Changes In Work Values Research Articles

The cruise industry workforce crunch – generational changes in work values of job seekers

Diseño/metodología/enfoqueCon el apoyo de una importante agencia de contratación, se obtuvieron respuestas a una encuesta online de 1.320 candidatos a un puesto de trabajo, de los cuales 830 eran de la generación del milenio (milenials). A partir de un enfoque cuantitativo, se preguntó que evaluaran la importancia de ocho dimensiones sobre valores laborales. Se clasificaron estas dimensiones para los milenials y para la generación X y se compararon las valoraciones medias de su importancia mediante pruebas t.ObjetivoA raíz del Covid-19, el sector de los cruceros está experimentando un reto de gestión del talento sin precedentes. La investigación existente sugiere una amplia gama de valores laborales que pueden atraer a los candidatos al sector de los cruceros. El objetivo de esta investigación es evaluar si existen diferencias significativas en las puntuaciones sobre la importancia de estos valores laborales para los millenials, en comparación con los de la generación X precedente.ResultadosNuestros resultados revelan que existen diferencias entre los milenials y la generación X en la clasificación de las ocho dimensiones sobre valores laborales. No se encuentra apoyo para ninguna diferencia sistemática en términos de valores laborales “extrínsecos” frente a “intrínsecos”. Sin embargo, nuestros resultados muestran que la importancia de los valores laborales “impulsados por el ego” (por ejemplo, el apoyo, el desarrollo, la retribución, el equilibrio entre la vida laboral y personal y la comodidad) es significativamente mayor para los milenials. Por el contrario, para los factores más “altruistas” no hay diferencias significativas entre las dos generaciones.Originalidad/valorBasándonos en una muestra muy amplia de candidatos a un puesto de trabajo en el sector de los cruceros, nuestros resultados respaldan las predicciones de las teorías generacionales. Se demuestra que existen diferencias en las valoraciones del trabajo entre la generación X y los milenials. También, se aporta una perspectiva novedosa sobre las dimensiones a lo largo de las cuales se materializan estas diferencias.

Gen Z students' work-integrated learning experiences and work values

PurposeThis study aims to explore the relationship between the number of co-operative (co-op) education work terms that students completed and the importance they attach to employer and job attributes (i.e. work values).Design/methodology/approachData were collected from a large cross-sectional survey of co-op students (N = 2,097) from one Canadian university.FindingsOf the 19 work values measured, only six were related to work experience. Whereas work experience was related to several of the least important work values, such as geographic location, it was unrelated to many of the most important work values, such as work–life balance. Further, evidence suggests that changes in work values occur when work experience is first introduced in the curriculum (e.g. first co-op work term), not at subsequent work experiences.Research limitations/implicationsThe findings extend the understanding of how work-integrated learning (WIL) prepares students to make decisions about their careers in the future of work and provide insights to address the challenge of scaling WIL. However, the study draws on cross-sectional data from one single Canadian university and does not explore potentially confounding factors including time itself or critical events such as the COVID-19 pandemic.Practical implicationsWIL educators may leverage these findings to improve their understanding of how students' work values evolve as they complete WIL experiences. They may also use insights from the study to align students' needs and employers' understandings of those needs.Originality/valueThis study is the first to explore how work values might change throughout a WIL program, particularly among Gen Z students whose work values seem divergent from those of previous generations.

Do Millennials pay attention to Corporate\xa0Social Responsibility in comparison to previous generations? Are they motivated to lead in times of transformation? A qualitative review of generations, CSR and work motivation

The purpose of this qualitative review is to analyze empirical studies on whether the existing generations differ in their work beliefs, i.e. in their internal CSR perceptions and their leadership motivation, especially Generation Y (born after 1980), in contrast to previous generations. According to the literature review, there is some evidence demonstrating that Generation Y is slightly different from the preceding Generation X in their work beliefs in some internal CSR features. However, this generation is not as special as suggested in popular media. As most research is conducted in the USA and Europe, as well as a few studies in Asia and Africa, the necessity of conducting more empirical research in different cultures is highlighted. The research outlook shows important implications for human resource management (HRM) as to whether HRM needs to handle employees differently across generations, or a general change in work values is occurring in this disruptive twenty-first century.

Is There a New Meaning of Work? The How and Why of a Change in Altruistic Work Values in Germany between 1989 and 2016Date submitted: July 11, 2018 Revised version accepted after double-blind review: February 11, 2019.

This study complements the discussion on changes in work values by insights about the dimension of altruistic work values, which to date has been largely neglected. In particular, we analyze how a change in the structure of the workforce (gender, age, and generation) has affected the importance of altruistic work values in the past decades. Using German data from four different years (1989, 1997, 2006, and 2016), we found that work values’ importance has increased during the observed periods, while extrinsic work values have become less important and intrinsic work values have not changed. An increase of women and an aging workforce marginally have contributed to a change in altruistic work values, while shifting generational distribution had no effect. Overall, the explanatory powers of the included determinants are, despite their importance in theoretical discussions, fairly small. Thus, we discuss alternatives for explaining the change in altruistic work values.

Development of Awareness Notes for Education at a Manufacturing Site

Kanaami is a metal wire netting ware, and particularly Kanaami manufactured in Kyoto is called Kyo-Kanaami. It is an important kitchen utensil for Japanese cuisine. Special skills of craftspersons stored as tacit knowledge are required to make it by hand individually. Currently, five manufacturing studios remain in Kyoto, and it is an urgent matter to secure and train craftsmanship keepers. However, it is challenging due to prolongation of acquiring the skill of experts, a reduction in manufacturing cost, enhancement of functionality in manufacturing machines, and the change in work values of the younger generation. The goal of this study is establishing the educational scheme to train craftsmanship keepers in the handmade industry. We propose our "awareness note" utilized at the manufacturing site for acquiring skills and deepening self-awareness. The present state of the note study at the Kyo-kanaami manufacturing site is reported, and we examine the effect of self-reflection on the manufacturing site.

East vis‐à‐vis West: The evolution of work values within China regions

Numerous studies have investigated between‐country cultural differences. However, the subnational cultural differences, particularly in emerging markets, have remained an underexplored research topic despite its importance. Likewise, multiperiod studies in the cross‐cultural management area have also remained an underexplored topic. This study concurrently addresses both of these voids in the literature. Specifically, we examine changes in work values of businesspeople in the economically developed East region and the less developed West region of China over the first decade of the 21st century (2000–2010). Our findings show that, across the eight work values dimensions analyzed in this study, three exhibited static crossvergence, while the other five value dimensions exhibited conforming crossvergence. An implication of these findings is that the dissimilar work values, which had been found across the regions of China of the past century, are moving toward a more countrywide set of homogeneous values among the workforce professionals of China.

Changes in work values across the regions of China

This study examines changes in values of Chinese professionals across high, moderate, and low development regions between 1993/94 and 2004/05 and as such explores values in China’s recent past. The 1993/94 to 2004/05 period was crucial during China’s evolution from a socialist state to one more open to capitalism. The foundation of our investigation is crossvergence theory, which we extend by developing a multilevel-crossvergence perspective of national and regional influences on work values/behaviors. We test hypotheses specific to national-level and to regional-level changes in the importance of individualism, collectivism, and Confucianism values. Our study demonstrates that differences in hypothesized predictions result from the level on which a study is focused. This, in turn, results in differing support for study findings, which is a significant limitation of single-level studies. In sum, this study reveals the importance of delving beneath the national-level to gain a more fine-grained, regional-level understanding of values evolution in China. This is a finding that we believe may generalize to other countries, in particular, developing countries.

Attraction-Selection and Socialization of Work Values

This article advances the research investigating the process of sector choice (attraction-selection) and changes in work values (socialization) over time using panel data. We find little evidence that work values predict actual employment in public schools, but there are differences in changes of work values after entering into public organizations, compared with private organizations. Overall, the findings reveal that after employment, individuals became more likely to have stronger preferences for monetary and job security values. The results offer support for prior studies, demonstrating that work values could be a dynamic state.

The development of work values during the transition to adulthood: A two-country study

This study addresses the development of work values—the desired characteristics of one's current or future job—during young adulthood. Using two panel studies from Germany (N=2506) and Finland (N=1326), we investigated (a) mean-level and rank-order change and stability in work values across three biennial waves (age 20/21 to age 25/26); and (b) the influence of stable background characteristics as well as of major transitions in family and work roles on inter-individual differences and intra-individual changes in work values. Latent measurement models with three work value dimensions showed good fit in both countries: extrinsic (importance of job security and material rewards), intrinsic (importance of having an interesting, varied, and valuable job), and autonomy (working independently; making one's own decisions). Analyses revealed high mean-level stabilities and moderate to high rank-order consistencies in work values across four years. Intrinsic work values emerged as the most highly endorsed value, and extrinsic work values as the most stable value, in both countries. Individual differences in work values emerged along the lines of sociodemographic background characteristics—especially gender, and to a lesser extent, parental socio-economic status (SES) and school track—whereas work and family transitions played only a limited role in explaining changes in work values across time. We discuss these results against the backdrop of previous research conducted mainly in North America and note some implications for work value research and for career counseling.

Developmental trajectories of work values and job entitlement beliefs in the transition to adulthood.

Employing a life span developmental systems perspective, this study used a 5-wave (1985-1992) Canadian longitudinal data set (N = 404) to examine trajectories of intrinsic and extrinsic work values and job entitlement beliefs from age 18 to 25. Piecewise growth models (Slope 1: age 18-20; Slope 2: age 20-25) showed intriguing patterns of change. Unconditional and conditional models suggested downward trends in all 3 measures from age 18 to 20. After age 20, the 2 work values reversed direction. Competing scarcity and value reinforcement hypotheses guided the analysis of change in work values and job entitlement beliefs conditional on unemployment experiences and postsecondary education pathways. Supporting a scarcity hypothesis, more unemployment from age 18 to 20 was associated with a faster increase in intrinsic and extrinsic work values, and a slower decrease in job entitlement beliefs from age 20 to 25. In line with a value reinforcement hypothesis, more unemployment from age 20 to 25 was associated with a slower concurrent increase in intrinsic work values. A postsecondary selection effect was observed; individuals who eventually obtained a university degree had higher intrinsic work values and job entitlement beliefs at age 18. Also congruent with a scarcity hypothesis, young adults with only a high school education experienced a significantly faster increase in extrinsic work values from age 20 to 25. This study highlights the transition to adulthood as a key developmental period for change in work values and beliefs.

No time for compromises: Age as a moderator of the relation between needs–supply fit and job satisfaction

In the light of the current demographic change, organizations need to be aware of factors influencing job satisfaction of older workers in order to maintain high motivation and commitment. The present study addresses this issue by examining the moderating effect of age on the relationship between needs–supply fit and job satisfaction. Based on the general assumption that older workers are more sensitive to circumstances that threaten their well-being (Carstensen, 2006), we hypothesize that older as compared to younger workers should react more negatively to a misfit between their needs and available job supplies. Hence, older as compared to younger workers should report lower levels of job satisfaction when experiencing a misfit between needs and supplies. This hypothesis was tested in a sample of 471 employed workers from different occupational areas. Results confirmed our hypothesis for four out of five domains of needs–supply fit: Significant three-way interactions between needs, supply, and age were observed. The present result that older as compared to younger workers react more strongly to needs–supply misfits additionally underlines the benefits of considering age-related changes in work values and needs in age-sensitive human resource practices.

Stability and change in work values: A meta-analysis of longitudinal studies

A meta-analysis of longitudinal studies was conducted to investigate stability and change in work values across the life span. Both rank-order stability and mean-level change were investigated using an integrative classification for intrinsic, extrinsic, social and status work values (Ross, Schwartz, & Surkis, 1999). Results of rank-order stability indicated that work values were stable individual differences (ρ=.62). The stability level was lowest during college years (18–22years old) and highest after entering the workforce (22years old and later). Work values were more stable than personality traits across all age categories, whereas not as stable as vocational interests during college years and adulthood. Baby Boomers were found to possess a higher level of rank-order stability as compared to Generation X. Mean-level results showed that during college years (18–22years old), the population as a whole attached more importance to intrinsic values while deemphasizing all the remaining values; during the initial entry of the workforce (22–26years old), only extrinsic values showed an increase in importance while all the other values decreased; later on after adulthood years (26years and after), besides the continuous increase of extrinsic values, there was also a dramatic increase in status values. Theoretical and practical implications were discussed.

Core and Peripheral Values

The longitudinal research presented here is unique, having examined a model of stability and change in work values of the same people over the course of time. The purpose was to reflect the changes in work values that occurred in Israel during this period. The research focused on three domains: work goals, job satisfaction, and work centrality. Following an analysis of research literature, a model of work values was examined by the LISREL method. Instrumental and expressive goals effected work centrality both directly and indirectly (through job satisfaction as mediating factor). While in 1981 only the positive effect of expressive goals on work centrality was significant, the 1993 analysis revealed that beyond the positive effect of expressive goals, there is also significant negative effect of instrumental goals on work centrality. Our research shows that the main changes occurred in peripheral values (work goals) as compared with the stability of core values (work centrality). Slight changes occurred in semi-peripheral values (job satisfaction).

Stability and change in work values among male and female nurses and engineers

Gender related changes of work values were analyzed in a longitudinal questionnaire study of 173 male and 48 female engineers and 353 female and 31 male nurses at three measurement occasions covering about four and half years from the end of their vocational education. At all occasions, Social relations were rated as more important by women than by men and Altruism was given higher ratings by the nurses than by the engineers. Within both occupations women's mean Altruism ratings were higher than men's mean ratings, and in all groups except male engineers the mean ratings dropped between the three occasions. Women's ratings of Benefits and career and Influence were strengthened in both occupations, thereby eliminating an initial gender difference. The stability of work values is discussed in terms of challenges and norms in working life.

Positive outcomes for survivors of haematological malignancies from a spiritual perspective

The findings indicate that there are many potentially positive outcomes, couched in terms of a spiritual journey, to be gained from the experience of serious illness for survivors who are well supported and obtain successful results from treatment. The work is from a qualitative programme exploring the notion of spirituality. The data are from the thematic analysis of verbatim transcriptions of audio-taped, in-depth, open-ended interviews with 12 survivors of haematological malignancies. The results indicate increased confidence and assertiveness, less dependence on the approval of others, greater ability to assert personal needs, increased awareness of body needs, being less judgmental and more compassionate. The positive outcomes also included the gift of extra life, the desire to live life to the fullest, a stronger sense of family togetherness, an awareness of reliable friends and family members, increased respect from others, changes in work values and an overall improvement in quality of life.

Educational Pathways and Work Value Trajectories

This study relates change and stability in work values to educational pathways in the transition to adulthood. Using panel data, we examine whether levels and rates of change in work values in the eight years after high school are linked to postsecondary education. Along some value dimensions, initial differences increased notably between those who finished their education with high school and those who obtained postsecondary degrees, with postsecondary students demonstrating larger change on average. Young people who continued their education beyond high school initially placed greater importance on having influence at work and less importance on job security than other young people. These tendencies strengthened over time. Along other dimensions, including extrinsic, altruistic, and social, high school graduates attached less importance to rewards over time, whereas those who obtained postsecondary degrees maintained their initial values to a greater extent. The findings are consistent with the idea that work values predict investments in education, yet also undergo change with continued schooling.

Technology transfer models across cultures: Brunei‐Japan joint ventures

Cultural aspects play an important role in technology transfer. Some member economies of the Asia Pacific Economic Cooperation (APEC) have recently conducted joint venture studies with a common theme that cultural aspects are of crucial significance for both the suppliers and recipients of technology. This paper presents in part some of the results of the study conducted in Brunei Darussalam. The study focuses on Brunei‐Japan joint ventures located in Brunei. Based on these results, this study suggests three types of technology transfer models across cultures; that is, a success model, a partial success model, and a minimal success model. This investigation supports the general assertion that continuing changes in cultural values do bring about changes in work values and that, to accommodate different values, some changes in cultural aspects need also be accommodated. Thus, an organization may have to accept fusion of cultures and lowering of cultural barriers to facilitate the process of technology transfer.

Change in Work Values and Norms among Dutch Young Adults: Ageing or Societal Trends?

In the present study, data were analysed longitudinally on the basis of lifespan developmental psychology to determine if work values and norms change as a result of ageing/maturation or societal trends (i.e. period effects between two measurement waves). Moreover, data were collected to determine if the younger participants showed more change than the older participants. Participants were three age groups, 18, 22, and 26 years old, respectively, in 1987 ( N 806). The participants completed a questionnaire in 1987 and 1991. Measures of work values and norms included Absolute Work Centrality, Relative Importance of Work, Obligation Work Norm, Emancipation Norm and Spare Time Norm, and Intrinsic, Extrinsic and Social Work Values. Using tests of differences in over time correlation coefficients, paired t-tests and analyses of variance, the results show that work, and especially intrinsic work values become more important by ageing than by societal trends and that younger participants indeed changed more than the older participants. These results underscore the plea of Schulenberg, Vondracek, and Kim (1993) for a combination of a developmental and individual difference perspective of work value change in career theory and practice.

Career Certainty and Short‐term Changes in Work Values During Adolescence

This study examined how career certainty, grade level, and gender relate to short‐term changes in work values (Human‐Personal, Non‐Work, Power‐Control, Money‐Security) among junior high and high school students (N = 496). With scores based on multivariate ANOVAs, the high and moderate career certainty groups scored significantly higher than the low certainty group on all work values except Non‐Work at time 1 (similar results were found at time 2, 6 months later). Between time 1 and 2, each work value declined slightly but significantly; for both Human‐Personal and Power‐Control, however, the decline over time was greater for the high certainty group than for the low certainty group. The findings suggest that during adolescence, higher career certainty reflects greater engagement in a vocational identity search and a more active consideration of work values.

Environmental Changes and Personnel Management

This study aimed at examining (1) how recent environmeatal changes, such as changes in work values among youths, increases in female and aged workforce, and rapid advancement of technological innovation, impact upon personnel management system, and (2) what measures firms are to take to cope with those changes. It is expected that today's rapid and drastic environment changes impose some modification in personnel practices distinctive to Japanese firms, e. g., lifetime employment, seniority systems, and promotion-from-within practices. Open-ended questionnaire date were obtained from personnel managers of 13 firms in Aichi prefecture to examine this issue.Results indicated that while personnel managers regarded recent environmental changes as serious challenges to cope with, they were still struggling to find out the directions for changes and to develop new personnel systems adaptive to environment changes. It was also revealed there was (1) a lack of systematization among various personnel practices (e. g., performace evaluation and employee development), and (2) a need to centralize major personnel management functions concerning workers' education and training, to cope with the recent changes. These results suggested that existing personnel management systems were required to shift to include strategic human resource management aspects which were designed to integrate total personnel management systems with a corporate strategy.