Minnesota Importance Questionnaire Research Articles

Construction analysis of predictor variables that explain labor turnover problems among millennials employees

Turnover is a problem for which no solution or prevention has yet been found, because there is no measuring tool that can be used to predict turnover. So this research aims to construct variables as predictors for analyzing the potential turnover of millennial employees, as well as testing external factors such as management systems and work environments as well as individual factors as variables that influence turnover in millennial employees. The research, which took 86 millennial employee respondents from five manufacturing companies in East Java, was measured using the General Aptitude Test Battery (GATB) and Minnesota Importance Questionnaire (MIQ) as predictors. Data analysis used descriptive statistics and testing used analysis of variance (Anava) which proves that external factors, namely job expansion and work environment, have probability values that construct external factors and influence the emergence of turnover in millennial employees, as well as probability values for individual factors that are constructed The variables of workforce agility, job satisfaction, work adjustment, and adversity questions are able to provide an optimal contribution in predicting the emergence of turnover among millennial employees after two years of work or before one year of the employment contract ends.

Work Values in 21st Century Europe: Impact of Age and Generation

The nature of work has changed over the last decades and a new generation of workers have entered the workplace. Understanding individuals` work values would help organizations to gain insight into what motivates their workers and create work environments that will enable their employees to be more productive. We aim to update the Minnesota Importance Questionnaire by adding new items related to the contemporary work values and to test it in the selected European countries Poland, Latvia, and Portugal (n=1195). Exploratory factor analysis found that seven workplace-related value dimensions: achievement, supervision, comfort, altruism, independence, excitement, and technologies. Our results show that the traditional work-related values of the four studied generations are similar. Only three out of seven values are impacted by generation - Independence is more important for older generations, while Excitement and Technologies are more important for younger generations.

Predicting Vocational Satisfaction of Pre-Service ELT Teachers by Vocational Values

Identification and recognition of the values that an individual possesses can help predict his future behaviors. In this context, it is important to examine the concept of values since it leads individual's preferences. It is also possible to see one’s value orientation in profession choice. Individuals are expected to work in professions where their values can be met. It can be assumed that values are also related to vocational satisfaction. Individuals caring about their independency would be more satisfied if their occupation allows them to work independently. According to the Theory of Work Adjustment, which examines the place of vocational values in occupational choice and occupational satisfaction, the harmony between the individuals’ values and the characteristics of the environment they work with ensures high vocational satisfaction. The aim of this study is to examine the relationship between the departmental satisfaction, vocational values and predicted reinforcer pattern for each type of value of pre-service English language teachers studying in Canakkale Onsekiz Mart University, Faculty of Education, and Department of English Language in the context of Work Adjustment theory. In this descriptive study, Turkish version of the Minnesota Importance Questionnaire (TMIQ) and Predicted Reinforcer Pattern (PRP) scale were used as data collection tools. Results of the study are presented using descriptive statistics, mean comparison tables and graphics. Although females were more satisfied than males, pre-service ELT teachers were found to being satisfied for choosing ELT major in general. Results suggest that the majority of ELT students believe that becoming a teacher will probably satisfy their needs associated to associated to achievement, altruism and safety. However, majority of ELT students believe that becoming a teacher will probably not satisfy their need for; autonomy, status and comfort.

Pre-service music teachers' satisfaction: person–environment fit approach

Guided by three theoretical frameworks in vocational psychology, (i) theory of work adjustment, (ii) two factor theory, and (iii) value discrepancy theory, the purpose of this study was to investigate Turkish pre-service music teachers' values and the role of fit between person and environment in understanding vocational satisfaction. Participants were 85 students enrolled in the department of music education in a Turkish university. The Minnesota Importance Questionnaire (MIQ) was used to examine the participants’ values in six dimensions: achievement, comfort, status, altruism, safety and autonomy. Results revealed that the pre-service teachers value achievement most followed by autonomy, which suggests that they would like to have a sense of accomplishment and control in their future job. The degree to which their values fit their predictions about future work environment was found to be highly correlated with vocational satisfaction. These results provided evidence that the vocational theories used in the current study offers a helpful and different perspective to understand the pre-service teachers' satisfaction with becoming a music teacher in the future. We believe that researchers in the field of music education may use these theories and MIQ to examine the role of values in pre-service and in-service music teachers' job satisfaction.

Work Values Across Generations

Mainstream publication discussions of differences in generational cohorts in the workplace suggest that individuals of more recent generations, such as Generation X and Y, have different work values than do individuals of the Silent and Baby Boom generations. Although extant research suggests that age may influence work values, few of the assertions about generation differences have been tested by empirical research. The present study investigated work values, as measured by the Minnesota Importance Questionnaire, across three generations (Silent Generation, N = 371; Baby Boom, N = 1179; and Generation X, N = 139) while accounting for age. Results suggested that workers from the Silent Generation placed more importance on Status and Autonomy than did Baby Boom or Generation X workers. More recent generations (Baby Boom and Generation X) were found to place more importance on Working Conditions, Security, Coworkers, and Compensation. Additional analyses suggest that, while the measured differences among the three generations are small, generation influences work values more so than does age.

Evidence of construct validity for work values

Despite the importance of work values in the process of career adjustment ( Dawis, 2002), little empirical research has focused on articulating the domains represented within the construct of work values and the examination of evidence of validity for the construct has been limited. Furthermore, the larger number of work values measures has made it difficult to determine the key domains that constitute the construct. The current study sought to examine multiple measures of work values to understand domains represented within the construct of work values and to establish evidence of validity for these domains. Principal Components Analysis utilizing scores on the Minnesota Importance Questionnaire ( Rounds, Henley, Dawis, Lofquist, & Weiss, 1981), the revised edition of Super's Work Values Inventory (SWVI-R; Zytowski, 2006), and Manhardt's Work Values Inventory ( Manhardt, 1972) found that six components best explained the data. These components reflected the importance of: the working environment, having challenging work, opportunities for status and income, autonomy, organizational support, and relationships. Implications for research and practice are discussed.

Theory of Work Adjustment Personality Constructs

The Theory of Work Adjustment (TWA) has proposed personality and adjustment style dimensions, hut these do not yet have adequate measures. This research was an attempt to measure those constructs proposed by TWA as if they were traits. Archival data and an existing item pool were used. A rational-empirical iterative method of scale development was employed. Content-based scales were analyzed for homogeneity, and items were discarded based on improvement in reliability, in successive steps. The resulting scales were reviewed for content, items were discarded, and then the scales were reanalyzed. Three psychometrically sound scales were developed: Inflexibility, Activeness, and Re-activeness. Initial validation of the scales began by examining correlations between the three scales and the SCII General Occupational Themes and the Minnesota Importance Questionnaire Value scores using a rehabilitation sample.

Work values: Genetic and environmental influences.

The Minnesota Importance Questionnaire (MIQ), measuring work values, was administered to 23 monozygotic and 20 dizygotic reared-apart twin pairs to test the hypothesis that genetic factors are associated with work values. Both univariate and multivariate analyses were performed. In the univariate analysis, intraclass correlations were computed to estimate the proportion of variability in work values associated with genetic factors for each of the 20 MIQ scales and for the 6 higher order work value scales. The multivariate analysis used maximum likelihood estimation to separate the genetic and environmental factors for the correlated higher order scales. Results from both analyses indicated that, on average, 40% of the variance in measured work values was related to genetic factors.

Factor structure comparison of occupational needs and reinforcers

The factor structures of the Minnesota Importance Questionnaire (MIQ) and the Minnesota Job Description Questionnaire (MJDQ) for a public school teacher sample ( n = 189) were investigated. For both instruments, a three-factor solution was extracted. For the MIQ, the factors were interpreted as autonomy-achievement, environmental reinforcement-aggrandizement, and safety. For the MJDQ, the factors were identified as reinforcement from self, reinforcement from environment/organization, and autonomy-security. Although there were similarities in the factors, completely parallel factor structures were not obtained.

A multitrait-multimethod study of work-related needs, values, and preferences

The present study attempts an empirical integration of the constructs of needs, values, and preferences. The Minnesota Importance Questionnaire measuring needs, the Work Values Inventory assessing values, the Values Scale also assessing values, and the Work Aspect Preference Scale measuring preferences for aspects of work were completed by 439 postsecondary students. The relationship among eight traits that had common labels or operational definitions across all four instruments were examined in a multitrait-multimethod (MTMM) design ( D. T. Campbell & D. W. Fiske, 1959, Psychological Bulletin, 56, 81–105). The Campbell and Fiske criteria and confirmatory factor analysis (CFA) of the MTMM matrix demonstrated substantial convergent and discriminant validity. A series of models was tested with CFA, and the overall findings suggested that the eight traits were more important than the four methods for explaining the variance in the MTMM matrix. It was concluded that the four instruments are measuring highly similar constructs.

A Conceptual Approach to Job Placement with Psychiatric And Mentally Retarded Clients

Critical to the success of job placement is the need to carefully examine the unique qualities of the position prior to placement attempts. With this in mind, a conceptual approach to job placement will be presented which focuses on meeting the individual's needs by systematically examining the position in relation to both its expressive and receptive qualities, and the identified needs of the individual job seeker. This conceptualization, although generally applicable to all disability groups, is absolutely essential for certain individuals whose primary disabilities are categorized as psychiatric or mental retardation in nature. In addition, a conceptual structure of a position and its relationship to subscales of the Minnesota Importance Questionnaire (MIQ) will be presented. Finally, implications for rehabilitation practice and recommendations for job placement are discussed.

An Empirical Investigation Of Step-Down Canonical Correlation With Cross-Validation.

Three potential applications of stepwise procedures in canonical analysis and several alternative stepping decision rules are described. A stepdown procedure using smallest interest multiple correlation as the stepping criterion was applied to data on the Minnesota Importance Questionnaire and the Minnesota Vocational Interest Inventory for two random halves of a group of 500 males in a double cross-validation design. Results indicated that up to 75 percent of variables could be dropped from either set with little drop in the R[SUBc]. Cross-validation coefficients were usually higher after dropping several variables than for the full sets.

Paired Comparisons Intransitivity: is it Relatively Stable Over Time?

The present study investigated the long-term stability of response intransitivity in the method of paired comparisons. The test-retest time interval was two years, during which the two groups of subjects progressed from eighth grade to tenth grade (N = 235) and from tenth grade to twelfth grade (N = 175). Intransitivity scores obtained from two administrations of the Minnesota Importance Questionnaire were correlated to determine stability. Results indicated correlations of r = .34 and r = .44 ( p ≤ .001) for the eighth graders and twelfth graders, respectively, and provided support for the linear relationship between the two measures of response intransitivity.

The Determinants of Job Satisfaction among Beginning Librarians

The objective of this study was to identify those factors which are most highly related to job satisfaction among librarians. Data were collected from a sample of 228 librarians as to their sex, the type of library in which they worked, their vocational needs (using the Minnesota Importance Questionnaire), the characteristics of their job environments (using the Minnesota Job Description Questionnaire), and their job satisfaction (using the Minnesota Satisfaction Questionnaire). The data analyses indicated that job satisfaction among librarians is not related to their sex, the type of library in which they worked, or their vocational needs, but is related to the characteristics of their job environments. Of these, the supervisory climate and the intrinsic characteristics of the job itself are the two most important determinants of job satisfaction. One interpretation of the data suggests that a supervisory climate which permits a librarian to exercise initiative and professional judgment in the performanc...

Life history correlates of vocational needs for a female adult sample.

According to vocational theory and practice, a relationship exists between vocational needs and life history developmental/experiential factors. A test of this hypothesis was conducted using self-report biodata and measured vocational needs. A 211-item Biographical Information Form (BIF) and the Minnesota Importance Questionnaire (MIQ) were administered to 290 female adults. A weighted BIF was developed to predict scores on each of the 20 MIQ need scales. Using a double cross-validation design, statistically significant (p < .01) average validities were obtained for 19 of the 20 vocational need scales, ranging from .13 to .47, with a median of .35. The female prediction equations failed to generalize to a male sample (N = 100), with only 1 of the 20 MIQ subscale prediction equations being validated. Further analysis showed the practical utility of the BIF as a substitute measure of vocational needs for this female sample. Implications for counseling practice and work adjustment theory are discussed.

Perception of work reinforcer systems: Factor structure

The factor structure of 109 Occupational Reinforcer Patterns approximating the distribution of the employed labor force of the United States was investigated. These work-reinforcer systems, as perceived by almost 6000 raters, were found to be represented best by a three-factor solution. The factors were identified as a Self Reinforcement factor, an Environmental/Organizational reinforcement factor, and a Reinforcement via-Altruism factor. The factors were found to correspond to, respectively, the Achievement-Autonomy, Safety-Comfort, and Al-truism need factors of the Minnesota Importance Questionnaire. For these two measures utilized in the assessment of individual-environment correspondence, commensurate measurement—as required by person-environment fit theories—is possible.

Comparability of Multiple Rank Order and Paired Comparison Methods

Two studies were conducted to compare multiple rank order and paired comparison methods in terms of psychometric characteristics and user reac tions. For both studies, stimuli from the Minnesota Importance Questionnaire (MIQ) were cast in mul tiple rank order and paired comparison forms and were administered to subjects on two occasions (test-retest) in a counterbalanced design. For the multiple rank order form, item blocks of three stimuli were used in the first study (N = 158, retest after one week), and item blocks of five stimuli in the second study (N = 280, retest after two days). Individual and group item responses, preference counts, and Thurstone normal transform scale values obtained by the multiple rank order method were found to be very similar to those obtained by paired comparisons. Administration time decreased as number of stimuli in the item block increased. Two-thirds of the subjects preferred the multiple rank order method. The equivalence of the two methods is discussed, along with suggestions for further research.

Values as second-order needs in the theory of work adjustment

Values, as importance dimensions, are conceptualized in the context of the theory of work adjustment as reference dimensions for the description of needs. Factor analyses of Minnesota Importance Questionnaire data are presented to operationalize this conceptualization. Six value dimensions: Safety, Comfort, Aggrandizement, Altruism, Achievement, and Autonomy are identified. These six value dimensions are organized further in terms of broader classes of reinforcement preferences (related to external environment, people, and self) and approach to the work situation (as competitive or noncompetitive).

Relationship between scores on the Omnibus Personality Inventory and counselor trainee effectiveness.

Southern Illinois University at Carbondale This study compared the scores obtained on the Omnibus Personality Inventory by groups of relatively effective and relatively ineffective counselor trainees. The trainees completed the tests prior to their first practicum experience and were evaluated by their practicum supervisors at the end of each of their practica. The subjects were classified as relatively effective (n = 32), relatively ineffective (n = 30), or indeterminant (n = 12) on the basis of their practicum supervisor's evaluations. The scores of the relatively effective and relatively ineffective trainees were compared using one-way analyses of variance. The data revealed significant differences in the personality characteristics of the groups. The relevance of these findings for the selection of counselor trainees is discussed. Nonintellective qualities are widely believed to be basic to effective functioning in counseling (Rogers, 1962; Truax & Carkhuff, 1967; Williamson, 1965). Accordingly, counselor educators have advocated the use of scores on personality and interest tests in lieu of or in addition to Graduate Record Examination scores in predicting success in counselor training. In one of the few investigations in which interest tests have been used, Tinsley and Tinsley (1977) compared relatively effective and relatively ineffective counselor trainees on the General Aptitude Test Battery, the Strong Vocational Interest Blank, and the Minnesota Importance Questionnaire. The authors concluded that the use of the General Aptitude Test Battery Verbal Aptitude scale, the Minnesota Importance Questionnaire, and the Strong Vocational Interest Blank for Women in the selection of counselor trainees merits further research. Whitely (1969) and Rowe, Murphy, and DeCsipkes (1975) have characterized the research on the relationship between personality test scores and performance as a counselor as generally contradictory and unproductive. Several problems are apparent with this research. First, few investigators have stated exact hypotheses re

Experimental validation of two MIQ scales

Two Minnesota Importance Questionnaire (MIQ) scales, Creativity and Independence were validated by experiment. Subjects were exposed to four task conditions representing joint combinations of high or low levels of Creativity and Independence. As a behavioral criterion of preference, subjects were then required to work for 12 sessions, each session under any (of the four) task condition of their choice. The behavioral results were consistent with the subjects' MIQ score levels on the two scales, thereby validating the scales.