Search results for "work values"
showing 10 items of 12 documents
A team-level investigation of the relationship between leader-member-exchange (LMX) differentiation and commitment and performance
2012
Although the differential treatment of team members by their leader is at the heart of Leader–Member Exchange (LMX) theory, empirical studies exploring the role of within-team LMX differentiation in relation to team outcomes are still relatively scarce. This study among 269 Dutch secondary school teachers from 33 different teams tested the hypotheses that the relationship between LMX differentiation and team commitment, and team performance is moderated by LMX-quality median. Moreover, we hypothesized that team members' perceived dissimilarity regarding work values and orientations would be positively related to within-team LMX differentiation. Teachers completed questionnaires on LMX-quali…
The Effect of Overeducation on Job Content Innovation and Career-Enhancing Strategies Among Young Spanish Employees
2009
The increase of education in younger people and the relative scarcity of qualified jobs available for them make the overeducation of young workers a social issue. We explored the relationships between overeducation and extra-role behaviors (job content innovation and career-enhancing strategies) as well as the direct and moderating role of personal initiative and intrinsic work values in these relationships. We collected data from a sample of 638 young Spanish employees. As expected, there were negative relationships between overeducation and content innovation and career-enhancing strategies. Personal initiative and intrinsic work values related positively to extra-role behaviors. Moreove…
Gendered Pathways Toward STEM Careers: The Incremental Roles of Work Value Profiles Above Academic Task Values.
2018
Drawing on Eccles’ expectancy-value model of achievement-related choices, we examined how work values predict individual and gender differences in sciences, technology, engineering, and math (STEM) participations in early adulthood (ages of 25/27, 6 or 8 years after postsecondary school), controlling for subjective task values attached to academic subjects in late adolescence (11th grade, age 18). The study examined 1,259 Finnish participants using a person-oriented approach. Results showed that: (a) we could identify four profile groups based on five core work values (society, family, monetary, career prospects, and working with people); (b) work-value profiles predicted young adults actua…
Work values and the transition to work life: A longitudinal study
2015
Abstract Research on career development has shown that work values play a key motivational role in job selection and career development. In the context of the current economic crisis, it is of particular relevance to examine the role of work values for employment in the transition from school to work. This longitudinal study examined the role of intrinsic (perceived importance of having a job that is interesting and matches one's own competences), rewards (having a good salary and high chance for promotion), and security (having a stable job) work values on subsequent employment status and person–job fit (how an individual's job matches one's own characteristics such as education and job pr…
The development of work values during the transition to adulthood: A two-country study
2017
Abstract 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 rewar…
The role of career values for work engagement during the transition to working life
2013
Abstract The present longitudinal study examined the role of career values for work engagement across the transition from university education to working life. Finnish young adults reported on their career values (intrinsic, rewards, and security values) at the age of 23; and the degree of person–organization fit (value congruence, and congruence between one's education and the job), subjective income and economic stress two years later at the age of 25. Work engagement was assessed at both measurement points. Structural equation modeling results showed, first, that intrinsic but not rewards or security career values were related to work engagement. Second, value congruence and having a job…
What drives future business leaders? How work values and gender shape young adults' entrepreneurial and leadership aspirations
2018
Who wants to become a business leader? We investigated whether young adults' work values (i.e., the importance placed on different job characteristics and rewards) predict their entrepreneurial aspirations (i.e., the intention to create a venture) and leadership aspirations (i.e., the intention to become a leader in a business context). Furthermore, we illuminated whether gender differences in work values contribute to the pervasive gender gap in these aspirations. Analyses in a sample of young adults from Finland (N = 1138) revealed that a higher importance placed on extrinsic rewards and a lower importance placed on security at age 21 predicted higher entrepreneurial and leadership aspira…
The development of work values during the transition to adulthood : A two-country study
2017
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), intrinsi…
What drives future business leaders? How work values and gender shape young adults' entrepreneurial and leadership aspirations
2018
Highlights • Work values strongly predict later entrepreneurial aspirations and leadership aspirations. • The pattern of relationships was similar but not identical for both aspirations. • There is a gender gap in both entrepreneurial aspirations and leadership aspirations. • Gender differences in work values contribute to the gender gap in these aspirations. Abstract Who wants to become a business leader? We investigated whether young adults' work values (i.e., the importance placed on different job characteristics and rewards) predict their entrepreneurial aspirations (i.e., the intention to create a venture) and leadership aspirations (i.e., the intention to become a leader in a business…
Reflecting on Work Values with Young Unemployed Adults in Finland
2019
In this article, we explore the internal conversations about the work values of young unemployed adults in Finland. We draw on the theoretical concept of internal conversation by Margaret Archer in order to shift the focus from the individual work values to the interplay between subjective concerns and structural circumstances. The data consist of six group interviews conducted among 29 young unemployed adults. We argue that the internal conversations on work values of young unemployed adults constitute five significant concerns: self-realization and opportunity to contribute to society; sufficient income to live independently; social expectations; challenges of finding employment; and unsu…