Work Values Research Articles

The relationship between active work behaviors, work values, transformational and interactive leadership style, and work engagement: the mediating role of innovation culture and autonomous motivation

The relationship between active work behaviors, work values, transformational and interactive leadership style, and work engagement: the mediating role of innovation culture and autonomous motivation

Exploring the Relationship Between Social and Aesthetic Values in Artistic Works

Exploring the Relationship Between Social and Aesthetic Values in Artistic Works

Mental Health Social Work Practice: Navigating Tensions

Abstract The United Nations Special Rapporteur has called for ‘a revolution in mental health care to end decades of neglect, abuse and violence…enabl[ing] a long overdue shift to a rights-based approach’ (United Nations Human Rights Office of the High Commissioner, 2017). Principles underpinning social work practice with people living with mental distress who receive diagnoses such as schizophrenia, personality disorders and bipolar disorder, align with sought after changes. Using Cooperative Inquiry and referring to the Model of Holistic Competence in Social Work, this study investigated mental health social work seeking to foster this shift. Findings confirmed inherent discordance between social work values and mental health care dominated by biomedical and neoliberal views. Upholding social work values in this context involves complex practice, integrating procedural and meta-competencies. By incorporating skills in relational practice and advocacy; knowledge of multiple explanatory frameworks for mental health and mental health systems literacy; self-regulation; fostering tenacity whilst addressing ‘othering’; and judgement informing choices around conformity and confrontation, social work navigates tensions associated with this discordance. This paper highlights the nature of values-based social work practice as aligned with mental health reforms.

Pupil dilation reflects effortful action invigoration in overcoming aversive Pavlovian biases

“Pavlovian” or “motivational” biases describe the phenomenon that the valence of prospective outcomes modulates action invigoration: Reward prospect invigorates action, whereas punishment prospect suppresses it. The adaptive role of these biases in decision-making is still unclear. One idea is that they constitute a fast-and-frugal decision strategy in situations characterized by high arousal, e.g., in presence of a predator, which demand a quick response. In this pre-registered study (N = 35), we tested whether such a situation—induced via subliminally presented angry versus neutral faces—leads to increased reliance on Pavlovian biases. We measured trial-by-trial arousal by tracking pupil diameter while participants performed an orthogonalized Motivational Go/NoGo Task. Pavlovian biases were present in responses, reaction times, and even gaze, with lower gaze dispersion under aversive cues reflecting “freezing of gaze.” The subliminally presented faces did not affect responses, reaction times, or pupil diameter, suggesting that the arousal manipulation was ineffective. However, pupil dilations reflected facets of bias suppression, specifically the physical (but not cognitive) effort needed to overcome aversive inhibition: Particularly strong and sustained dilations occurred when participants managed to perform Go responses to aversive cues. Conversely, no such dilations occurred when they managed to inhibit responses to Win cues. These results suggest that pupil diameter does not reflect response conflict per se nor the inhibition of prepotent responses, but specifically effortful action invigoration as needed to overcome aversive inhibition. We discuss our results in the context of the “value of work” theory of striatal dopamine.

“A little bit of hope goes a long way”: Exploring the role of peer workers in alcohol and other drug rehabilitation services

IntroductionPeer workers operating within health care settings can offer unique perspectives based on their own lived experience. Within alcohol and other drug (AOD) rehabilitation services, the potential value of peer work is becoming increasingly recognised. This qualitative study aimed to evaluate a newly implemented peer worker program located across three rehabilitation services in Tasmania, Australia. MethodsOnline interviews were conducted with eight clients, seven peer workers, and five non-peer worker employees with varied experience with peer worker programs. All interviews were audio-recorded and transcribed verbatim. ResultsGuided by an overarching exploratory-descriptive methodological framework, thematic analysis generated three overarching themes: 1) Enhancing and supporting client experiences (what peer workers did in their role to improve client experiences, 2) Changing experiences with AOD rehabilitation (the unique benefits and changes that peer work brings to AOD rehabilitation services) and 3) Finding organizational value (how defining peer work and the feasibility of the peer worker role was challenged by different organizational factors). Overall, peer work was viewed as a positive addition to all rehabilitation services that was able to enhance client experiences through various mechanisms, such as by sharing their own stories, assisting with understanding, and creating safety. Peer work was also able to create change in AOD services, by instilling hope and reducing stigma. However, ongoing challenges with defining the peer worker role in a way that offers organizational recognition and financial security remain. ConclusionPeer workers offer a unique and valuable perspective when working within rehabilitation services. Through their own lived experience peer workers were able to support clients and assist them in their recovery. These findings highlight the potential benefit of peer work programs within AOD rehabilitation services.

Luxury Brands Success: Dior as an Example

Luxury goods continue to captivate the aspirations of today's youth, with each brand boasting a distinctive history and unparalleled style. Dior, a renowned luxury brand with nearly a century of heritage, stands as an iconic example. While the name Dior is synonymous with fashion, the profound reasons behind its enduring status as a high-end luxury brand remain relatively unexplored. This article delves into the three enigmatic secrets of Dior's success, a source of inspiration for those who aspire to make their mark on the fashion world, and for anyone who appreciates the art and craftsmanship of luxury brands. First, central to Dior's triumph is its lineage of visionary creators. Christian Dior, the brand's illustrious founder, And other creative luminaries like Marc Bohan, Gianfranco Ferre, and John Galliano's innovations ensured Dior's perpetual allure and global influence. Secondly, Dior's ascendancy owes much to shrewd marketing and branding strategies. And finally,superlative craftsmanship is the cornerstone of Dior's enduring success. The commitment to detail, perfection, ensures Dior's reputation for unparalleled quality. The brand's enduring allure serves as a testament to the enduring values of hard work, innovation, and a genuine passion for the craft. Just as Dior's legacy continues, so can individuals and brands thrive by staying grounded, working diligently, and nurturing a deep love for their art.

Understanding Work Values and Career Preferences in Generation Z: Is Becoming a Civil Servant Still a Dream Job?

Generation Z is currently entering the working world. However, there are reports that Generation Z is uninterested in working for the government agency, thus government agencies need to understand the principles and values held by this young generation so as not to lose potential human resources in the future. Through an analysis of the work values dimensions, this study aims to identify the career preference of Generation Z. The respondents in this study were 102 Generation Z students at Putra Bangsa University, Indonesia. Data was obtained by distributing questionnaires and then analyzed with descriptive statistics via SPSS. The results show that the majority of Generation Z students prefer to work at State-Owned Enterprises (BUMN) rather than being civil servants when they graduate from university. The work values believed by the group who want to work in BUMN and the group who want to become civil servants are explained in the results of this study. The results of this study provide an overview of the work values that are the principles of Generation Z so that it can help organizations understand the characteristics of Generation Z in the workplace.

Normal Values for Echocardiographic Myocardial Work in a Large Pediatric Population.

Echocardiographic myocardial work is a new load-independent echocardiographic technique to quantify left ventricle (LV) systolic performance. Our aim was to establish normal values for echocardiographic myocardial work in a large population of healthy children. For all the subjects 4-, 2-, and 3-chamber-view videos were stored. The following parameters were obtained by offline analysis: the global myocardial work (GMW), the global myocardial constructive work (GCW), the global myocardial wasted work (GWW), and the global myocardial work efficiency (GWE). Age, weight, height, heart rate, and body surface area (BSA) were used as independent variables in the statistical analysis. In all, 516 healthy subjects (age range, 1 day-18 years; median age, 8.2 ± 5.3 years; 55.8% male; body surface area (BSA) range, 0.16 to 2.12 m2) were included. GWI, GCW, and GWW increased with weight, height, and BSA (ρ ranging from 0.635 to 0.226, p all < 0.01); GWI and GCW positively correlated with age (ρ 0.653 and 0.507). After adjusting for BSA differences, females showed higher mean GWI (p = 0.002) and GCW values (p < 0.001), thus Z-score equations for gender have been presented. We provided MW values in a large population of healthy pediatric subjects including lower ages. MW values increased with age and body size and, interestingly, were higher in females than in men. These data cover a gap in current nomograms and may serve as a baseline for the evaluation of MW analysis in children with congenital and acquired heart diseases.

Building a Value-Based Workforce Through Islamic Work Value-Based Recruitment: A Conceptual Review

The increasing ethical infringements, moral violations, and disciplinary problems among employees point to the deteriorations in employee values. Hiring employees merely on common competency-based recruitment (CBR) versus value-based recruitment (VBR) ignores the critical role of values in guiding employee behaviours, thus contributing further to the problems. This study involves a qualitative approach using NVivo text analysis tool to analyse texts and word frequency from 44 references, including 35 journal articles, six policy papers, two books or book chapters and one conference proceedings. The results show that Public Sector ICT Management Review was the top journal with the highest coverage of the study’s main themes, followed by the Journal of Education for Teaching, the Human Resource Management Review, and the Advances in Health Science Education indicating the importance of the value-based workforce in these four areas of employment (i.e., public sector, education, human resource, and health). The word frequency analysis also shows the five most-used words were “values,” “work,” “based,” “selection,” and “recruitment.” These findings show that the references used in this study are valid and reliable relevant to the study’s main themes. Value-based workforce relates to value-based recruitment – building a value-based workforce begins with a good recruitment strategy. In the Islamic context, Islamic work values are highly influential and Islamic work-related values have been used as recruitment conditions for hiring employees during the Prophet Muhammad’s (pbuh) time and the rightly guided caliphs. If incorporated into the value- based model of recruitment, Islamic-related work values could potentially build a value- based workforce. This study has a significant implication to managers especially in finding good employees for the success of the organisation. Recruiting employees through value-based recruitment and selection is believed could reduce many work-related issues and improve organisational effectiveness. This study adds to the body of knowledge on value- based hiring by incorporating theories and Islamic work ideals, which can be used as a guide for future research.

SCHOOL CULTURE AND WORK VALUES OF PUBLIC SECONDARY TEACHERS IN PANABO CITY DIVISION

The study explored the relationship between school culture and work values of teachers in public secondary schools of Panabo City Division. Also, it investigated the association of the involved variables and the domains of school culture that significantly influence the work values of teachers. With the use of probability sampling, 150 secondary teachers in the public schools were selected as the respondents. Utilizing the descriptive-correlational survey method, the data collated were analyzed through the use of Mean, Product-Moment correlation and Regression Analysis. Results revealed that there was an extensive school culture and extensive work values of teachers. Furthermore, there was a significant relationship between the two variables. Moreover, all domains of school culture were found to have significantly influence on work values of teachers. Based on the findings, it was further suggested that higher officials in the Department of Education may identify means on how to help the school heads create a conducive school culture thereby helping teachers to develop positive work values. More so, future researchers may further explore the involved variables considering other factors and research methods. KEYWORDS: School culture, work values, Panabo City Division

What Value Do You Bring to the Company? Daily Diary Insights on the Relationship between Employees’ Autonomy and Value Creation Beliefs*

The purpose of this study is to explore the link between work autonomy and employees’ daily value creation beliefs outside an exclusively economic standpoint. We utilized Lackéus’ (2018) value creation model, which encompasses not only economic but social, influence, enjoyment and harmony-based categories of value creation as well. Data were based on 59 Greek employees who completed a quantitative diary questionnaire for five consecutive workdays. Results from multilevel analyses suggested positive links between daily work autonomy and value creation beliefs and between trait positive affectivity (tPA) and value creation beliefs. A negative contextual effect for work autonomy was found, suggesting that when individuals experience greater control and independence in their job tasks during our study period, it has a detrimental impact on their perception of contributing value to the organization. The research adds to the continuous theoretical expansion of value creation literature in organizational settings by demonstrating that both trait affectivity and work autonomy serve as motivators, propelling employees to explore various avenues for value creation.

The liminal space: academic literacies practitioners’ construction of professional identity in the betwixt and between

Research on third space practitioners in higher education has gained traction since the mid-2010s. However, less research has been done on academic literacy practitioners as third space practitioners, and their often-marginalised positioning at many South African higher education institutions. This is despite their integral role in student success, and the fact that many South African academic literacy practitioners support the academic literacies development of thousands of students. At the same time, many also negotiate problematic binaries in terms of institutional conceptualisations and positionings of academic literacies development. This article explores how academic literacy practitioners construct their professional identities and manage the complex tensions that are often an inherent part of these professional identities. Using qualitative data, this research explores which institutional structures and cultures surround academic literacy practitioners, and what constraining or enabling effects these have on how they perform their roles and construct their professional identities. The findings highlight that research helps academic literacy practitioners establish a professional identity and legitimise the value of academic literacies development work. Participants also spoke about the importance of communities of practice and collaboration in shaping their professional identities. Although this paper focuses on South Africa, the findings will likely be useful in other contexts where academic literacy practitioners negotiate problematic binaries while trying to construct professional identities.

The value(s) of travel time savings considering in-vehicle activities.

In this note I present a theoretical formulation that incorporates the main elements behind the performance of work or leisure activities while travelling, obtaining an expanded interpretation of the values of time in terms of the role played by the values of work and leisure inside the vehicle. We conclude that the value of in-vehicle time is expected to decrease as the conditions to perform those activities inside the vehicle improve. The framework admits the possibility of negative travel time values if there are leisure activities that can only be performed while traveling and are preferred over those that can be done elsewhere.

Usability of myocardial work parameters in demonstrating myocardial involvement in INOCA patients.

Myocardial work (MW) is a novel echocardiographic modality, which has been shown to have diagnostic and prognostic values in patients with cardiovascular diseases, patients with obstructive coronary artery disease, in particular. However, only a handful of studies have examined the MW analysis in ischemia with nonobstructive coronary artery (INOCA) disease. This study, therefore, aimed to detect the early left ventricular involvement in INOCA patients diagnosed by an invasive coronary angiography performing the MW analysis. This study included a total of 119 patients with nonobstructive coronary artery disease diagnosed by invasive coronary angiography, who were checked for prior ischemia tests performing myocardial perfusion scintigraphy. Out of these 119 patients, 49 patients developed ischemia (i.e., ischemic group) diagnosed using cardiac single-photon emission computed tomography, whereas 70 patients did not (i.e., nonischemic group). The subjects were divided into three groups based on the global MW tertiles. The groups were compared in terms of the conventional, longitudinal strain, and MW findings by conducting echocardiographic examinations. The study subjects were divided into three groups based on the global constrictive work (GCW) value. The three groups were not statistically different in terms of the mean age of the patients (53.0 ± 12 vs. 52.4 ± 13.3 vs. 52.1 ± 12.3; p = 0.96). Furthermore, the three groups were not statistically different regarding the gender, height, weight, and laboratory parameters of the patients except albumin. There was no statistically difference among the tertiles of GCW groups in the measurements of cardiac chambers, LA diameter, interventricular septum, E wave, and A wave. Also, there was no statistical difference in tissue Doppler recordings. The parameters associated with MW were examined, three groups were not statistically different in terms of the global waste work (GWW) (116 ± 92, 122 ± 73, 135 ± 62, p = 0.52, respectively). In contrast, the three groups were different regarding the Global work index (GWI) (1716 ± 300, 1999 ± 130, 2253 ± 195, p < 0.001, respectively), GCW(1888 ± 206, 2298 ± 75, 2614 ± 155, p < 0.001, respectively), and Global work efficiency parameters (92.8 ± 3.6, 94.4 ± 3.2, 95.1 ± 1.8 p = 0.004, respectively). It was concluded that the MW parameters GCW and GWI may have been used for predicting INOCA in patients.

Comparative study of alpha scattering from various nuclei at 130 MeV: Microscopic potentials and coupled channel calculations

The angular distributions of the elastic and inelastic scattering cross sections of alpha projectiles on different heavy ion target nuclei including 12C, 16O, 24Mg, 28Si and 40Ca at energy of 130 MeV have been studied using two different microscopic real potentials generated by the energy density functional (EDF) theory, and single folding cluster model as well as phenomenological Woods-Saxon potentials. A new parameterization was considered for the first time by EDF and to make the normalization coefficient tend to unity, it is necessary to consider correction to the calculated real potential. Coupled channel calculations for various low-lying states were performed, and the best fit values for the deformation length with the above models were extracted by fitting the inelastic scattering cross section and compared to previous work values. The total reaction cross section, as well as the real and imaginary volume integrals, have been studied.

工作价值感和人员组织契合度对酒店业 X 代和 Y 代员工工作满意度的影响

The tourism industry relies heavily on human power to survive, and job satisfaction is significantly influenced by employees' perceptions of work value and person-organization fit. This research aims to explore the impact of X and Y generation employees' work value perceptions and person-organization fit on job satisfaction in hospitality establishments. A field study was conducted with 471 employees in Mersin, using a convenience sampling method. Data was collected through questionnaires and reliability and validity tests. The findings showed that work value perceptions, person-organization fit, and job satisfaction levels of X and Y generation employees differ at a significance level of 0.05. However, there is a positive and significant relationship between these factors, with person-organization fit having a positive and significant effect on job satisfaction.

CROSS CULTURAL DIVERSITY IN HRM

The research paper explores the impact of cross-cultural diversity on Human Resource Management (HRM) practices in contemporary organizations. With globalization intensifying the interaction between individuals from diverse cultural backgrounds, understanding how cultural differences influence HRM is critical for maintaining competitive advantage and fostering an inclusive workplace. The study examines key HRM functions, including recruitment, training and development, performance management, and employee relations, through the lens of cultural diversity. The paper aims to provide HR professionals and organizational leaders with actionable insights to effectively manage and harness the potential of a culturally diverse workforce. By analyzing various case studies and theoretical frameworks, the paper highlights the challenges and opportunities presented by cross-cultural diversity. Key challenges include communication barriers, cultural misunderstandings, and differing work values and practices. Conversely, the research identifies opportunities such as enhanced creativity, better problem-solving capabilities, and a broader talent pool. The findings suggest that successful HRM in a multicultural environment requires adaptive strategies, cultural competence, and inclusive policies that respect and leverage cultural differences. Recommendations include implementing cross-cultural training programs, promoting a culture of inclusion, and adopting flexible management styles that accommodate diverse perspectives. Ultimately, the research underscores the importance of cross-cultural diversity in enriching organizational dynamics and driving sustainable growth.

Disclosing Strain: How Psychosocial Risk Factors Influence Work-Related Musculoskeletal Disorders in Healthcare Workers Preceding and during the COVID-19 Pandemic.

Healthcare workers, particularly nurses, engage in a daily work routine that takes a toll on their emotional well-being, rendering them vulnerable to psychosocial risk factors. This research seeks to analyse the influence of psychosocial risk factors on the occurrence of work-related musculoskeletal disorders among nurses. An additional analysis was performed to understand the role of age in work-related musculoskeletal disorders and the perception of psychosocial risk factors. The study was conducted during two separate periods-pre-pandemic and pandemic times-involving a sample of 456 nurses from both public and private hospitals in Portugal. The INSAT-Health and Work Survey-was used as measuring instrument. The primary observations indicated a consistency between psychosocial risk factors and the occurrence of work-related musculoskeletal disorders. The findings revealed a significant exposure to psychosocial risk factors, with work pace, intensity, work relationships, and emotional demands exhibiting higher global average percentages during both periods, pre-pandemic and pandemic. Nonetheless, we find that the psychosocial risk factors change when we analyse the pre-pandemic and pandemic results. During the period before the pandemic, the psychosocial risk factors that were most commonly reported included the demanding pace of work, long working hours, and emotional demands. Through the pandemic, the most pronounced psychosocial risk factors were work relationships, employment relationships, and ethical and values conflicts. Therefore, research in this domain is essential to understanding psychosocial risk factors and assessing the less obvious links between work and health.

Artificial Intelligence: Opportunities and Challenges for the Social Education and Profession

Artificial intelligence (AI) is rapidly advancing and holds both opportunities and risks for the social work profession. This review article provides an analysis of the potential applications and implications of AI technologies for social work practice, education, research, and ethics. The article highlights promising uses of AI tools like predictive risk models, virtual simulations, chatbots, and data analytics to enhance social work services and training. However, it also critically examines the ethical considerations and social justice concerns related to the integration of AI in social work, including issues of privacy, transparency, accountability, consent, bias, displacement of roles, and threats to human dignity. To responsibly leverage AI's benefits while mitigating its risks, the article offers recommendations for social workers to collaborate on AI design, follow ethical protocols, pursue education on AI, and conduct further research. Key areas for future research identified include studying client perspectives on AI, testing the efficacy of AI systems for social work tasks, auditing algorithms for bias, and analyzing AI's impact on social work employment. In conclusion, while acknowledging AI's significant potential, the article emphasizes that purposeful oversight, participatory design, and adherence to social work values must remain priorities to ensure AI promotes dignity, autonomy, and justice. This review provides a balanced, evidence-based analysis to inform discussions on optimizing AI's integration in the social work profession.

Unveiling Construction Quality Factors: Insights from Asian Economy's Building Projects

Economic growth of any country depends on the construction projects and industry in the region. Therefore, the construction industry in Pakistan is directly related to quality and continual improvements in construction projects. Quality is a sensitive and high-priority issue in global construction including in Pakistan. The prime objective of this research study was to investigate major factors influencing the quality of building construction projects in Pakistan. The intended of this research study was to provide guidelines and information to all stakeholders such as owners, project consultants, and project contractors during the construction site of projects so that they are completed on time and with quality. The descriptive survey method was utilized with both qualitative and quantitative approaches. Qualitative approach was used to collect data through project documents and in-depth interviews. N-Vivo software were used at the preliminary stage for the analysis of qualitative data to identify these factors and the linked sub-factors. Analysis of this qualitative data identified 32 factors that influence building construction projects. Questionnaire design was based on qualitative data analysis. The quantitative approach was used to collect data from building construction projects in Pakistan through via questionnaires. The 150 questionnaires links were sent to Pakistan building construction companies in Google form, and 120 respondents filled out the questionnaire. In this way, the response rate is 80%, enough to get accurate results. The SPSS software was used for analysis of collective data. The important quality factors were resulted from a stepwise RFI, RSI, IRII on the quality factors resulted from the factor analysis approach. The correlation coefficient was used to find the relationship between consultants and contractors with the owner. On the basis of analysis, it is concluded that the most significant factors influencing the quality of a building construction project were identified. the Findings of this study were: the skill and interest of labor during construction are a significant impact on the quality in Pakistan, escalation of material prices had influenced the quality of construction projects, making decisions based on price rather than the value of work, Lack of implementation of quality standards of work has greatly influenced the quality of construction industry projects, lack of comprehensive and accurate bill of quantities (BOQ), excessive design changes during construction and shortage of resource materials. In Pakistan, all the stakeholders should consider and take action for these influencing quality factors before starting construction projects.