Work Values Research Articles

Human Resource Assessment and Sustainability : Investigating the Measurability of Human Activity

Sustainability, as a complex set of goals, has many possible interpretations and approaches the 17 Sustainable Development Goals (SDGs) set out in the document have 169 sub-goals, of which Goal 10 is "reduced inequalities". There are 10 sub-goals linked to this goal, the first of which is aimed at reducing income inequality. Employers have direct responsibility and considerable leeway to develop fair wage systems. For HR professionals, the practical implementation of this is a major task, and their knowledge can therefore be a key factor in achieving SDG 10. In our research, we sought to answer the question of what future HR professionals know about the accounting measurability of human performance and how they assess its monetary valuation. In our view, HR professionals who are aware of the issues of human performance measurement and recognize the fundamental problems can play a significant role in meeting SDG 10. In our primary research, we surveyed 448 undergraduate human resources students from early December 2022 to the end of January 2023 using an online questionnaire. The questionnaire contains closed and open questions in addition to demographic data. Our research shows that the value of human activity is not well expressed in monetary terms, which implies that wages and the value of work are not closely related.

The Value of Work: The Gendered Outcomes of Organizational Wage Reforms

ABSTRACT This study explores the influence of organizational practices on gender in/equality in a unique setting: the reformed Israeli kibbutz. The transition of the kibbutz from all members receiving an allowance to waged labor provides an opportunity to explore the impact of wage determination systems on gender pay inequality. The study uses a mixed-method approach: descriptive statistics of administrative data, in-depth interviews, and a focus group with kibbutz management. The findings demonstrate that a “market-based logic,” embedded with gendered preconceptions of “women’s work,” can seep into an organization through a shift in the wage determination system, and increase gender inequality. The findings also highlight the lack of organizational awareness about the gendered consequences of this shift, or even their uncritical acceptance of the “value hierarchy” as ordained by the market. The study thus supports the theory positing gender as a hidden but integral aspect of reward systems in contemporary labor markets. HIGHLIGHTS The choice of a wage determination system is critical for gender inequality. “Women’s work” is valued higher by analytical job evaluation systems, which reduce gender biases. Market-based wage determinations introduce biases and increase organizational gender inequality. Management prefers market-based wage determinations due to competition and costs. The “free market” not only obscures gender hierarchies but also legitimizes them.

The Disability Royal Commission on National Disability Insurance Scheme (NDIS) workforce issues: avoiding the root causes?

Workforce issues are central to the changes necessary to create safer and higher-quality services for people with intellectual disabilities. This article examines the Disability Royal Commission’s (the Commission) workforce recommendations relating to the disability services sector, which has been beset by chronic workforce problems since the introduction of the National Disability Insurance Scheme (NDIS). We describe the rich evidence in the Commission’s Final Report and its analysis of key issues such as work value, disability worker qualifications, training, and worker registration. Many of these issues are especially relevant to people with intellectual disabilities, who need sophisticated, highly skilled support provided by experienced workers, characteristics that can be scarce in a high-turnover industry with persistent labour shortages and almost no barriers to entry. However, the Commission ultimately backs away from making recommendations on the most controversial issues, including the price-setting matrix for disability support services, known as the Disability Support Worker Cost Model. Unchanged, this will continue to constrain the sector’s ability to create high-quality working environments conducive to continuous learning that will support people with intellectual disabilities in the way they want to be supported.

Workplace innovation and work value ethics: The mediating role of leadership in Asian SMEs

Research on the correlations between design leadership, work values and ethics, and workplace innovation is lacking, especially in non-Western regions. This study aimed to investigate the mediating role of design leadership in the relationship of work values and ethics with workplace innovation in Asian small- and medium-sized enterprises (SMEs). Five hypotheses were established to explore the proposed model. Data were obtained from 995 SMEs in Japan, Thailand, China, and Vietnam and were examined using partial least squares analysis. The findings indicated a correlation between work values and ethics and design leadership, with the latter influencing workplace innovation across its four dimensions. This demonstrated the significant association between work values and ethics and workplace innovation. Design leadership was also shown to fully mediate the relationship between work values and ethics and workplace innovation in Asian SMEs. This study provides a deeper understanding of the emerging literature on the associations of design leadership, work values and ethics, and workplace innovation. It emphasizes the importance of design leadership and its correlations with various aspects of workplace innovation and work values and ethics, which have not received adequate attention in the existing literature. Asian SME entrepreneurs can improve the innovation capabilities of their organizations by focusing on and implementing design leadership behaviors, which may thereby help their organizations establish a competitive advantage and promote long-term sustainability.

Personality Traits and Work Values as Predictors of Vocational Interests Among University Students

"Many organizations and career guidance professionals are curious about what personality traits can tell them about a person’s potential, qualities and attitude to work. This study assessed the personality traits, work values and vocational interests of university students. The relationships between these three constructs were investigates, and more specifically, the extent to which personality traits and work value can predict vocational interest. Vocational interest determines one’s career development and work choice. The study included 304 participants with a mean age of 25.4 years (SD=8.11). In our analysis, we used the HEXACO personality questionnaire, the Work Value Questionnaire measuring 15 subcategories and the RIASEC Vocational Interest Questionnaire. The aim of this study is to get a clearer picture of the relationship between personality traits, work values and vocational interests. The results show that personality traits are also predictive, but together with work value, they are stronger predictors of vocational interest. The results are presented in the light of career development. Keywords: personality traits, vocational interest, work value, university students"

Personality Traits, Teamwork Attitudes, Work Engagement and Organizational Commitment: A Structural Equation Model on Work Values among Public School Teachers

Personality Traits, Teamwork Attitudes, Work Engagement and Organizational Commitment: A Structural Equation Model on Work Values among Public School Teachers

Key Learnings and Perspectives of a Newly Implemented Sex-and Gender-Based Medicine Modular Course Integrated into the First-Year Medical School Curriculum: A Mixed-Method Survey.

Sex and Gender-Based Medicine (SGBM) addresses the influence of sex and gender on health and healthcare, emphasizing personalized care. Integrating SGBM into medical education is challenging. This study examines the implementation of an SGBM course in an Israeli university during the first year of the medical school. The course integrated lectures, group work, online gender studies resources, workshops, teacher training, and essential literature. The curriculum spanned pre-clinical and clinical aspects, featuring seven 90-minute sessions. Surveys assessed course structure, content, and lecturers using a 5-point Likert scale and qualitative feedback. Quantitative analysis involved descriptive statistics, and thematic analysis was used for qualitative data. Of the 84 students surveyed, 35 (41.7%) responded to the first part, and 30 (35.7%) to the second. The SGBM course received high satisfaction with an average score of 3.63, surpassing other first-year courses (average 3.21). Students appreciated the supportive academic atmosphere (mean score 4.20) and diverse teaching methods (mean score 4.03), while the development of feminist thinking was less appreciated (average score 3.49). Lecturers received high ratings (average score 4.33). Qualitative feedback highlighted the value of group work, the significance of the subject matter, and the helpfulness of supplementary videos. Students requested more content on contemporary issues like gender transition and patient perspectives. The feminist medicine aspect was contentious, with students seeking better gender balance and scientific evidence. Introducing SGBM into the first-year curriculum yielded positive results with high student satisfaction for content and lecturers. An expanded course module is planned, to be assessed at the end of the next academic year.

Discriminative and exploitive stereotypes: Artificial intelligence generated images of aged care nurses and the impacts on recruitment and retention.

This article uses critical discourse analysis to investigate artificial intelligence (AI) generated images of aged care nurses and considers how perspectives and perceptions impact upon the recruitment and retention of nurses. The article demonstrates a recontextualization of aged care nursing, giving rise to hidden ideologies including harmful stereotypes which allow for discrimination and exploitation. It is argued that this may imply that nurses require fewer clinical skills in aged care, diminishing the value of working in this area. AI relies on existing data sets, and thus represent existing stereotypes and biases. The discourse analysis has highlighted key issues which may further impact upon nursing recruitment and retention, and advocates for stronger ethical consideration, including the use of experts in data validation, for the way that aged care services and nurses are depicted and thus valued.

From academia to enterprise: how work value and organisational factors influence academic entrepreneurship

Scholars in the social sciences have paid attention to the work value, but little is known about its significance from an entrepreneurship point of view. The purpose of this study is to look into how an organisational factor influences the relationship between academician work value and academic entrepreneurship engagement. This is a first attempt to investigate academician work values from higher learning institutions in developing nations, adding to the body of knowledge regarding the elements that impact academic entrepreneurship engagement. The selected higher learning institutions provided 381 of their academicians for the study, which employed a quantitative cross-sectional design. Structured questionnaires were used to gather data, and structural equation modelling was used to assess the results. The results show that, when organisational factors act as the moderator, work value in terms of terminal values increases its impact on academic entrepreneurship; on the contrary, organisational factors have no moderation effect with the instrumental value when influencing academic entrepreneurship. The study provided implications for higher learning institutions, academicians, and the government.

The influence of job embeddedness and organizational commitment on organizational citizenship behavior in BULOG

Job embeddedness means employee engagement in an organization through social networks, namely trust and cohesion. Embeddedness are all factors that involve employees in their work, this can happen if there is a match between work values and individual values and community values with individual values. Organizational commitment is an individual's loyalty to the organization. Those who have high commitment tend to persist more and have lower absenteeism than those who have low commitment. Organizational Citizenship Behavior (OCB) is part of the science of organizational behavior, OCB is a form of work behavior that is usually not visible or taken into account. BULO G is a state-owned public company engaged in food logistics. The company's business scope includes logistics/warehousing business, surveying and eradicating pests, providing plastic sacks, transportation business, food commodity trading and retail business. Based on the results of the analysis and discussion, this research uses Path Diagrams and Hypothesis Testing with the Partial Least Squares (PLS) method using the SmartPLS 3.0 program. Based on this conclusion, Based on these results, it can be said that job embeddedness and organizational commitment have a significant effect on organizational citizenship behavior in BULOG employees.

The Reality of Volunteer Work among the Students of the University of Jordan

Objectives: The study aimed to identify the reality of volunteer work among the students of the University of Jordan. Methods: A total of 1714 undergraduates (551 male and 1164 female) were surveyed using a questionnaire designed to elicit information using the descriptive analytical approach. There were multiple-choice questions covering topics like how often college students volunteer, what kinds of service projects students want to take on, what they hope to gain from getting involved, what holds them back, and what resources would help get more college students involved in service projects. Results: The findings revealed that both male and female students were eager to participate in volunteer activities. Most students (75.3%), both male and female, already engage in volunteer work, and the areas in which they hope to gain experience are primarily related to aiding charitable organizations that serve the underprivileged. Regarding implementation extent, there was a statistically significant correlation involving gender and college in students' views about volunteer work, with humanities students topping other students in this respect. By engaging in voluntary labor, students aspired to acquire new skills, boost their self-esteem, and develop their social skills. The primary obstacle to participation in volunteer labor programs was the lack of adequate promotion for volunteer work, while society's unfavorable view of volunteers had a minimal effect. Conclusions The students at the University of Jordan recognize the value of volunteer work in building self-confidence and acquiring new skills.

청년구직자의 직업가치 인식수준에 따른 유형 및 주요 특성

청년구직자의 직업가치 인식수준에 따른 유형 및 주요 특성

Организационно-управленческие подходы к развитию организационного поведения в системе управления персоналом

The article substantiates the relevance of modern organizational and management approaches to the development of organizational behavior of personnel. The role of behavior types and work values of the organization's employees, which resulted in the motivational model of organizational behavior of the staff, is revealed. Taking into account the identified motivational types of personnel, a set of methods for the development of organizational behavior of employees, including scientific-methodological, informational, andragogical and socio-communicative approaches is proposed. The study shows that organizational behavior is one of the key elements of the personnel management system, the effectiveness of which determines the management result and the financial success of the enterprise.

THE IMPACT OF ARTIFICIAL INTELLIGENCE ON DESIGN: THE EXAMPLE OF DALL-E

Applications of artificial intelligence, initially utilized during the Digital Revolution and continuously developing with advancing technology, are starting to appear more frequently in the field of design. Today, we encounter artificial intelligence in a wide range of fields, and, wittingly or unwittingly, one can benefit from it. The study is concerned primarily with the uses of artificial intelligence in graphic design, which is a visual art form communicating ideas and demanding creativity, and the potential future outcomes of machine learning-based design. In this context, the artificial network developed by OpenAI called Dall-E, which converts texts in written language into images, was examined as an example. The qualitative research method was used in the study. Printed publications and visuals related to artificial intelligence, technology, and design were scanned, and data collected by observation and document scanning was compiled. Samples were produced using artificial intelligence applications, after which they were interpreted and analyzed using descriptive analysis method. In conclusion, we consider that machine learning programs cannot go beyond the data they process and that they cannot have human emotions, intelligence, and creativity even if they can generate infinite variations by being ‘inspired’ by a work of art. By this assumption, in terms of discussing the effects of artificial intelligence on the field of design, it is significant to understand that, while the value of what is produced by artificial intelligence will decrease, the value of the original work will continue to increase in that the original will always be more valuable.

Work Values, Workplace Spirituality and Employee Engagement of Supervisors in a Group of Packaging Company

Work Values, Workplace Spirituality and Employee Engagement of Supervisors in a Group of Packaging Company

Work Values in the Generational Aspect on the Example of Younger Millennials of Saint Petersburg

Work Values in the Generational Aspect on the Example of Younger Millennials of Saint Petersburg

Research on the Path of Realising the Value of Public Works under the Perspective of Value Co-creation Theory

As the foundation of China's economic construction and social development, due to its public welfare nature, the realisation of the value of public works is closely related to every member of society, i.e. there are multiple stakeholders. How to realise the value proposition of each stakeholder has become a measure of the success of public works. This paper analyses the connotation of the value realization of public works stakeholders and the characteristics of public works in China, takes the theory of value co-creation as the theoretical basis, and finally puts forward the path of public works value realization.

REPRESENTASI NILAI BUDAYA MAKASSAR DALAM FILM GADIS BULULOE KARYA ARMIN SUPER

The aim of this research is to describe the cultural values of Makassar in the film Girl Bululce by Armin Super, using cultural theory. In this research using ghaeryası techniques and document studies. The results of this research show that there is a representation of Makassar cultural values in the film Girl Bululoe, namely, pacce cultural values were found in 7 data in the film Girl Bululoe that pacce is a sense of empathy and caring for other humans and easy compassion for humans. Sipakatau cultural values were found in 4 data in the film Girl Bululoe is sipakatau wich means mutual respect, respect and treating all humans well regardless of social status. The cultural value of lambusuk was found in 2 data in the film Girl Bululoe, namely that lambusuk is an attitude of honesty towards oneself, honesty towards humans. Juur towards God Almighty. The cultural value off barani was found in 4 data in the film Girl Bululoe that barani are those who act bravely and heave grat courage. The value of hard work was found 4 data in the film Girls Bululoe, namely reso which means hard work was found 4 data in the film Girls Bululoe, namely reso which means hard work seriously with the aim of achieving a career. Hard work with economic goals, and also education.

Dimensions of the Value Approach in the Academic Training and Practice of Social Workers

This article discusses theoretical and practical dimensions of the value approach in education and practice of social work. Theoretically, the importance of values and human rights in the social sciences and in particular in the training of students in social work and in the professional realization of social workers is justified. The results of an empirical study on human rights as fundamental values in social work are also presented and analyzed. On this basis, conclusions and recommendations for improving the academic training and the continuing qualification of professionals in the field of social work are formulated

Leadership in Social Work: Basis for Promotion of The Heads of Social Work Institutions in China

The call for studies on social work leadership has been raised since then. Various leadership models from the business literature were adopted in social work literature but had not been analyzed thoroughly to determine their appropriateness with social work mission and values to advance the social work agenda. In China, nearly 8,000 social work service organizations (SWSOs) were developed quickly in the end of 2017 which offered both opportunities and challenges for social work administrators who were observed to practice transformational leadership often. Apparently, a Chinese version of transformational leadership was developed by Li & Shi (2005) based on the four-factor structure anchored on Chinese culture of moral integrity, leadership charm, vision motivation, and individualized consideration which was the study’s framework. The study investigated the transformational leadership of heads in social work institutions in China as basis for their promotion. This inquiry filled a perceived gap in the scant literature regarding leadership of Chinese social work heads. Also, it analyzed the organizational conditions and management of heads in social work institutions. The study involved 193 heads from 5 social work institutions in China who were mostly female with 1-5 years of service as a professional social worker with specialized educational background. Through quantitative descriptive, comparative, and correlational methods, the results showed that social work leaders always experienced transformational leadership. However, the heads presented numerous challenges that called for improved guidelines on their promotion. Thus, the output of the study was developed.