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Article
Publication date: 1 November 2001

Dov Elizur and Meni Koslowsky

The main objective of the present study was to examine the relationship between work values, gender, and organizational commitment. Research on the relationship between…

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10892

Abstract

The main objective of the present study was to examine the relationship between work values, gender, and organizational commitment. Research on the relationship between work values, in general, and commitment, in particular, has not identified clear trends. As recent work has shown that gender may be a moderator in predicting outcomes from work values, a model combining these variables was examined. The 24‐item Work Values Questionnaire, constructed by Elizur in previous research and an abbreviated version of the Porter et al., nine‐item organizational commitment questionnaire were used in the study. Data were collected from 204 students, all of whom work outside school. A moderated regression analysis showed that work values, especially cognitive ones, are positively related with commitment and the interaction of values with gender was also found to be a significant predictor of commitment. Some implications of the results were discussed.

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International Journal of Manpower, vol. 22 no. 7
Type: Research Article
ISSN: 0143-7720

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Article
Publication date: 13 June 2008

Shi‐Rui Song and Andrew Gale

The purpose of the research is to investigate project managers' work values and their relationship with project managers' competence.

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1595

Abstract

Purpose

The purpose of the research is to investigate project managers' work values and their relationship with project managers' competence.

Design/methodology/approach

In this research, the authors conducted semi‐structured interviews using repertory grid techniques on 18 Chinese project managers. Three different approaches are utilised to analyse data obtained from the interviews.

Findings

The authors categorised work values with different perspectives. Project managers' core work values are identified.

Research limitations/implications

The authors recommend that work values are an important dimension in relation to project manager's competence. The understanding of a project manager's work values has a potential application in human resources development and competence‐based management development.

Originality/value

This paper presents an innovative approach to the investigation of a project manager's competence.

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Journal of Management Development, vol. 27 no. 6
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 4 October 2021

Rinki Dahiya and Juhi Raghuvanshi

Work values are a representation of people’s priorities as they reflect what is pertinent for them and what they want to accomplish. In light of this, the purpose of this…

Abstract

Purpose

Work values are a representation of people’s priorities as they reflect what is pertinent for them and what they want to accomplish. In light of this, the purpose of this study is to understand the priorities given to work values (extrinsic and intrinsic) by employees and also to explore whether these work values vary with the levels of work engagement and job burnout.

Design/methodology/approach

The study was based on the survey responses of 386 officers working in Indian manufacturing organisations engaged in different areas.

Findings

The findings reveal that security officers give much priority to extrinsic work values than intrinsic work values (IWVs). Moreover, IWVs vary with different levels of work engagement along with job burnout. The security officers belonging to the engaged group differ significantly with those belonging to the job burnout group in terms of IWVs. Moreover, work values also have a negative correlation with job burnout and a positive correlation with work engagement.

Originality/value

This study explores the variation in work values of security officers working in Indian manufacturing organisations with changes in levels of job burnout and work engagement, which is a novel contribution in the field. The findings also advocate that it is crucial for human resource managers, supervisors and key people in organisations to find out employees showing early signs of job burnout (exhaustion or disengagement) or early stages of strain and frustration as the priorities of work values of the employees are affected by these parameters. Such identified employees should be provided with required managerial support and necessary work resources immediately.

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International Journal of Organizational Analysis, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1934-8835

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Book part
Publication date: 15 February 2018

Eddy S. Ng, Sean T. Lyons and Linda Schweitzer

Abstract

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Generational Career Shifts
Type: Book
ISBN: 978-1-78714-583-2

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Article
Publication date: 1 August 2002

Ronald J. Burke

This study examined the relationship of managerial and professional women’s and men’s perceptions of organizational values supportive of work‐personal life balance and…

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2887

Abstract

This study examined the relationship of managerial and professional women’s and men’s perceptions of organizational values supportive of work‐personal life balance and their job experiences, work and non‐work satisfactions and psychological wellbeing. Managerial women reporting organizational values more supportive of work‐personal life balance also reported greater job and career satisfaction, less work stress, less intention to quit, greater family satisfaction, fewer psychosomatic symptoms and more positive emotional wellbeing. Managerial men reporting organizational values more supportive of work‐personal life balance also reported working fewer hours and extra hours, less job stress, greater joy in work, lower intentions to quit, greater job, career and life satisfaction, fewer psychosomatic symptoms and more positive emotional and physical well‐being. Multiple regression analyses indicated more independent and significant correlates of organizational values supporting work‐personal life balance among men than among women. Possible explanations for why men might benefit more from such organizational values are offered.

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Women in Management Review, vol. 17 no. 5
Type: Research Article
ISSN: 0964-9425

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Article
Publication date: 14 June 2021

Fruzsina Pataki-Bittó and Kata Kapusy

The purpose of this study is to find out the future workforce’s work values and, based on them, to examine the work environment Generation Z are looking for in the…

Abstract

Purpose

The purpose of this study is to find out the future workforce’s work values and, based on them, to examine the work environment Generation Z are looking for in the situation of job search. Moreover, this study aims to provide ideas for organizations on how to transform the work environment for the post-COVID-19 era to attract and retain employees, especially the members of Generation Z.

Design/methodology/approach

The research design is based on the theory development method. Data were generated and collected from 28 focus groups and a survey (n = 773). First, initial coding was done with an affinity diagram, followed by the intermediate coding phase, when the authors compared the codings’ results and selected the core data. Finally, the advanced coding resulted in a work value model, which presents Generation Z’s core work value categories.

Findings

The paper presents a work value theory for Generation Z, which reflects their expectations of the physical work environment and the flexible work arrangements among the work values. To prepare for the post-COVID-19 era, this study suggests organizations applying hybrid working models.

Practical implications

Based on impacts and expected transformations in office work in the post-COVID-19 era, the paper calls attention to the critical management issues concerning Generation Z’s preferences and expectations.

Originality/value

The findings propose a broader work value theory approach that highlights the work environment’s convenience features and integrates values that support the employees’ desired lifestyle and well-being.

Details

Journal of Corporate Real Estate , vol. 23 no. 3
Type: Research Article
ISSN: 1463-001X

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Book part
Publication date: 30 June 2016

Eddy S. Ng and Emma Parry

Interest in generational research has garnered a lot of attention, as the workplace is seeing multiple generations (i.e., the Silent Generation, Baby Boomers, Gen Xers…

Abstract

Interest in generational research has garnered a lot of attention, as the workplace is seeing multiple generations (i.e., the Silent Generation, Baby Boomers, Gen Xers, and Millennials) working side-by-side for the first time. However, it is unclear how multiple generations of workers interact with each other and affect the workplace. Although there is extant literature on generational differences, some scholars have argued that the effect sizes are small and the differences are not meaningful. The focal aim of this chapter is to present the current state of literature on generational research. We present the relevant conceptualizations and theoretical frameworks that establish generational research. We then review evidence from existing research studies to establish the areas of differences that may exist among the different generations. In our review, we identify the issues arising from generational differences that are relevant to human resource management (HRM) practices, including new workforce entrants, aging workers, the changing nature of work and organizations, and leadership development. We conclude with several directions for future research on modernizing workplace policies and practices, ensuring sustainability in current employment models, facilitating future empirical research, and integrating the effects of globalization in generational research.

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Book part
Publication date: 15 July 2009

Po-Ju Chen and Dana V. Tesone

This study identified differences of work values between two types of hospitality workforce members: hospitality industry practitioners and hospitality…

Abstract

This study identified differences of work values between two types of hospitality workforce members: hospitality industry practitioners and hospitality student/practitioners. A total of 398 nonstudent practitioners were randomly selected from various hospitality organizations to participate in this study. There were 828 student practitioners included in the data collected from a hospitality management college. Fifteen values were identified along with their hierarchical order. Three-dimensional work value structure shared by hospitality-major student/practitioners and industry practitioners were revealed. They are: General Work Values, Management Work Values, and Hospitality Work Values. The differences of the three dimensions among the four categories of student practitioners and industry practitioners were identified. Furthermore, work values were found to differ by gender. Implications are drawn for industry managers as well as educators.

Details

Advances in Hospitality and Leisure
Type: Book
ISBN: 978-1-84855-675-1

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Article
Publication date: 22 September 2020

Li Hui, Wang Qun, Sajjad Nazir, Zhao Mengyu, Muhammad Ali Asadullah and Sahar Khadim

Millennial-generation employees need to stimulate their creativity to produce innovative ideas, services and products for organizations to flourish and succeed. The main…

Abstract

Purpose

Millennial-generation employees need to stimulate their creativity to produce innovative ideas, services and products for organizations to flourish and succeed. The main purpose of this research was to discover the mechanism through which organization identification influences employees' creativity in the Chinese organizational context. Particularly, we proposed the mediating role of work engagement and the moderating role of work values in the relationship.

Design/methodology/approach

A questionnaire survey was utilized to collect the data from 281 employees working in China. Hierarchical regression was utilized to analyze the data.

Findings

The findings reveal that organizational identification significantly influences the creativity of millennial employees; work engagement plays a positive mediating role between organizational identification and employee creativity. Moreover, work values of millennial generation employees, specifically utilitarian orientation, intrinsic preferences, interpersonal harmony and innovation orientation have a positive moderating effect between work engagement and employee creativity.

Originality/value

This study recognizes and analyzes the mechanism underlying the influence of organizational identification and recommends that work engagement is a crucial mediator of the complicated relationship between organizational identification and employee creativity. Consequently, this study is the key effort for millennial employees’ work values and engagement to explore employee creativity in Chinese cultural context and also suggests important theoretical and practical implications.

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European Journal of Innovation Management, vol. 24 no. 5
Type: Research Article
ISSN: 1460-1060

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Article
Publication date: 3 August 2020

Vibhav Singh, Surabhi Verma and Sushil Chaurasia

This study attempts to understand the research clusters and thematic evolution of the topic generational diversity at workplace, over the period of 2001–2009 and…

Abstract

Purpose

This study attempts to understand the research clusters and thematic evolution of the topic generational diversity at workplace, over the period of 2001–2009 and 2010–2018. Furthermore, it attempts to identify the key shifts (and convergence) that have taken place in the value system across generational cohorts.

Design/methodology/approach

In this context, the first stage of the study involved an in-depth systematic analysis of extant literature on multigenerational workforce between 2001–2009 and 2010–2018 by applying bibliometric analysis. Following an explanatory mix-method approach, the second stage of the study comprised of 32 interviews conducted across generations, exploring the role of ethics at the workplace.

Findings

It was revealed that during the period 2001–2009, communication and identification of generational characteristics emerged as the major themes. The 2010–2018 period unraveled four themes of research – retaining and engaging millennials through leadership, generational differences in work values, impact of generational differences on organizational-level variables and generational diversity in education and nursing. The outcome from the second stage showed that work values differ across generations with an emphasis on intrinsic work values, and work values have rather deteriorated, with baby boomers possessing stronger work ethics in comparison to the millennials. Finally, an integrated model for multigenerational workforce has been proposed.

Research limitations/implications

This paper provides significant inputs to the expanding research in the area of work values, as it delves into the principal mechanisms leading to differences in work values among generations.

Originality/value

Bibliometric analysis, which is a quantitative approach to understanding the intellectual structure of a research topic, has been applied to generational diversity at the workplace. This constitutes a novel attempt that can be bracketed as a pertinent contribution to the field.

Details

International Journal of Manpower, vol. 42 no. 3
Type: Research Article
ISSN: 0143-7720

Keywords

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