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1 – 10 of over 34000This study explores the role of intrinsic work values as a motivator in the workplace. By integrating the job demands–resources model and supplies–values fit theory, it also…
Abstract
Purpose
This study explores the role of intrinsic work values as a motivator in the workplace. By integrating the job demands–resources model and supplies–values fit theory, it also investigates whether autonomy and worker co-operatives can strengthen the intrinsic motivation of employees who have strong intrinsic work values.
Design/methodology/approach
Longitudinal surveys collected at 25 worker co-operatives and 27 corporations were analyzed with a model in which a moderated mediation model and a mediated moderation model are integrated.
Findings
The results revealed that individuals with strong intrinsic work values had stronger intrinsic motivation and engaged less frequently in job search behavior. The moderation analyses demonstrated that employees with strong intrinsic work values were more strongly motivated in worker co-operatives than in corporations and that this result was obtained because more autonomy was granted in worker co-operatives than in corporations.
Research limitations/implications
To date, little research has examined the moderating roles of autonomy and worker co-ops in the associations of intrinsic work values with employee motivation and behavior. The present study contributes to the literature on work values and worker co-operatives by providing evidence that autonomy and worker co-operatives can accelerate intrinsic motivation of employees with intrinsic work values.
Practical implications
Managers should grant employees enough autonomy and opportunities to participate in decision-making to stimulate their motivation, especially for employees with strong intrinsic work values.
Originality/value
By integrating the job demands–resources model with the supplies–values fit theory, this study proposes interaction effects of a personal resource with job and organizational resources on intrinsic motivation.
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Brian Waterwall, Cody Logan Chullen, Dennis Barber and Tope Adeyemi-Bello
This paper aims to examine work values among job seekers and how these values differ across experience and gender.
Abstract
Purpose
This paper aims to examine work values among job seekers and how these values differ across experience and gender.
Design/methodology/approach
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.
Findings
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.
Research limitations/implications
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.
Practical implications
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.
Originality/value
This study improves on prior research by examining the dual impact of experience and gender in shaping work values.
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Oyvin Kyvik, Yingying Zhang and Ana M. Romero‐Martinez
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…
Abstract
Purpose
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.
Design/methodology/approach
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.
Findings
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.
Originality/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.
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Lisa E. Baranik, Natalie Wright and Rachel W. Smith
Many contemporary career theories emphasize the role of individual agency and choice, a perspective that may not be relevant for the careers of underprivileged groups around the…
Abstract
Purpose
Many contemporary career theories emphasize the role of individual agency and choice, a perspective that may not be relevant for the careers of underprivileged groups around the world. The psychology of working theory notes this disconnect and highlights the role that contextual variables play in the careers of marginalized, disadvantaged groups of employees. The goal of this paper was to identify factors that impact employees' careers by examining the relationship between desired work values and obtained work values.
Design/methodology/approach
The data utilized in this study were from the International Social Survey Programme (ISSP) Work Orientations IV survey. Across 37 countries, 27,527 individuals were surveyed and multilevel moderation analyses were employed.
Findings
Using psychology of working theory as a theoretical framework, the authors identify the contextual factors that enable employees to secure their desired work values. Employees living in countries with higher levels of the Human Development Index have an easier time securing their desired intrinsic work values. Gender was not a statistically significant moderator.
Originality/value
The authors’ findings indicate that, for many employees, careers are influenced by larger socioeconomic factors, showing that individuals have a more difficult time shaping their own careers in some contexts.
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Andrey Shevchuk, Denis Strebkov and Shannon N. Davis
The purpose of this paper is to integrate work values research with the Job Demands–Resources model to assess the role that work value orientations play in self-employed workers’…
Abstract
Purpose
The purpose of this paper is to integrate work values research with the Job Demands–Resources model to assess the role that work value orientations play in self-employed workers’ subjective well-being.
Design/methodology/approach
The paper analyzes unique data on freelancers participating in an online labor market (n=9,984).
Findings
Intrinsic work values are associated with greater subjective well-being, whereas extrinsic work values are associated with lower subjective well-being. Consistent with the buffer hypothesis, intrinsic work value orientation reduces the negative effect of working hours on worker’s well-being, and extrinsic orientation enhances the negative effect.
Originality/value
This paper calls into question the importance of working conditions relative to worker values when assessing the role that job demands and resources play in the new economy. As work becomes more demanding and employment relations more flexible, personal resources such as work value orientations may become increasingly important for worker’s well-being.
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Dave Stynen, Anneleen Forrier and Luc Sels
The purpose of this paper is to explore the role of motivation to work in explaining workers’ pay flexibility – as measured by their reservation wage ratio – across the lifespan…
Abstract
Purpose
The purpose of this paper is to explore the role of motivation to work in explaining workers’ pay flexibility – as measured by their reservation wage ratio – across the lifespan. This is important since pay inflexibility may undermine mature age workers’ retention at the workforce.
Design/methodology/approach
Relying on self-determination theory the paper broadens the role of “motivation to work” from the overall work valence an individual attaches to work to the underlying work values (i.e. the perceived value of work for its intrinsic vs extrinsic outcomes) and work motives (i.e. the underlying autonomous vs controlled reasons regulating one's work participation). The authors conducted hierarchical linear regression analyses on a sample of 1,577 Belgian workers to explore how individuals’ work values and work motives, in addition to work valence, shape workers’ reservation wage ratios across the lifespan.
Findings
Results indicate that work valence and holding relative intrinsic work values and relative autonomous work motives are associated with lower reservation wage ratios. Finally, age moderates all three relationships. Whereas the negative impact of work valence and relative autonomous work motives is stronger at older age, the negative impact of relative intrinsic work values is stronger at younger age.
Research limitations/implications
Motivational predictors are differently related to reservation wage ratios across the lifespan.
Practical implications
By fostering overall work valence and autonomous work motivation practitioners can exert influence on mature age workers’ pay flexibility.
Originality/value
This study extends prior research on pay flexibility by focussing on the content of motivation to work (i.e. work values, work motives) and its role across the lifespan.
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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…
Abstract
Purpose
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.
Design/methodology/approach
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.
Findings
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.
Research limitations/implications
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.
Practical implications
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.
Originality/value
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).
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Rosa María Fuchs, Oswaldo Morales and Juan Timana
The objective of this research is to study work–life balance and intrinsic and extrinsic work values as antecedents of job embeddedness. Likewise, the conservation of resources…
Abstract
Purpose
The objective of this research is to study work–life balance and intrinsic and extrinsic work values as antecedents of job embeddedness. Likewise, the conservation of resources (COR) theory is used as a framework of the study and the research contributes to expanding its field of action.
Design/methodology/approach
A quantitative study was designed, following the guidelines of the hypothetical-deductive method. The model is validated in a sample of 211 members of Generation Y with work experience. Data were analyzed using Partial Least Squares-Structural Equation Models (PLS-SEM).
Findings
Research has shown that work–life balance is an antecedent of job embeddedness for each dimension (links, fit and sacrifice). Regarding work values, the research results allow us to appreciate that for Generation Y; it is the intrinsic work values that are significant.
Originality/value
Job embeddedness has been studied under the framework of the COR theory. The study contributes to expanding the field of action of this theory in terms of voluntary turnover and the tangible or intangible resources that influence it. The literature presents differing opinions about what members of Generation Y value in the workplace and results show that work–life balance and intrinsic work values are appreciated by them. The sample is made up of people with working experience while research on Generation Y often uses students. Companies will be able to offer more precise benefits to retain Generation Y based on this research.
Propósito
El objetivo de esta investigación es estudiar el balance trabajo-vida y los valores laborales intrínsecos y extrínsecos como antecedentes del arraigo laboral. Asimismo, la teoría COR se utiliza como marco de estudio y así se contribuye a ampliar su campo de acción.
Diseño/metodología/aproximación
Se diseñó un estudio cuantitativo, siguiendo los lineamientos del método hipotético-deductivo. El modelo se valida en una muestra de 211 integrantes de la generación Y con experiencia laboral. Los datos se analizaron usando PLS-SEM.
Hallazgos
la investigación ha demostrado que el balance trabajo-vida es un antecedente del arraigo laboral para cada dimensión (vínculos, ajuste y sacrificio). En cuanto a los valores laborales, los resultados de la investigación indican que para la generación Y, son los valores intrínsecos los que son significativos.
Originalidad/valor
el arraigo laboral se ha estudiado en el marco de la teoría COR. De esta forma, se contribuye a ampliar el campo de acción de esta teoría en cuanto a la rotación voluntaria y los recursos tangibles o intangibles que influyen en ella. La literatura presenta opiniones diversas sobre lo que los miembros de la generación Y valoran en el lugar de trabajo y nuestros resultados muestran que aprecian el equilibrio entre la vida personal y laboral y los valores laborales intrínsecos. La muestra está compuesta por personas con experiencia laboral mientras que la investigación sobre la generación Y suele utilizar estudiantes. Las empresas podrán ofrecer beneficios más precisos para retener a la generación Y sobre la base de esta investigación.
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“Academic values” is one of the most popular terms used in the higher education literature. But how do we study academic values? Besides autonomy, freedom, and collegiality, the …
Abstract
“Academic values” is one of the most popular terms used in the higher education literature. But how do we study academic values? Besides autonomy, freedom, and collegiality, the “values” in “academic values” often remains implicit, leaving a conceptual gap in the literature. Moreover, autonomy, freedom, and collegiality may reflect the shared normative expectations as part of the value system of a profession, rather than the value orientation at the individual level. To examine the latter, this chapter proposes a conceptual framework adapted from the studies of work values in applied psychology. As a heuristic device, the academic work value framework consists of six ideal-typical value orientations belonging to three dimensions: work autonomy, social orientation, and value of knowledge. The framework's relevance and usefulness are evaluated by revisiting relevant literature on academic orientations. The result shows a spectrum of value positions in academic work, from the “old school” values to the “entrepreneurial” ones to the hybrid orientations. Overall, this framework provides a potential approach to operationalize the concept of academic values for empirical research. At the same time, as a heuristic device, it is open for reflection, critique, and further development.
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Stefan Krumm, Anna Grube and Guido Hertel
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…
Abstract
Purpose
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=81, n=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.
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