analysis was implemented to identify work value types. Paired samples t-test, independent samples t-test and one-way ANOVA were performed to figure out work value preferences and degree of supplies–values (S-V) fit and compare them across subgroups.

Intrinsic, “good time”, work-team-related, altruistic/prestigious and extrinsic work value types were identified. Chinese new-generation OCPs most valued work-team-related and intrinsic work aspects, while significant insufficient supply was relevant to intrinsic, extrinsic and “good time” aspects. Work value preferences and S-V fit showed significant differences among subgroups of gender, growth background, work rank and project type.

The results provide insights for construction companies to practice work-value-based human resource management toward new-generation OCPs and make targeted measures to address the misfit between supplies and values experienced by these OCPs.

This study for the first time examined work values of Chinese new-generation OCPs. It opens a new perspective for research based on S-V fit theory that focused on industry level. The effects of demographic and professional variables on the work values and the degree of S-V fit were revealed. This study thus contributes to the extant literature of work values and S-V fit.