Work and Ethics (Abstract Collection)

Document 1 of 100
Constructing a portrait of Kenyan journalists in the 21 st century:

Demographics, job satisfaction, influences on news values and autonomy, and
standards of journalism training
Author: Ireri, Jackson Kioko
ProQuest document link
Abstract: This dissertation strives to understand the situation of Kenyan journalism in the 21
st
century at a period when the media industry in the country has witnessed unprecedented growth
in the last decade. Since the re-introduction of pluralistic politics in 1990s, the Kenyan media have
exponentially expanded, resulting in the establishment of many new media organizations, new
journalism and communication programs, and a fierce competition for the media market share,
among the now many media organizations.
National in scope, the study surveyed 504 Kenyan journalists so as to understand their
demographic backgrounds (e.g., age, education, ethnicity, gender, income, marital status, region,
and religion). The present research also investigates the professional role conceptions of Kenyan
journalists. The level of job satisfaction among journalists, and factors that predict their work
satisfaction are also examined.
In addition, the research examines how three of the five levels of Pamela Shoemaker and Stephen
Reese's (1996) "hierarchy-of-influences" theory (media routines, organizational, and extra-medial)
influence or constrain journalistic autonomy in news decisions and journalistic autonomy at
workplace. The other two variables under investigation are Kenyan journalists' professional
attitudes toward journalistic ethical problems (corruption and bribery), and the standards of
journalism training in Kenya.
Findings indicate that the typical Kenyan journalist is male (66%), in his mid-thirties (M = 34
years), possesses a Bachelor's degree (46%), and journalism was his first career choice (65%).
The majority of Kenyan journalists are from the Kikuyu tribe (24.9%), followed by Luhya (20%),
Luo (13.3%), Kalenjin (10%), and Kamba (6%). While 83% of journalists reported satisfaction with
their jobs, 61.8% were, however, dissatisfied with their income--which was one of the strong
predictors of job satisfaction--alongside job security, and autonomy. Notably, both female and
male journalists were equally satisfied with their jobs.
Kenyan journalists perceive their major professional role is to provide citizens with information
they need (61.3%). This role is followed by "advocate for social change" (51.7%), "support official
policies" (46.9%), "motivate people to participate in civic activities" (45.6%), "act as watchdog of
government" (35.3%), and "produce news for the widest audience" (34.6%). Editorial policies
(organizational forces) were the most prominent source of influence in deciding, which aspects of
a story to emphasize. Coming second were the editorial supervisors (organizational forces),
followed by media owners (organizational forces). Editorial policies were also found to be the
major constraints on journalistic freedoms at workplaces, followed by media owners
(organizational forces), and advertisers (extra-media forces).
From an ethics standpoint, the findings reveal that corruption is highly entrenched in the Kenyan
media--with 74% of respondents perceiving the vice to be rife among journalists. While the
source-journalist relationship was the main source of corruption orientation, politicians ranked as
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the top bribe-givers to journalists--followed by business people, and government officials. Though
Kenyan journalists said the standards of journalism training were good, local journalism and
communication colleges are faced by a myriad of problems--chief among them being lack of
resources, unqualified lecturers, and proliferation of new low-standard colleges.
Subject: Journalism; Communication; Mass communications;

Classification: 0391: Journalism; 0459: Communication; 0708: Mass communications
Identifier / keyword: Communication and the arts, Journalism, Kenya, Kenyan journalists,
Kenyan journalists survey, Survey research
Number of pages: 236
Publication year: 2015
Degree date: 2015
School code: 0093
Source: DAI-A 76/07(E), Jan 2016
Place of publication: Ann Arbor
Country of publication: United States
ISBN: 9781321597400
Advisor: Willnat, Lars
Committee member: Weaver, David, Major, Lesa, Carmines, Edward
University/institution: Indiana University
Department: Journalism
University location: United States -- Indiana
Degree: Ph.D.
Source type: Dissertations & Theses
Language: English
Document type: Dissertation/Thesis
Dissertation/thesis number: 3684557
ProQuest document ID: 1660199628
Document URL: http://search.proquest.com/docview/1660199628?accountid=27191
Copyright: Copyright ProQuest, UMI Dissertations Publishing 2015
Database: ProQuest Dissertations & Theses Global
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Document 2 of 100
The impact of Christian values on overall job satisfaction: a quantitative

analysis of United States hospital workers
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Author: Wright, Kimberly R.

Abstract: Christian-denomination-affiliated hospitals have a significant presence in the delivery
of healthcare in the United States; yet, a lack of understanding exists as to how religious affiliation
and organizational environment influence job satisfaction. The purpose of this study is to explore
if the religious affiliation of hospital workers (Christian or non-Christian) and organizational
environment (Christian-denomination-affiliated or non-Christian-denomination-affiliated) affect the
job satisfaction of hospital workers. A non-experimental, cross-sectional survey measured the
overall job satisfaction of United States hospital workers. The results did not support differences
existing among the overall job satisfaction of United States hospital workers based on
organizational environment or religious affiliation. Correlations occurred among the 12
independent variables and Christians, non-Christians, Christian-denomination-affiliated hospitals,
and non-Christian-denomination-affiliated hospitals.
Subject: Organizational behavior;

Classification: 0703: Organizational behavior
Identifier / keyword: Social sciences, Hospital workers, Independent samples t-test, Multiple
linear regression, Organizational environment, Overall job satisfaction, Religious affiliation
Degree date: 2015
School code: 1351
Source: DAI-A 76/08(E), Feb 2016
ISBN: 9781321672008
Advisor: Walker, Terry
Committee member: Smith, Doug, Huber, Wm. D.
University/institution: Capella University
Department: School of Business and Technology
University location: United States -- Minnesota
Degree: D.B.A.
Language: English
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Document 3 of 100
The development of professional social work values and ethics in the

workplace: A critical incident analysis from the students' perspective
Author: Papouli, Eleni
Abstract: <![CDATA[This thesis explores Greek social work students perceptions of the
development of their professional values and ethics in the workplace during their professional
practice placement. To accomplish its goals, the thesis includes a literature review and employs a
qualitative exploratory research design with descriptive elements positioned within the
constructivist paradigm. This research design allows the researcher to explore and describe a
topic - social work values and ethics - that is generally under-researched in the existing literature,
as well as being complex in nature and difficult to study. Data were collected using the critical
incident technique (CIT). This method took the form of a written questionnaire (the CIT
questionnaire) completed by 32 students between 11th and 25th October, 2010. The data were
inductively analysed using both qualitative and quantitative approaches. SPSS and SPAD software
packages were also used to analyse the numerical and textual data respectively. The study
findings underline the vital role of the workplace as a social space for students to learn and
develop their professional social work values and ethics. They also highlight the complexity of
implementing social work values and ethics in the different workplace environments that
students, as trainees, are placed for their professional practice due to their situation-specific
nature. Further, the study reveals a number of factors that, from the students point of view, are
important in applying and upholding professional ethical standards in social work practice. These
factors are associated with: a) the need to practice social work values and ethics in the workplace
on a daily basis in order to keep them alive and active; b) the students own contribution to
upholding ethical standards; c) the role practice instructors/supervisors play in the transmission of
social work values to students during their placements; d) the importance of ethical collaboration
inside and outside the workplace to achieve the best practices for clients; e) the clients
behaviour as a determinant of the ethical practice of social workers in the workplace; and f) the
importance of the ethics of management (including the political affiliation of the heads of
organisations) in creating and sustaining an ethical work/learning environment. The study
suggests that all the factors mentioned above-to a greater or lesser degree- should be considered
important elements to take into account in the planning and development of values-based social
work education programmes. Special attention should be paid to workplace conditions that can
hinder or support the development of values-based social work practice. As the study clearly
shows, daily ethical practice in social work, students as individuals, the role of practice
instructors, ethical workplace collaboration, client behaviour, and the ethics of management are
crucial components for building upon the ethical skills taught in the classroom and developing
ethically informed professional identities in real-life workplace situations. The thesis concludes
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that the critical incidents experienced by students are a valuable source of knowledge and
understanding of the development of social work values and ethics in professional practice. In this
study, indeed, students gained valuable insights into their ethics development process in practice
contexts, from both positive and negative critical incidents alike.]]>
Subject: Educational sociology; Organizational behavior;

Classification: 0340: Educational sociology; 0703: Organizational behavior
Identifier / keyword: (UMI)AAIU633094, Social sciences, Education
Degree date: 2014
School code: 0545
Source: DAI-C 74/06, 2013
Publication subject: Psychology--Abstracting, Bibliographies, Statistics
University/institution: University of Sussex (United Kingdom)
University location: England
Degree: D.Phil.
Language: English
Dissertation/thesis number: U633094
Full text outside of ProQuest: http://sro.sussex.ac.uk/48325/
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Document 4 of 100
Work values and control: A longitudinal analysis of the structural, cultural and
psychological predictors of work values in the high school class of 1972
Author: Ashlock, Jennifer Marie
Abstract: Work values, the importance placed on various job characteristics, are key to
understanding the quality of work experiences. Resources, opportunities and roles shape values
starting in childhood, influencing the choices that people make about schooling, marriage, and
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preparation for the labor market. Experiences in the labor market also shape work values but the
process by which this takes place has been the subject of debate. Evidence from multiple cohort
studies suggests that income and other job rewards may reinforce work values such that declines
in pay eventually come to decrease the importance that people place on income. According to
national-level cross-sectional studies, the importance of income and other extrinsic rewards has
increased over the past thirty years, however, at the same time that the value of wages has
declined.
An improved approach to understanding work values may come from an examination of the major
themes in classical social theory that explain general values. Structuralists conceptualize values
as investments that are limited by opportunities. In this sense, values are assessments of risk. In
contrast, the cultural perspective emphasizes the ways that experience is interpreted by beliefs.
Values, therefore, can reflect strain between social institutions and the ways that individuals
manage their role sets. In addition, psychological orientations impact values in terms of the kinds
of experiences that people seek out to validate perceptions of personal agency. From this context,
it is possible to identify two main mechanisms that shape work values. People are continually
selected into social contexts and socialized by their experiences. First, non-work resources and
roles influence work values via socio-economic status (SES), gender role socialization, educational
attainment, psychological agency ("locus of control" or LOC) and work experiences. Then, as
people become employed, they come to value specific job characteristics according to
interpretations of their work experiences. This project considers the hypothesis that people who
have less control over their job rewards as a result of the disadvantages of structural position, role
constraints and "external" LOC come to place more emphasis on the extrinsic aspects of work
than other, more advantaged groups because low pay is problematic. Alternatively, people may
simply come to value the kinds of jobs they have experienced. This alternative hypothesis
suggests that job rewards reinforce work values.
To test the control framework, work values are examined in the last three waves of a nationally
representative cohort of young people, the National Longitudinal Survey of the High School Class
of 1972. The first time point used in this study, administered when respondents are 22, is used to
establish the effects of socialization in social contexts and therefore the ways that work values
reflect respondents' characteristics and capabilities prior to labor market entry. As predicted,
respondents from lower socio-economic status backgrounds and external LOC (low agency) are
more likely to value extrinsic aspects of jobs than more advantaged respondents from higher
socio-economic status backgrounds and internal LOC (high agency). Respondents who are White
and those with a college degree are more likely to value intrinsic job rewards. In this initial
analysis female respondents value income and job autonomy less than males, suggesting that
their work preferences are shaped by gender socialization and conflict between work and home
life.
In the second empirical chapter, two job characteristics, weekly income and job autonomy, are
incorporated into the analyses to test the idea that less control over job rewards is problematic.
All else held equal, the results indicate that income and job autonomy reinforce their respective
work values. Groups in the analysis that tended to earn low pay, however, tended to value it more
than other, more advantaged groups. Female respondents earned considerably less than male
respondents and have less job autonomy, but they value extrinsic rewards slightly more than
males, suggesting that their work experiences became problematic as they accumulated labor
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market experience. Black respondents and those with low educational attainment also earn less
income than advantaged groups and place more emphasis on extrinsic rewards. There is also
some evidence that job autonomy reinforces intrinsic work values. Men with internal LOC have
access to jobs with more autonomy and also come to place more emphasis on this job
characteristic than external LOC men. Married women do not place more emphasis on income
than single women even though they earn less, suggesting that financial aspects of jobs are not
problematic due to their family roles.
The results provide mixed support for the hypothesis that work values are impacted by control
over the attainment of job rewards. The role conflict that women experience appears to
disadvantage them in the labor force and the results suggest that pay becomes increasingly
problematic as they participate in the labor force. Advantage appears to accumulate over time for
some men as they are able to find their valued job characteristics in the labor market. Men's
ability to access jobs with the freedom to make decisions at work may explain why their internal
LOC predicts greater interest in job autonomy over time.
Future research that examines work values and control over job rewards would benefit from
additional panel studies that can account for the mediating effect of LOC. More detailed measures
of work values and job rewards would improve evaluations of the problematic rewards hypothesis
and reinforcement hypothesis. Rankings of the importance of work that is meaningful, secure, and
an opportunity for enjoyable social interaction would be useful in panel studies. Policy aimed at
improving the match between people and jobs should consider the effects of family background,
educational attainment and long term disadvantage on work values, job rewards and LOC.
Subject: Sociology;
Classification: 0626: Sociology
Identifier / keyword: Social sciences, Job values, Locus of control, Meaning of work, Work values
Degree date: 2014
School code: 0153
Source: DAI-A 76/05(E), Nov 2015
ISBN: 9781321435221
Advisor: Kalleberg, Arne L.
Committee member: Aldrich, Howard E., Kleinman, Sherryl, Marshall, Victor W., Perrin, Andrew
J., Zimmer, Catherine
University/institution: The University of North Carolina at Chapel Hill
Department: Sociology
University location: United States -- North Carolina
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Degree: Ph.D.
Language: English
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Document 5 of 100
Person-Organization Value Congruence and Relationships Between

Transformational Leadership and Job Attitudes
Author: Dilka, Shaneika Aletha
Abstract: This study examined the mediating effect of person-organizational value congruence
on the relationships between transformational leadership and job attitudes. It specifically
investigated whether perceived person-organization value congruence mediates the relationships
between transformational leadership and job satisfaction; affective, normative, and continuance
commitment; and turnover intentions. The study employed a non-experimental, quantitative
research design and a survey methodology. The sample consisted of 185 school district
employees, age 21 and over. Participants were employed with the school district for a minimum of
6 months and held both instructional and non-instructional roles in the district. Transformational
leadership theory and person-organization fit theories formed the theoretical foundation of the
study. Pearson Product-Moment correlations between transformational leadership and job
satisfaction, affective and normative commitment, and person-organizational value congruence
were positive and statistically significant, whereas the relationships between transformational
leadership and turnover intentions, and between person-organizational value congruence and
turnover intentions, were negative and statistically significant. Multiple regression analyses were
used to test for mediation. Results indicated that person-organizational value congruence
mediated the relationships between transformational leadership, normative commitment, and
turnover intentions. Social change implications are that, by assessing leadership style and personorganization value congruence, organizations can determine which leaders and employees best fit
within the organization, thereby improving organizational and employee outcomes.
Subject: Educational leadership; Occupational psychology; Organizational behavior;

Classification: 0449: Educational leadership; 0624: Occupational psychology; 0703:
Organizational behavior
Identifier / keyword: Social sciences, Psychology, Education, Job satisfaction, Organizational
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commitment, Person-organization value congruence, Transformational leadership, Turnover

intentions
Degree date: 2014
School code: 0543
Source: DAI-A 75/12(E), Jun 2015
ISBN: 9781321124378
Advisor: Fortunato, Vincent J.
Committee member: Dorr, Bernadette, Fuller, Gerald
University/institution: Walden University
Department: Psychology
Degree: Ph.D.
Language: English
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Document 6 of 100
Differences in Generational Work Values in America and Their Implications for

Educational Leadership: A Longitudinal Test of Twenge's Model
Author: Fountain, Jason Morgan
Abstract: Three generations of Americans are currently coexisting in the workforce. One of the
primary challenges for educational leaders is to understand the similarities and differences in
each generation while also educating a new generation of Americans - today's youth. This
longitudinal study used data from the General Social Survey to determine if generational work
values differ in accord with the five general categories outlined by Twenge.
Several significant differences emerged. First, Millennials rate higher in work ethic over Boomers
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and GenXers. Additionally, a linear decline from Boomers to Millennials was found in intrinsic
values, while Millennials were found to have the highest need for extrinsic values. Finally, a linear
decline from Boomers to GenXers to Millennials was evident in relation to social values in the work
setting.
The primary implication from this study involves the contradictory nature of Millennials. While
they have the highest work ethic, they also rate highest in leisure values and the need for
extrinsic values. Further research should be conducted to isolate values pertinent to teachers and
a cross-sectional study should be conducted to determine value differences of the current
workforce.
Subject: Educational leadership;

Classification: 0449: Educational leadership
Identifier / keyword: Education, Generational values, Twenge model, Work values
Degree date: 2014
School code: 1363
Source: DAI-A 75/10(E), Apr 2015
ISBN: 9781303950957
Advisor: Slater, Robert O.
Committee member: Hoffman, Sharon C., Fossey, Richard
University/institution: University of Louisiana at Lafayette
Department: Educational Leadership
University location: United States -- Louisiana
Degree: D.E.
Language: English
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Document 7 of 100
Searching for the Links Between Culture and Performance: The Role of Values
Work as Emergent Values Practices in One Company's Journey from Imagined
to Transformational Change
Author: Amato, Anna M.
Abstract: This quantitative study advances authentic leadership research and explores the
interactions between leader eudaimonic well-being, the impact of life experiences, and authentic
leadership. Using a sample of 900 international leaders from 108 nations, the results support a
statistically significant relationship between eudaimonic well-being, life experience
impact/response, and authentic leadership. The research further posits that individuals high in
authentic leadership are generally high in eudaimonic well-being and report being positively
impacted by the perceivably positive and negative events of life. Further research is needed to
explore other variables that contribute to the relationships between authentic leadership,
eudaimonic well-being, and the impact of a leader's life experiences.
Subject: Management; Organization Theory; Organizational behavior;

Classification: 0454: Management; 0635: Organization Theory; 0703: Organizational behavior
Identifier / keyword: Social sciences, Organizational change, Transformational leadership,
Organizational culture, Values-driven leadership, Values practices, Humble leadership
Degree date: 2014
School code: 1333
Source: DAI-A 75/11(E), May 2015
ISBN: 9781321169898
Advisor: Gustafson, James Gus
University/institution: Benedictine University
University location: United States -- Illinois
Degree: Ph.D.
Language: English
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Document 8 of 100
Work values and generational differences: Using work values to understand

generational differences in the Canadian workplace
Author: Marcus, Mary
Abstract: This study examined work values as a construct for understanding generational
differences in the workplace. The researcher was interested in discerning whether work values, or
patterns of work values, could be attributed to a specific generation in differentiation from other
generations. The generations included in the study were the Baby Boomers (born 1942-1960),
Generation X (Born 1961-1980), and Millennials (1981-2000). The study applied a definition of
work values used by Enns, Ferratt, and Prasad (2006), Beyond Stereotypes of IT Professionals:
Implications for IT HR Practices , to measure work value preferences for each generation. This
model examined work values based on the categories of work security (job security, pay, and
benefits); achievement (career development opportunities, specificity of performance
requirements, discretion in work choice, recognition, social interaction, and support); and
flexibility (discretion in schedule, location, and travel). Data gathering also included demographic
questions identifying participants' generational cohorts and immigrant status. It was anticipated
that members of each specific generational cohort would exhibit a pattern of work values specific
to that generation and different from other generations. First generation immigrants from nonwestern countries were also expected to show differentiation in work values. Baby Boomers were
anticipated to rate values associated with security and achievement higher than the other values,
Generation X was expected to rank values associated with achievement and flexibility higher than
other values, and Millennials were projected to value flexibility categories higher than other
values. The data showed that, in fact, security values ranked lower for Baby Boomers than other
generations. The data also showed that Millennials placed higher value on achievement related
values, particularly career development and social interaction and support. Finally, no difference
was found across generations related to flexibility, and no value patterns emerged to differentiate
the three generations.
Subject: Social psychology; Occupational psychology; Organizational behavior;

Classification: 0451: Social psychology; 0624: Occupational psychology; 0703: Organizational
behavior
Identifier / keyword: Social sciences, Psychology, Baby Boomer, Generation, Generational
differences, Generation X, Millennial, Work values
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Degree date: 2014

School code: 1351
Source: DAI-A 75/11(E), May 2015
ISBN: 9781321096293
Advisor: Santonastasi, Antonio
Committee member: Vogele Welch, Deborah, Goodwin, Beverly
Department: Harold Abel School of Social and Behavioral Sciences
Degree: Ph.D.
Language: English
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Document 9 of 100
Work values across generations - a study of the Greek hotel workforce

Author: Papavasileiou, Emmanouil
Abstract: <![CDATA[There is a problem in the workplaceIt is a problem of values, ambitions,
views, mind-sets, demographics, and generations in conflict. The workplace you and we inhabit
today is awash with the conflicting voices and views of the most age- and value-diverse workforce
this country has known since our great-great-grandparents abandoned field and farm for factory
and office (Zemke, Raines & Filipczak, 2000, p. 9). The opening quotation encapsulates the
popular belief among management practitioners that substantive and meaningful intergenerational differences exist in work values among the members of current workforce. Despite
this practitioner interest and debate, systematic empirical research either to confirm or refute
popular claims has, until recently, been lagging. Moreover, the few academic studies on this topic
have largely focused on the US context and research from other countries, particularly nonEnglish speaking, is scant. The aim of this study is to fill this vacuum by investigating the nature
of work values across the prevalent generations of workers within the relatively unexplored
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cultural context of Greek hotel organisations. Building upon Schwartzs (1994) theory of basic
values and Vincents (2005) culture-specific approach of generational identity formation, this
study proposes a values-based framework for studying generational differences in the workplace.
The framework includes four types of work values namely extrinsic, intrinsic, prestige and social
and three age-based generational groups; the Divided generation (1946-1966), the Metapolitefsi
generation (1967-1981) and the Europeanised generation (1982-1996). The framework assumes
that age-based generational identity is a culture specific phenomenon comprised of a distinctive
set of values. The expectations and motivations towards work are shaped by this set of values,
which emerged as a product of a living through experience from the successive entry into
adulthood and endure as the members of each generation travelling through time together. In
addition, generational boundaries are determined by revolutionary events that are contingent on
the specific cultural context in which they became meaningful. The study assessed the concept of
work values with a novel scale, designed to succinctly measure the four underlying work value
types that were consistently observed in previous research. The proposed work values model was
tested using a multiple triangulation approach with two samples and two methods of analysis
across two studies. In study 1, the work values scores were collected by 303 workers in 7 yearround hotel establishments operated in the region of Macedonia and analysed with exploratory
factor analysis. In study 2, the work values scores were collected by 304 workers in 7 seasonal
hotel establishments from the same region and analysed with confirmatory factor analysis. The
results of study 2 confirmed the outcome of study 1. More importantly, the analysis revealed that
compared to theory driven alternatives, a second-order model, comprised of a general work
values factor with four latent factors intrinsic, material, power and affective work values, best
fitted the data. This model helps to show how various types of work values fit together into a
cohesive whole, allowing HR researchers and practitioners to identify broader patterns and trends
in work values to improve HR interventions. Furthermore, multivariate analysis of variance among
the entire sample (607 hotel workers) revealed significant generational differences in three types
of work values (intrinsic, prestige and social), even when the effect of gender (male vs female)
and operational pattern (seasonal vs year round) was taken into account. Some of the most
complex challenges facing human resource professionals in contemporary organisations such as
conflict, transferring of knowledge as well as retention of talents are often associated with these
differences. Knowledge about the work values of each generation cohabiting current workplace
can help organisations in creating practices that foster inter-generational synergies and comfort in
the workplace. This in turn will allow them to narrow the social distance represented by the
generation gap, an impediment to the effectiveness of even the most sophisticated human
resource practices.]]>
Subject: Social structure;

Classification: 0700: Social structure
Identifier / keyword: (UMI)AAIU616980, Social sciences
Degree date: 2013
School code: 5016
Source: DAI-C 74/03, Fall 2013
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University/institution: University of Exeter (United Kingdom)
Degree: Ph.D.
Language: English
Full text outside of ProQuest: http://hdl.handle.net/10871/14726
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Document 10 of 100
Bridging the gap between leaders and job involvement through a value
system: A qualitative study
Author: Blockton, Tyrone M.
Abstract: The purpose of this phenomenological research was to understand how work values
influence job involvement for a group of executive level leaders. Work values are defined as one's
personal outlook on needs and priorities in relation to the type of work perceived to have a
capacity to meet those needs and priorities. Job involvement is defined as the internalization of
values about work to an individual. In specifying job involvement, a leader is considered to be
involved in his or her job if actively participating in it, regards the job as being important to life
interests, and believes job performance is central to their self-concept. With no limitation on
demographic elements, the criterion for participants in this study was that each is serving at the
Senior Vice President (SVP), Vice President (VP), or Director Level in the organization. Forty
potential participants were contacted. Of these, nine responded, seven with interest in
participating. Four were SVPs/VPs and three were Directors. A review of job involvement theory,
motivation theory, and organizational culture theory was provided to support the research.
Through the process of phenomenological analysis, two analytical procedure models were used to
identify common themes among the participants related to their lived experiences as senior
leaders. The results of the study showed that a leader's work values influenced job involvement
through a cycle of actions that begin with varied influences of others and the intrinsic value
placed on those influences. The leader is then compelled to put forth specific or applicable work
values that drive greater job performance and yield the greatest return on individual investment.
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Based on the findings, work values can be formulated in a manner that guides future leaders to
increased job involvement and ultimately greater success. The information presented could be a
means for future studies on the topic, and used to create new relationships within the ongoing
body of research.
Subject: Management; Organization Theory;

Classification: 0454: Management; 0635: Organization Theory
Identifier / keyword: Social sciences, Job involvement theory, Leadership, Motivation theory,
Organizational culture theory, Phenomenology, Work values
Degree date: 2013
School code: 1351
Source: DAI-A 75/04(E), Oct 2014
ISBN: 9781303630828
Advisor: Terry, Linda J.
Committee member: AVELLA, JOSEPH, HERR, JOHN
Degree: Ph.D.
Language: English
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Document 11 of 100
A study of the value added by transformational leadership practices to

teachers' job satisfaction and organizational commitment
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Author: Kieres, Katherine H.

Abstract: Based on Bass and Riggio's (2006) Augmentation Model of Transactional and
Transformational Leadership, this quantitative study sought to identify the amount of variance in
teacher job satisfaction and organizational commitment that can be explained by principals'
transformational leadership behaviors, above and beyond the influence of transactional
behaviors. 156 teachers in five Pennsylvania high schools were surveyed about their job
satisfaction and organizational commitment, and about the leadership behaviors in which their
principals engaged, The researcher then used hierarchical linear modeling to test Bass and
Riggio's (2006) Model within this sample group. The results of this study provide researchers with
a replicable method with which to examine Bass and Riggio's (2006) Augmentation Model. They
also provide practitioners with actionable guidance on leadership behaviors that can positively
influence teachers' job satisfaction and organizational commitment.
Subject: School administration;

Classification: 0514: School administration
Identifier / keyword: Education, transformational leadership, principal leadership, job
satisfaction, organizational commitment
Degree date: 2013
School code: 0199
Source: DAI-A 75/06(E), Dec 2014
ISBN: 9781303782879
University/institution: Seton Hall University
University location: United States -- New Jersey
Degree: Ed.D.
Language: English
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_______________________________________________________________
Document 12 of 100
Generation X and Generation Y in the workplace: A study comparing work

values of Generation X and Generation Y
Author: Ware, Christina V.
Abstract: The purpose of this research study was to investigate the work values of Generation X
born between 1960 and 1980, and Generation Y born between 1981 and 1993, within an
organization's workplace environment, to determine whether differences existed in their work
values. An invitation to participate in the study was placed on Facebook, a social networking site,
asking for participants who met the study's criteria. The criteria included (a) being employed, (b)
being a United States citizen, and (c) being born between the years of 1960-1993. Those who
agreed to participate, were given a link to SurveyMonkey, where they were first presented with a
letter outlining the criteria for the study and asking the participants to sign a consent form
electronically, giving his or her consent to participate in the study. Once the permission form was
signed, the participant was given an opportunity to complete the survey. To reach statistical
significance, there should be no fewer than 128 study participants from Generation X and Y. The
researcher eliminated surveys of individuals not born between 1960 and 1993. After the survey
collection phase, the data was entered into SPSS worksheet and analyzed. The worksheet, like the
survey, was divided into several categories. The other categories were used to gather data about
their beliefs or feelings concerning the factors that influenced their work values at work, their
positive and negative relationships, and styles of management in the workplace. The utilization of
the appropriate descriptive analyses, regression analysis, and ANOVA tests were used to either
accept or reject the null hypotheses, and thereby address the research questions. Descriptive
statistics and ANOVA analysis were used to test all (three) hypotheses, which determined if
statistically significant differences existed among the generations with regard to the dependent
variables. Findings showed that work values differed significantly only on the measure of
management between Generation X and Generation Y.
Subject: Business administration; Management; Public administration; Organizational behavior;

Generation X; Generation Y; Business ethics; Values; Studies;
Classification: 0310: Business administration; 0454: Management; 0617: Public administration;
0703: Organizational behavior
Identifier / keyword: Social sciences, Facebook, Generation X, Human resources, Management,
Work values, Generation Y
Pages: n/a
Degree date: 2013
School code: 1351
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Source: DAI-A 74/07(E), 2013

ISBN: 9781267954992
Advisor: Krolik, James
Committee member: Pandya, Shardul, Lawrence, Dennis
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 13 of 100
Nurses' and Supervisors' Value Congruence, Leadership Support and Patient

Outcomes and the Effect on Job Satisfaction and Intent to Leave
Author: Hunt, Deborah
Abstract: The issue of patient outcomes, nurse turnover, and retention impacts healthcare on a
local, national, and global level. Turnover usually has a negative effect on an organization and
may cause financial instability, low staff morale, decreased quality of care, poor patient outcomes,
and decreased job satisfaction. Leadership has been cited to be one important influence on these
factors.
The purpose of this study was to examine the factors among congruency of leadership support
and congruency and value of patient outcomes between supervisors and nurses, nurses' job
satisfaction and their turnover intent. The theoretical framework of Person-Environment Fit guided
this study. The nurses' and supervisors' experience, educational level and amount and type of
interaction between them was also measure The sample included 92 staff nurses and 21 nurse
managers who were working on medical-surgical and telemetry nursing units in a large
metropolitan area in the Mid-Atlantic area of the United States.
Data were collected via a survey booklet that contained four instruments: that measured the
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study's factors. The results of this study indicated that there was a relationship between value
congruence and leadership support and nurse satisfaction. In this study congruency on leadership
support was positively correlated with nurse satisfaction. However, in this study value congruence
and leadership support were negatively correlated with turnover intent.
Nurse administrators can utilize the results of this study to guide their organizations in the
development of policies that will address the issue of turnover and retention. Nursing research
should continue to investigate nurse turnover in order to utilize current evidence in the
development of nurse retention programs.
Subject: Nursing; Supervisors; Patients; Clinical outcomes; Job satisfaction; Retention; Turnover;
Classification: 0569: Nursing
Identifier / keyword: Health and environmental sciences, Leadership support, Patient outcomes,
Job satisfaction, Intent to leave
Pages: n/a
Degree date: 2012
School code: 0001
Source: DAI-B 73/08(E), Feb 2013
ISBN: 9781267265913
Advisor: White, Jane
University/institution: Adelphi University
University location: United States -- New York
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 14 of 100
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Work values and economic growth

Author: Weniger, Marc P.
Abstract: This dissertation investigated the relationship between work values and economic
growth. Do work values change with economic growth? Specifically, do the World Values Survey
items for work have a relationship with gross domestic product (GDP) per capita and gross
national income (GNI) per capita? Second, do work values predict economic growth? Work values
items were chosen from the World Values Surveys from the past four waves available, the 1990,
1995, 2000, and 2005 waves. Work values were categorized into three groups, work authority,
work ethic, and work priorities.
These questions were answered in three questions sets. First, Question Set A, Questions 1-4, test
for differences in the 1990, 1995, 2000, and 2005 World Values Survey waves between work
ethic, work and authority, and work priorities when compared by World Bank income categories of
low, lower-middle, upper-middle, and high levels. Second, Question Set B, Questions 5-7, test
whether there are differences between the 1990, 1995, 2000, and 2005 World Values Survey
waves. Third, Question Set C, Questions 8-11, ask if work ethics, work and authority, and work
priorities serve as substantively significant predictors of GNI per capita and GDP per capita in the
1990, 1995, 2000, and 2005 World Values Survey waves.
The findings indicated substantively significant results for Question Set A were found between
World Bank income categories for work ethics, and work priorities for all waves, however not for
work authority in all waves. These results indicated that for work ethic, wealthier work grows as
countries' priorities change from having higher motivation to work in poorer economies, to having
lower motivation to work in wealthier economies. Work priorities shifted from working for material
security/necessity in poorer economies to working for intrinsic needs in wealthier countries. The
second finding indicated that work ethic and work priorities are substantive contributors of GNI
per capita and GDP per capita.
This study supported aspects of modernization theory, cultural determinism (primacy), and that
culture, specifically work values, do have a substantively significant effect on GNI per capita and
GDP per capita. The ideas of achievement motivation theory and that cultural values only change
generationally were challenged.
Subject: Cultural anthropology; Economics;

Classification: 0326: Cultural anthropology; 0501: Economics
Identifier / keyword: Social sciences, Culture, Economic growth, Work ethic, Work priorities,
Work values, World Values Survey, Values
Degree date: 2012
School code: 1503
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ISBN: 9781267224958
Advisor: Melville, Keith
Committee member: Appelbaum, Rich P., Willis, David Blake, Suhr, Diana
University/institution: Fielding Graduate University
Department: The School of Human and Organization Development
University location: United States -- California
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 15 of 100
Gender differences in work values in China

Author: Nie, Lulu
Abstract: Based on a nationally representative sample of 10,332 adults from the China General
Social Survey 2005 (CGSS2005), this study examines gender differences in work values in China,
the mediating effects of marriage and family status, the mediating effects of SES and
occupational characteristics and the interaction between gender and family status. Results from
ordinal logistic regressions show that women are more likely to rank high earnings, job security,
short work time and job autonomy higher, while men are more likely to rank job prestige, job
authority, job interest, job promotion, serving others and sense of achievement higher. Marriage
and family status only help explain gender differences in ranking job interest. However, the data
provides support for the hypothesis that SES and occupational characteristics can in part explain
gender differences in work values. SES and occupational characteristics have fully mediating
effects on gender differences in ranking high earnings and job security, and also help explain
gender differences in other work values. Interaction effects of gender and family status show that
the effects of marital status differ for men and women in ranking high earnings, job authority, job
interest, short work time and sense of achievement, but the marital status effects do not differ on
other work values for men and women.
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Subject: Asian Studies; Individual & family studies; Gender studies;

Classification: 0342: Asian Studies; 0628: Individual & family studies; 0733: Gender studies
Identifier / keyword: Social sciences, China, Gender, Work values
Number of pages: 59
Degree date: 2012
School code: 0050
Source: MAI 51/02(E), Apr 2013
ISBN: 9781267595768
Advisor: Luo, Ye
Committee member: Wentworth, William, Sturkie, Douglas
University/institution: Clemson University
Department: Sociology
University location: United States -- South Carolina
Degree: M.S.
Language: English
_______________________________________________________________
Document 16 of 100
Work value as a moderator of the value congruence-employee attitude

relationship
Author: Johnson-Murray, Rachael
Abstract: Researchers have identified the extent to which an individual values work as a
potentially key component in the relationship between on-the-job experiences and employee
attitudes. In a replication and extension of Amos and Weathington (2008), this study examined
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the moderating effects of work value on the relationship between employee-organization value
congruence and attitudinal outcomes (i.e., satisfaction, commitment, and turnover intent). It was
hypothesized that value congruence would positively correlate to affective and cognitive job
satisfaction, organizational satisfaction, and organizational commitment, yet negatively correlate
to employee turnover intent. It was also hypothesized that these relationships would be
moderated by the employee's degree of work value. Regression analyses and correlations were
used to analyze the data. Results support a relationship between value congruence and employee
attitudes. Results also support work value as a moderator of several value congruence-attitude
relationships, specifically, affective and cognitive satisfaction, turnover intentions, normative
commitment, and continuance commitment.
Key words: Value congruence, work values, employee attitudes
Subject: Psychology; Occupational psychology;

Classification: 0621: Psychology; 0624: Occupational psychology
Identifier / keyword: Psychology, Attitude, Moderator, Value congruence, Work value
Number of pages: 79
Degree date: 2012
School code: 0274
Source: MAI 50/06, Dec 2012
ISBN: 9781267421647
Advisor: Weathington, Bart L.
Committee member: O'Leary, Brian J., Biderman, Michael D.
University/institution: The University of Tennessee at Chattanooga
University location: United States -- Tennessee
Degree: M.S.Psy.
Language: English
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_______________________________________________________________
Document 17 of 100
The work values of American Indian college students

Author: Roberts, Jake
Abstract: Scope and Method of Study: The purpose of this study is to explore the specific work
values of AI/NA college students and how work values are related to the cultural experience of
being AI/NA, in terms of enculturation and ethnic identity. Participants included 71 self-identified
AI/NA college students, ages 18 to 34, 64% of whom were female. Participants completed a
demographic sheet, the American Indian Enculturation Scale (AIES), the Multi Group Ethnic
Identity Measure (MEIM), and Super's Work Values Inventory-Revised (SWVI-R). Participants were
recruited through AI/NA list serves and the College of Education on-line participation system.
Findings and Conclusions: The top 5 work values for the entire AI/NA college student sample were
lifestyle, supervision, achievement, security, and challenge. For AI/NA college males, the top 5
work values were lifestyle, achievement, challenge, supervision, and security. For AI/NA college
females, the top 5 work values were lifestyle, supervision, achievement, security, and co-workers.
Additionally, there were significant gender differences in work values, with women valuing
workplace, supervision, and co-workers more so than men. This finding is similar to previous
research that has shown that women value social aspects of work more so than men (Duffy
&Sedlacek, 2007). While there was a significant relationship between enculturation and ethnic
identity, enculturation and ethnic identity were not related to the work values of AI/NA college
students. These findings differed from previous research that has shown a relationship between
ethnic identity and work values for African American college students (Hammond et al., 2010).
Lastly, the measures of enculturation and ethnic identity were highly correlated indicating the
usefulness of these two measures with AI/NA populations and evidence of convergent validity.
Subject: Counseling Psychology; Native American studies; Vocational education;

Classification: 0603: Counseling Psychology; 0740: Native American studies; 0747: Vocational
education
Identifier / keyword: Social sciences, Psychology, Education, American Indian, College students,
Native American, Vocational, Work values
Number of pages: 88
Degree date: 2012
School code: 0664
ISBN: 9781267590848
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Advisor: Winterowd, Carrie

Committee member: Dorton-Clark, Julie, Gavin, Mark
University/institution: Oklahoma State University
Department: Education (all programs)
University location: United States -- Oklahoma
Degree: M.S.
Language: English
_______________________________________________________________
Document 18 of 100
The Influence of Values and Psychosocial Job Characteristics on Intent to Leave

Among Hospital Nurses
Author: Rosenkranz, Amanda
Abstract: The supply of registered nurses is predicted to be insufficient to meet the healthcare
needs of an aging society. It is imperative that nurses are retained to alleviate effects of this
shortage on quality nursing care. Intent to leave is a behavior driven by many factors in
registered nurses working in a hospital setting. The purpose of this study was to determine the
relationships among personal values, individual and psychosocial job characteristics and intent to
leave in hospital nurses. Individual characteristics included demographic variables such as age,
gender, years of experience and education. Psychosocial job characteristics were decision
latitude, psychological demands and social support. A nonexperimental, exploratory, crosssectional survey research design was used. Data were collected using an online survey tool in a
sample of registered nurses in the Mid-Atlantic Region. Participants ranged in age from 22 to 74
years old (M = 46.9). The majority of participants were female (n = 108, 93.1%), non-Hispanic
Caucasian (n =94, 81%) and had obtained a bachelor of science degree (n=59, 50.9%).
Participants had on average spent 11.9 years in their current job, had 20.9 years of experience,
and worked 31.5 hours per week. The sample was dichotomized for bivariate comparisons: nurses
with intent to leave (n=41) and nurses without intent to leave (n=75). Those with intent to leave
had significantly lower income and a significantly lower score on the personal value of
benevolence, indicating this was a lower value priority. Pearson correlations were computed and
stepwise multiple regression was performed to determine the relationships among predictors of
intent to leave. Fewer years of experience as a nurse, fewer years in the current job, and a higher
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score on the personal value of hedonism significantly predicted intent to leave, explaining 9.2% of
the variance. Despite the progress in understanding factors related to intent to leave, there is still
insufficient evidence in literature on effective retention strategies. This study provides answers of
the effect of values, individual and psychosocial job characteristics on intent to leave. Moving
forward, implications for nursing leaders are to identify retention strategies based upon the
relationship of demographic data, value prioritization, and perceptions the psychosocial job
characteristics. Screening potential new hires can be performed using behavioral interviewing
techniques and surveys about values and ideal work settings. Future research should include
interventions mitigating the effect of intent to leave.
Subject: Nursing; Occupational psychology; Health care management; Values; Social psychology;
Turnover; Career changes;
Classification: 0569: Nursing; 0624: Occupational psychology; 0769: Health care management
Identifier / keyword: Psychology, Health and environmental sciences, Income, Intent to leave,
Psychosocial, Employee turnover, Values
Pages: n/a
Degree date: 2012
School code: 0883
Source: DAI-B 74/05(E), Nov 2013
ISBN: 9781267843364
Advisor: Richards, Kathy
Committee member: Tetrick, Lois, Oh, Kyeung Mi, Rowan, Katherine
University/institution: George Mason University
Department: Nursing
University location: United States -- Virginia
Degree: Ph.D.
Language: English
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_______________________________________________________________
Document 19 of 100
Corporate social performance attracts top talent: The moderating role of work
values
Author: Winkler, Anne-Laure P.
Abstract: This study introduces and tests the role of work values in moderating the effects of
corporate social performance (CSP) on prospective applicants' job pursuit intentions. I integrate
the literature on corporate social responsibility (CSR) and CSP with the advances in organizational
behavior in understanding values and work values in particular. Building on the role of values in
CSP (Swanson, 1995), theories of person-organization fit (Chatman, 1989), work values (Judge
&Bretz, 1992), and competing values that link to behaviors (Schwartz, 1996), I hypothesize that
an overall value for CSR and specific values linked to CSR moderate the effects of CSP on job
pursuit intentions. More specifically job applicants with a value for CSR, a career goal to do good,
low dominance and women who are socialized to be more other-regarding will be more likely to
pursue a job with firms that are high in CSP.
This study addresses common method basis by relying on two distinct data sources and uses real
firm data for CSP measures. A sample of 2,000 US undergraduates, MBAs, and master's non-MBA
students captures individuals' values. The second source provides CSP ratings for 144 public
corporations that match with students' employer job pursuit intentions. Companies are nested
within individuals, as each respondent provides their ideal and company-related job preferences.
Hypotheses were expected to hold generally for all student groups, but results differed by group.
The findings provide support for an overall value for CSR only in the masters' non-MBA students.
Stronger support is found for the moderating role of specific values of a career goal to do good
and low dominance in all groups. The strongest and most consistent finding is for women.
Such results add to the growing literature on CSP by specifying for whom CSP is more relevant
when pursuing a job based on identifying their work values. While CSP firms may at first attract
top talent based on similar values, a person-organization fit is expected to continue playing a role
in employees' retention and their actual contribution to the execution of CSP.
Subject: Management; Labor relations; Organizational behavior;

Classification: 0454: Management; 0629: Labor relations; 0703: Organizational behavior
Identifier / keyword: Social sciences, Corporate social performance, Corporate social
responsibility, Work values, Organizational attraction, Job pursuit intentions, Talent
Number of pages: 69
Degree date: 2012
School code: 0190
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Source: MAI 50/05, Oct 2012

ISBN: 9781267255457
Advisor: Finegold, David
University/institution: Rutgers The State University of New Jersey - New Brunswick
Department: Graduate School - New Brunswick
Degree: M.S.
Language: English
_______________________________________________________________
Document 20 of 100
The moderating effect of instrumental job attributes on the relationship

between a firm's perceived value of diversity and its organizational
attractiveness
Author: Lambert, Jason R.
Abstract: Increasingly more firms are targeting both racial and sexual minorities in recruitment
ads to attain a diverse work climate. However, the challenge remains of recruiting job seekers
without alienating qualified others. Expectancy theory and social identity theory are used to
investigate how employee recruitment statements regarding employment-at-will and pay
moderate the effect that diversity-supportive recruitment statements have on job seekers' job
pursuit intentions and attraction towards a firm. A model is tested that demonstrates an
interaction effect between perceived instrumental job attributes and perceived symbolic
attributes on the organizational attractiveness of a firm. Implications from the results are
discussed, including how the manipulation of recruitment statements may act as a filter for
sorting heterosexist job seekers from the labor pool of firms that value diversity.
Subject: Management; Organizational behavior; Studies; Recruitment; Workplace diversity; Job

hunting;
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Classification: 0454: Management; 0703: Organizational behavior

Identifier / keyword: Social sciences, Human resources, Organizational attractiveness,
Procedural justice, Workplace diversity, Workplace, Diversity, Recruitment
Pages: n/a
Degree date: 2012
School code: 2502
Source: DAI-A 74/03(E), Sep 2013
ISBN: 9781267725554
Advisor: Bell, Myrtle P.
Committee member: Lavelle, James J., McMahan, Gary C., Agger, Ben
University/institution: The University of Texas at Arlington
Department: Management
University location: United States -- Texas
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 21 of 100
Work value preferences of generational and gender diversity: An exploration

among accountants
Author: Williams, K. Ambrey
Abstract: Managers face new challenges of motivating a multigenerational workforce, male and
female, and yet keeping a competitive edge. Understanding generational and gender difference
may help managers overcome some of the rising challenges. Researchers have produced mixed
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results on generational and gender differences, which led to this study. The nature of the study
was an exploration of the motivational preferences of generations and genders in the accounting
industry. Using a quantitative methodology, the research study was designed to explore the
connection between generational and gender workplace preferences and motivation within the
accounting industry. The Work Values Survey created by Brenda Wagenknecht-Ivey in 1997 was
used to collect information on 24 work values. Based on the results of the factorial ANOVA
conducted on the data set of preferred work values and on the data set of observed work values,
both null hypotheses suggesting no significant differences in the preferred or observed work
values between the Baby Boomers and Generation X and males and females were rejected.
Results indicated the differences for practical organizational purposes are minimal.
Subject: Accounting; Management; Organizational behavior;

Classification: 0272: Accounting; 0454: Management; 0703: Organizational behavior
Identifier / keyword: Social sciences, Workplace diversity, Motivation, Accountants, Gender,
Generation, Work values
Degree date: 2011
School code: 1351
Source: DAI-A 72/10, Apr 2012
ISBN: 9781124795447
Advisor: Evans-Kasala, Mary
Committee member: Flor, Richard, Wiseman, Timothy
Degree: D.B.A.
Language: English
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_______________________________________________________________
Document 22 of 100
Comparing the Values, Attitudes, Job Satisfaction, and Worker Cooperation of

Entrepreneurs and Nonentrepreneurs
Author: O'Meara, Thomas J., Jr.
Abstract: Fifty percent of newly formed entrepreneurial organizations fail within the first 4 years
of implementation. The purpose of the quantitative study, using a correlational and comparative
design, was to compare the values and attitudes of entrepreneurs and nonentrepreneurs, and
examine the relationship between values, attitudes, job satisfaction, and worker cooperation for
entrepreneurs and nonentrepreneurs. Three thousand surveys were distributed throughout Los
Angeles County; 385 surveys were returned from each group. Mann Whitney U and regression
analysis were utilized to test 10 hypotheses and answer the study research questions. Research
question 1 indicated statistically significant value differences for entrepreneurs and
nonentrepreneurs. Significant findings include a world of beauty, (( Mdn = 4.17), U = 53914.5, p
<.001, r = 0.120), and forgiving, ((Mdn = 4.23), U = 53722, p <.001, r = 0.121). Research
question 2 indicated statistically significant attitude differences for entrepreneur and
nonentrepreneur achievement, ((Mdn = 80.56), U = 45070.5, p <.001, r = 0.255), personal
control, (( Mdn = 75.40), U = 35945.5, p <.001, r = 0.368), and innovation, ((Mdn = 71.13 ), U =
28266.5, p <.001, r = 0.470). Research questions 3 and 4 indicated statistically significant
differences for entrepreneur and nonentrepreneur values and job satisfaction, (R2 = 0.28, F
(1,385) = 14.546, p <.001, R2 = 0.352, F (1,385) = 12.935, p <.001). Research questions 5 and 6
indicated statistically significant differences for entrepreneur and nonentrepreneur values and
worker cooperation, (R2 = 0.481, F (1,385) = 51.351, p <.001, R2 = 0.364, F (1,385) 18.383, p
<.001). Research questions 7 and 8 indicated statistically significant differences for entrepreneur
and nonentrepreneur self-esteem and job satisfaction, (( Mdn = 65.24), U = 57984, p <.001, r =
0.077). Research questions 9 and 10 indicated statistically significant differences for entrepreneur
and nonentrepreneur values and worker cooperation, (R2 = 0.484, F (1,385) = 115.549, p <.001,
R2 = 0.154, F (1,385) = 19.899, p <.001). Recommendations include future research conducted
during various economic conditions and an education distribution with a narrower range of
participants among entrepreneurs and nonentrepreneurs to reduce the 50% newly formed
entrepreneurial organizations failure.
Subject: Entrepreneurship; Management; Occupational psychology;

Classification: 0429: Entrepreneurship; 0454: Management; 0624: Occupational psychology
Identifier / keyword: Social sciences, Psychology, Entrepreneurship, Entrepreneurs,
Nonentrepreneurs, Job satisfaction, Worker cooperation, Values and attitudes
Degree date: 2011
School code: 1443
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ISBN: 9781124801667
Advisor: Miller, Leslie A.
University/institution: Northcentral University
University location: United States -- Arizona
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 23 of 100
Exploring Generational Differences in Work Values of Administrative

Employees at Private Institutions of Higher Education
Author: Patterson, Jana Lynn Fields
Abstract: Generational differences represent a legitimate diversity issue for contemporary
organizations. Differences in work values may lead to conflict, organizational discord, and
diminished organizational success. This quantitative, non-experimental, descriptive study
examined the relationships among four generational cohort groups in relation to the 12 work
values measured by Super's Work Values Inventory-revised (SWVI-r) . Gender, race, age, and
longevity with the institution served as covariates. The study sample consisted of 131
administrative employees in student services and support positions employed by four private,
non-profit institutions of higher education (IHEs) located in North Carolina (U.S.A).
Respondents completed an electronic demographic questionnaire and an electronic version of the
SWVI-r . Respondents were assigned to generational groups based on their birth year: (a) Matures,
born 1927 to 1945; (b) Baby Boomers, born 1946 to 1962; (c) Generation Xers, born1963 to 1981,
and (d) Millennials, born 1982 and after. Kruskal-Wallis's procedures examined differences in
mean rank order of work values among generational groups, with significant differences in the
mean ranks on two of Super's Work Values, Co-Workers (3, N = 131) = 8.37, p = .04; and
2
Workplace (3, N = 131) = 9.25, p = .03.

2
Post hoc Mann-Whitney U tests indicated Generation X ranked Co-Workers as less important than
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did Millennials, z = -2.84, p <.01. Post hoc Mann Whitney U tests indicated Matures ranked the
Workplace as more important than all other generational groups. Matures ranked the Workplace
as more important than Baby Boomers, z = -2.67, p <.01; Generation X, z = -2.95, p <.01; and
Millennials, z = -3.01, p <.01. Covariate analyses indicated females ranked Workplace as more
important than males, (1, N = 131) = 4.77,p = .03.
2
Generational groups may be more alike than different regarding work values, with the exception
of relationships with co-workers and the workplace environment. These differences may serve as
a basis for design of work environments and benefits that contribute to employee performance.
Future studies may examine differences in work values in the context of career cycle, job
satisfaction, and organizational characteristics such as organization type, structure, and climate.
Subject: Higher Education Administration; Management; Occupational psychology; Organization

Theory;
Classification: 0446: Higher Education Administration; 0454: Management; 0624: Occupational
psychology; 0635: Organization Theory
Identifier / keyword: Education, Social sciences, Psychology, Generational differences, Work
values, Higher education, Administrative employees, Student affairs
Degree date: 2011
School code: 1443
Source: DAI-B 73/05, Nov 2012
ISBN: 9781267171238
Advisor: McNellie, Bruce
University/institution: Northcentral University
Degree: Ph.D.
Language: English
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_______________________________________________________________
Document 24 of 100
The relationships among self-efficacy, achievement motivation, and work

values for regular four-year university students and community college
students in China
Author: Fu, Junqing
Abstract: This study investigated the relationships among self-efficacy, achievement motivation,
and work values for both regular four-year university students and community college students in
China. Self-efficacy and achievement motivation were independent variables measured by Wang's
(1999) Self-Efficacy Inventory (SEI) and Ye and Hagtvet's (1992) Achievement Motivation Scale
(AMS), respectively. The dependent variable was work values measured by Jin and Li's (2005)
Work Values Scale (WVS). A total of 384 students participated in this study, 186 from a regular
four-year university and 198 from a community college in Beijing, China.
For the comparison between the two types of institutions, results showed that community college
students had lower levels of self-efficacy, higher levels of motivation to avoid failure, and lower
intentional work values than regular four-year university students. For the relationship among the
three variables, results indicated that: (1) Students with higher levels of self-efficacy focused more
on intentional work values including family, status, achievement, and social improvement; (2)
Students with higher levels of motivation to achieve success focused more on intentional work
values and students with higher levels of motivation to avoid failure focused more on instrumental
work values; (3) Students with higher levels of self-efficacy had higher levels of overall
achievement motivation and motivation to achieve success but lower levels of motivation to avoid
failure; and (4) Institution type had a mediation effect in the relationship between self-efficacy and
the first factor of the instrumental work values, stability.
This study was an attempt to focus on community college students as well as regular four-year
university students. Detailed results and implications to career development of college students,
especially community college students, in the China's background of economic development were
discussed.
Subject: Community college education; Adult education; Higher education; Academic

achievement; Motivation; College students;
Classification: 0275: Community college education; 0516: Adult education; 0745: Higher
education
Identifier / keyword: Education, Self-efficacy, Achievement motivation, China, Work values
Pages: n/a
Degree date: 2011
School code: 0090
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Source: DAI-A 73/05, Nov 2012

ISBN: 9781267155269
Advisor: Kuchinke, K. Peter, Chuang, Wen-Hao
University/institution: University of Illinois at Urbana-Champaign
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 25 of 100
Entering construction professionals: Survey of work values and career

expectations
Author: Moore, Jennifer Dawn
Abstract: The discussion of human resources is a broad and complex one, especially in an
industry as diverse as construction which employs unskilled and skilled crafts workers, clerical
and professional staff, as well as a variety of construction professionals. With an understanding
that employers must develop more effective ways of rewarding and developing their workforces
to compete for new hires and retain their current personnel, the goal of this research is to give
those construction organizations focused on strategic human resource management a better
understanding of the individuals currently entering the workforce.
The general research design of this study was a comparative and associational research approach
or a non-experimental approach. In this particular case, this research design was appropriate as
the study was centered on defining work values and career expectations of soon-to-be
Construction Management graduates as related to their personal characteristics. As such, the
intention of the survey employed was twofold. One aspect was to gain a personal profile of these
individuals and an assessment of what values these entering construction professionals hold. The
second piece was to examine this descriptive data and seek an understanding into any
relationships which may exist among the personal characteristics of entering construction
professionals and their stated life, behavioral, and work values.
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From this sample some general trends of this population were found. A review of the mean
rankings of life and behavioral values shows the values associated as self-centered ranked highest
of all values while social-centered were lowest. Instrumental values of moral-focused and
competence-focused ranked between these two terminal values and were nearly identical. The
work values associated with status and independence ranked above those associated with
competence and growth and comfort and security.
Those in the construction industry must recognize that the graduates of today are different than
those of past generations and that what it takes to hire and retain these individuals is different
than the strategies employed even a decade ago. Likewise, for the first time in American history,
companies are challenged with managing four generations of employees at once, each with
different values, expectations, and attitudes. For the industry to continue to grow and prosper, the
leaders of tomorrow must be recruited and trained today and companies must identify a
leadership succession plan, placing renewed emphasis on strategic human resource
management.
Subject: Management; Studies; Construction industry; Careers; Expectations;

Classification: 0454: Management
Identifier / keyword: Social sciences, Career, Construction, Expectations, Industry, Values, Work
Pages: n/a
Degree date: 2011
School code: 0053
ISBN: 9781124644479
Advisor: Guggemos, Angela A.
Committee member: Khattab, Mostafa, Gloeckner, Gene W.
University/institution: Colorado State University
Department: Construction Management
University location: United States -- Colorado
Degree: M.S.
Language: English
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_______________________________________________________________
Document 26 of 100
Multinational teams: The relationship between work values and productivity

and the moderating effect of degree of operational integration
Author: Kinnebrew, Kelly C.
Abstract: The present study gathered data from 147 employees in two U.S. headquartered
multinational manufacturing companies. Participants responded to questions about their workrelated values, perceptions of the productivity of their work teams, and the degree of operational
integration between firms' foreign affiliate offices and their U.S. based headquarters. Additionally,
analyses were conducted to assess the relationship between team productivity and psychic
distance, which is a measure of country-level cultural differences. Work values were assessed
using The Values Scale (Neville &Super, 1989), perceptions of team productivity were assessed
used an instrument by Kirkman and Rosen (1999), degree of operational integration was
measured using a set of items developed by Slangen (2006), and psychic distance was assessed
using a scale created by Hakanson and Ambos (2010). As expected, work values were found to be
different between a firm's headquarters and a foreign office and work values predicted
perceptions of team productivity when controlling for the age of the team. Psychic distance was
found to predict team productivity when team age was controlled, and a more highly integrated
degree of operational integration was found to relate to perceived productivity. Contrary to
expectation, a significant interaction was not found to exist between work values, degree of
integration, and psychic distance. However, a significant interaction was found between psychic
distance and work values. Implications of the findings, limitation of the data, and directions for
future research are also presented.
Subject: Management; International Relations; Occupational psychology;

Classification: 0454: Management; 0601: International Relations; 0624: Occupational
psychology
Identifier / keyword: Social sciences, Psychology, Operational integration, Productivity, Work
teams, Cross-border organizations, Cross-cultural organizations, Degree of operational integration,
Multinational organizations, Multinational work teams, Work values
Degree date: 2011
School code: 0061
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Source: DAI-A 73/01, Jul 2012

ISBN: 9781124957494
Advisor: Sherry, Patrick
Committee member: Green, Kathy, Chao, Ruth
University/institution: University of Denver
Department: Counseling Psychology
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 27 of 100
The influence of perceived managerial work values and perceived constructive

organizational culture on job satisfaction of employees in sport organizations
Author: Kim, Jong-Chae
Abstract: The main purpose of this study is to examine how employee job satisfaction is
influenced by perceived managerial work values and perceived constructive organizational
culture. Specifically, the current study model provides a conceptual framework describing
interrelationships among three types of work values (i.e., Intrinsic, Extrinsic, and Social Relations),
four dimensions of constructive organizational culture (i.e., Achievement, Self-actualizing,
Humanistic-encouraging, and Affiliative), and job satisfaction.
Additionally, the author can explain the influence of perceived managerial work values and
perceived constructive organizational culture on non-executive employees' job satisfaction by
examining a possible mediating effect of perceived constructive organizational culture in the
relationships between perceived managerial work values and non-executive employees' job
satisfaction. It is expected that non-executive employees of sport organizations influenced by a
desirable constructive organizational culture will have positive reflections regarding the
organization (e.g., high job satisfaction).
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Participants are non-executive full-time employees who work at small Korean sport service
organizations (e.g., fitness clubs/gyms, martial art clubs, and golf-related facilities). Compared to
large organizations, adapting to change is crucial in small organizations (Hill &Stewart, 1999).
More specifically, small businesses could be more heavily influenced by situational work
conditions and external environment factors (e.g., labor, the economic climate, up/down sizing,
government regulations, and a fluctuating marketplace) than large businesses. Thus, scholars
frequently mentioned, "Small business owners and managers must have a different outlook and
must apply different principles than those ordinarily used by big companies" (Welsh &White,
1981, p. 18).
In particular, small businesses in the sport service industry have proven that employees are
required to have various job responsibilities and duties. Employees must have thoughts and plans
to keep good relationships with their customers/users. Higher customer retention rates, thus,
would be the best result of the relationships. It finally causes improved profitability.
Importantly, the author only used full-time non-executive employees from the sport industry in
South Korea. Compared to Western countries, Korean businesses and employees in collectivistic
and hierarchical culture (Hofstede, 1980) could have different management modes, leadership
styles, employer/employee relationships, and organizational behavior in general. This study, thus,
will be useful to examine organizational cultures and employee attitudes from a different region.
The author believes that the use of full-time employees is appropriate for this study and its
purposes. Organizational culture has been normally defined as the deep-rooted beliefs and
understandings shared by people in the organization (Schein, 1997). Full-time employees can
expect long-term employment and a stable work timetable in general so that they might
successfully explore their work culture and evaluate their executives' work styles more
adequately than different types (e.g., part-time employees and volunteers) of human resources.
Based on the results of the structural equation modeling, the fully mediated model performed
better statistically than the partially mediated model and no-mediation model. The partially
mediated model, however, performed much better than no-mediation model. Specifically, the
evidence for there being a non-significant path coefficient between perceived managerial work
values and job satisfaction in the partially mediated model made the partially mediated model
and the fully mediated model different. Additionally, the fully mediated model was more
parsimonious.
In conclusion, it shows that lower-level employees who positively perceive their organizational
culture and their leaders' (i.e., executive employees) work attributes display higher levels of job
satisfaction. In other words, it is assumed that both perceived managerial work values and
perceived constructive organizational culture have a great influence on lower-level employees'
satisfaction levels at work.
The current study basically compared three models that combined three constructs. Also, the
author planned to find which was the best predictor of job satisfaction. Finally, the fully mediated
model was chosen as the most representative model. Within the current study, this model
indicates that managerial work values mainly have an indirect function in employees' job
satisfaction. It also means that constructive organizational culture plays a consequential role in
employees' job satisfaction. The author hopes that the findings could address useful knowledge of
organizational culture in organizational behavior research within the sport management literature.
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Subject: Social research; Sports Management; Organizational behavior;

Classification: 0344: Social research; 0430: Sports Management; 0703: Organizational behavior
Identifier / keyword: Social sciences, Managerial work values, Sport service industry,
Organizational culture, Job satisfaction
Degree date: 2011
School code: 0071
Source: DAI-A 72/12, Jun 2012
ISBN: 9781124919188
Advisor: Mondello, Michael
University/institution: The Florida State University
University location: United States -- Florida
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 28 of 100
Exploring the Relationship between Personality and Work Values With

Emerging Adults
Author: Katz, Jennifer
Abstract: This study used archival data and analyzed the work values and personality traits of 20
high school juniors and seniors and 25 undergraduates with disabilities. 40 undergraduate
students without disabilities were also included in this study. These measures were collected to
explore the extensiveness of overlap between personality measurements and work values in
emerging adults who are in the transition process and those who have recently transitioned to
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post-secondary education. A secondary purpose was to see if similar relationships exist between
personality and work values in individuals with disabilities as in those without disabilities. Pearson
correlations indicate there were significant positive correlations between all seven work value
domains when looking at the overall sample. Three personality traits had significant positive
correlations with a work value domain. Looking solely at those without a disability, seven of the
16PF primary factors showed relationships with some of the work values. When looking
specifically at students with disabilities, only three of the primary factors showed relationships
indicating that students with disabilities are seeing themselves and work differently than those
without disabilities.
Subject: Educational psychology;

Classification: 0525: Educational psychology
Identifier / keyword: Education, Learning disabilities, Personality, Work values
Number of pages: 47
Degree date: 2011
School code: 0465
ISBN: 9781303292064
Advisor: Merydith, Scott
Committee member: Merydith, Scott, Distefano, Paul
University/institution: Rochester Institute of Technology
Department: School Psychology
Degree: M.S.
Language: English
_______________________________________________________________
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Document 29 of 100
The effect of locus of control and work values among potential employees
Author: Mbugua, Ruth Wairimu
Abstract: Layoffs have become recurrent in many organizations today. Most of the research that
has been conducted on this subject has focused on the victims and survivors of the layoff process,
but very little is known about the impact of layoffs on third parties; people who are indirectly
affected by layoffs. These include: potential employees, family members and friends. The main
objective of this study was to examine the effect of locus of control and work values on vocational
choice among students on the verge of completing their studies, especially vocational choice
among organizations that have conducted layoffs.
A cross-sectional study was conducted among 90 students from a Midwestern university. The
results from the factorial ANOVAs and chi-square provided some support to previous studies.
Participants who valued fairness more than any other work value considered an organization's
fairness to its employees as an important factor in vocational choice ( F (2, 73)) = 3.75, p = 0.03;
fairness M = 2.64, SD = 0.99, need for achievement M = 2.88, SD = 0.88, and concern for others
M = 3.36, SD = 0.90). It was also found that individuals with an internal locus of control
considered opportunities for advancement important. They took on more financial responsibilities
in comparison to people with an external locus of control ( (6, N = 90) = 13.09, p <.03). More
2
research would need to be done, especially a longitudinal study to determine how locus of control
and work values influence vocational choice in today's work environment.
Subject: Behavioral psychology; Occupational psychology;

Classification: 0384: Behavioral psychology; 0624: Occupational psychology
Identifier / keyword: Psychology
Degree date: 2011
School code: 1340
Source: MAI 50/04, Aug 2012
ISBN: 9781267171207
Advisor: Schrader, Brian
University/institution: Emporia State University
University location: United States -- Kansas
Degree: M.S.
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Language: English
_______________________________________________________________
Document 30 of 100
The mediating effect of employees' experience of inclusion and the moderating

effect of individual work values on the relationship of authentic leadership
style and organizational commitment
Author: Chen, Chin-Chun
Abstract: Retaining valuable employees has become an increasingly imperative concern for
leaders who want their companies to succeed in the global economy. Past research has shown
that leadership exerts a significant effect on employees' organizational commitment, which is
linked to job satisfaction, turnover, and performance (Klinsontorn, 2007; Walumbwa, 2002). The
purpose of this study was two-fold. First, this study empirically tested the mediating effect of the
experience of inclusion on the relationship between leadership style and organizational
commitment. Specifically, it was expected that authentic leadership style would foster employees'
experience of inclusion, which was thought to generate commitment in the workplace. Second,
this study tested the moderating effect of individual work values on the relationship between
leadership style and organizational commitment. Different individual work values with various
levels of motivational forces on behavior orientation were expected to impact the leadership style
and commitment relationship. Research measures of this study included online questionnaires
regarding perceptions of leadership (Authentic Leadership Questionnaire by Walumbwa, Avolio,
Gardner, Wernsing, &Peterson, 2008) experience of inclusion (Experience of Inclusion Scale by
Ferdman, Barrera, Allen, &Vuong, 2009), individual work values (Work Values Questionnaire by
Elizur, 1996), and organizational commitment (Organizational Commitment Scale by Meyer
&Allen, 1997). Sample consisted of 351 people who completed the survey from different
industries. Based on regression analysis, the results indicated that employees' experience of
inclusion mediated the relationship between authentic leadership and both affective ( = .24, p
<.01; z-score of Sobel test was 2.81) and normative commitment ( = .26, p <.01; z-score of
Sobel test was 2.60). However, employees' work values did not moderate the relationship
between authentic leadership and all three forms (affective, normative, and continuous) of
commitment measured.
Thorough understanding of these relationships has implications for the behavior of leaders. It
suggests that leaders could make a difference in their work environment by demonstrating
authenticity, which would foster employees' experience of inclusion, and thereby enhancing
employee's organizational commitment. Authentic leaders foster inclusive working environments
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by involving employees in decision-making processes, bringing their whole selves to work, and
modeling inclusive behaviors for employees. This, in turn, develops employee commitment by
involving employees and including them to impact organizational outcomes.
Keywords: Authentic Leadership, Inclusion, Work Values, Organizational Commitment.
Subject: Occupational psychology;

Classification: 0624: Occupational psychology
Identifier / keyword: Psychology, Authentic leadership, Organizational commitment, Work
values, Experience of inclusion, Inclusion
Degree date: 2011
School code: 1389
Source: DAI-B 72/06, Dec 2011
ISBN: 9781124574318
Advisor: Ferdman, Bernardo
University/institution: Alliant International University, San Diego
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 31 of 100
Exploring the relationship between career interests and work values as

measured by the Choices Career Information Delivery System
Author: Dobson, Leila Kristine
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Abstract: Person by environment fit is the most common approach used to support career
decision making. In short, individuals learn how their personal characteristics can be "matched" to
the occupations that correspond to those characteristics. Various career assessments have been
designed to facilitate this matching process, including the O* NET Interest Profiler (designed to
assess an individual's career interests) and the O*NET Work Importance Locator (designed to
assess an individual's work values), both published by the U. S. Department of Labor. The
assumed relationships between career interests and work values have not been thoroughly
researched, especially as measured by these O*NET instruments. The present study sought to
examine the relationships. In particular, it was hypothesized that each career interest would
significantly correlate with one or possibly two theoretically related work values: Realistic with
Working Condition; Investigative with Achievement; Artistic with Independence; Social Interest
with Relationships; Enterprising with Status; and Conventional with Support and/or Recognition.
O*NET-based career assessments from a sample of over 52,000 individuals (assumed to be
primarily high school students, given the nature of those usually assessed with such systems)
were examined. O*NET career interest scales were correlated with O*NET work value scales to
determine the relationships between these two related sets of constructs. While a number of
correlations were significant at p <.01, no correlation was larger in magnitude than 0.05. Effect
sizes (r ) were calculated, and no effect size exceeded 0.2% of variance explained. The overall
2
conclusion reached was that career interests and work values, as assessed by the O*NET
instruments, were substantially unrelated.
Three broad potential explanations for the lack of correlation were suggested: (1) limitations of
the assessment instruments; (2) applicability of interest and value constructs to high school
students; and (3) career interests and work values are totally nonoverlapping constructs.
Evidence consistent with the first explanation was presented. The second and third explanation
should be explored in further studies.
Subject: School counseling; Educational psychology; Vocational education;

Classification: 0519: School counseling; 0525: Educational psychology; 0747: Vocational
education
Identifier / keyword: Education, Choices, Career interests, ONET, P-E fit, Vocational guidance,
Work values
Number of pages: 74
Degree date: 2010
School code: 0240
Source: DAI-A 72/02, Aug 2011
ISBN: 9781124369754
Advisor: Gardner, Michael K.
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Committee member: Gore, Paul A., Stewart, Randall, Woltz, Dan J., Young, Brian S.
University/institution: The University of Utah
Department: Educational Psychology
University location: United States -- Utah
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 32 of 100
Socialization of new lawyers: The influence of values congruence and

mentoring on job satisfaction
Author: Dow, Roselynn S.
Abstract: This dissertation examined the socialization of new lawyers into the culture of law firms
and the effects of shared values and mentoring on job satisfaction. Using two surveys, the
Organizational Culture Profile (OCP), which measured shared work values, and the Job Diagnostic
Survey (JDS), which measured job satisfaction, and face-to-face interviews on associate mentoring
experiences, the researcher collected data from partners and associates in two law firms in
central New York state. Sixty-six partners and 35 associates received the surveys; 45 partners and
25 associates responded. Eight associates were interviewed. Three research questions framed the
investigation: Do new lawyers and senior lawyers from the same firm share similar work values
that define their organizational culture? Do new lawyers who have helpful mentors experience job
satisfaction? and Do responses to the job satisfaction survey differ according to demographics of
age, gender, race, or length of employment at the firm? Examination of the OCP survey findings
suggested that associates and partners in both firms shared work values that sustained
organizational continuity, professional growth, and mentoring opportunities. Of interest were
items of disagreement on being reflective, having a clear guiding philosophy, being team-oriented
and collaborative, and being distinctive. JDS results suggested that associates were satisfied with
their jobs in areas that provided motivation and promoted job retention but were dissatisfied with
the perceived low level of complex skills needed to perform their jobs and the perceived routine
nature of the work. Interviews on mentoring revealed associates challenged the effectiveness of
the traditional socialization processes currently used and proposed ways to better meet
expectations.
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Subject: Law; Organization Theory;

Classification: 0398: Law; 0635: Organization Theory
Identifier / keyword: Social sciences, Mentoring, Person-organization fit, Shared values,
Socialization, New lawyers, Job satisfaction
Degree date: 2010
School code: 1351
Source: DAI-A 71/07, Jan 2011
ISBN: 9781124033105
Advisor: Forbes, Judith L.
Committee member: Hargiss, Kathleen, Tobol, AmyRuth
Department: School of Business
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 33 of 100
Comparing work values of students within the general education system to

those of students within the special education system: A review of the
differences
Author: Brown, Erin J.
Abstract: Work values are essential to study as these ideals directly influence subsequent career
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satisfaction. As a result, it is important to examine the constructs that may influence work values.
This study addressed the differences in work value development as a result of the curriculum
taken in high school. More specifically, it examined the work values of students enrolled in the
special education curriculum and compared them to the work values of those in the general
educational curriculum. Descriptive statistics, Independent Two Sample T-tests, and a Pearson
Product Moment Correlation were run on archival data to compare means and examine the rated
importance of work values by participants. The data showed, as a whole, that the work values of
high school students with disabilities and college-aged students with disabilities are not
significantly different. However, significant differences on rated work value importance were
found when comparing college-aged students with disabilities and college-aged students without
disabilities. Furthermore, the construct of gender was examined and differences between high
school male students with disabilities and high school female students with disabilities resulted.
The results showed that work values are influenced by the curriculum taken in high school.
Furthermore, the construct of gender continues to impact work value development.
Subject: Educational psychology; Special education;

Classification: 0525: Educational psychology; 0529: Special education
Identifier / keyword: Education
Number of pages: 59
Degree date: 2010
School code: 0465
ISBN: 9781124012865
Advisor: Merydith, Scott P., Petro, Jennifer
University/institution: Rochester Institute of Technology
Department: School Psychology
Degree: M.F.A.
Language: English
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_______________________________________________________________
Document 34 of 100
Content, values, and environment: Applicant reactions to job descriptions

Author: Toliver, Adria D.
Abstract: The research on job descriptions is limited and information regarding applicant
reactions to job descriptions is even scarcer. The current research hypothesized that after reading
job content information, an applicant's decision to apply or not apply for a job rests on the
organizational values and work environment information included in the job description.
Participants were presented with four job descriptions with varying levels of job content,
organizational values, and work environment information and were asked to indicate which
description would make them most and least likely to apply for the job and why. The results
showed that the job description containing information on job content, organizational values, and
the work environment (job description #4) was most favored among participants, receiving the
highest ratings compared to job descriptions #1 and #2, while the job description containing only
job content information (job description #1) was least favored among participants, receiving the
lowest ratings compared to the remaining three job descriptions. Other findings are discussed as
well as the limitations of the study and future directions.

Identifier / keyword: Psychology, Applicant, Environment, Job description, Person-job fit, Personorganization fit, Values
Number of pages: 93
Degree date: 2010
School code: 2502
Source: MAI 49/03, Jun 2011
ISBN: 9781124451428
Advisor: Lopez, Nicolette
Committee member: Kenworthy, Jared, Grahek, Myranda
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Degree: M.S.
Language: English
_______________________________________________________________
Document 35 of 100
The predictive value of selected extrinsic and intrinsic indicators of overall job
satisfaction in diagnostic radiological technology, radiation therapy, and
nuclear medicine technology allied health faculty
Author: Beavers, Gregory S.
Abstract: Healthcare is the largest industry in the United States and 60 percent of its 14 million
workers are in allied health jobs. The need to attract and retain allied health faculty is critical to
preparing a competent workforce in healthcare. This study reports the results of a survey of 259
faculty members working in diagnostic radiologic technology, nuclear medicine technology, and
radiation therapy allied health programs in hospital, community college, proprietary schools,
colleges, and universities in the United States and Puerto Rico. The analysis tested the value of
seven intrinsic variables, six extrinsic variables, and eight personal and job characteristics for
predicting the overall job satisfaction based on a survey created by Smerek and Peterson (2007).
The analysis also tested Herzberg, Mausner, and Snyderman's (1959) well-known, duality theory
of motivators and hygiene factors. The results suggested that Herzberg's theory may not be of
value as a measure of job satisfaction in this population due to a strong correlation between
extrinsic (hygiene) factors and overall job satisfaction, which according to Herzberg et al.'s (1959)
theory should have little to neutral correlation. In addition, the results of this study revealed that
the intrinsic variables of responsibility (p = .001), clarity of mission (p = .042), and the work itself
(p = .001); and the extrinsic variables of effective supervision (p = .000), good relationships with
co-workers (p = .003), and satisfaction with benefits (p = .001); as well as the personal
characteristic of age (p = .020) are significant predictors of overall job satisfaction. In addition,
the job characteristic variable of number of employees was also significant (p = .039).
Subject: Higher Education Administration; Health education; Job satisfaction; Diagnostics;

Radiation therapy; School faculty; Nuclear medicine;
Classification: 0446: Higher Education Administration; 0680: Health education
Identifier / keyword: Education, Job satisfaction, Diagnostic radiological technology, Radiation
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therapy, Nuclear medicine technology, Allied health education, Faculty

Pages: n/a
Degree date: 2010
School code: 0154
ISBN: 9781124405902
Advisor: Taub, Deborah J., Ayers, David F.
Committee member: Bentrim-Tapio, Erin, Willse, John
University/institution: The University of North Carolina at Greensboro
Department: School of Education: Teacher Education and Higher Education
University location: United States -- North Carolina
Degree: Ed.D.
Language: English
_______________________________________________________________
Document 36 of 100
Taiwanese College Students' Process of Major Choice, Work Values, and

Psychological Well-Being
Author: Lin, Muriel M.
Abstract: The purpose of this study was to investigate Chinese college students from Taiwan in
their process of career development. The variables that were studied included personal vs.
parental influence on academic major decision making, material and aspirational work values, as
measured by Work Value Inventory (Wu, 1996), and psychological well-being as measured by
Psychological Well-being Scales (Ryff, 1989).
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A sample of 85 Taiwanese college students were recruited from two private universities in Taiwan.
Participants included 52 females and 33 males between age 18 to 27.
It was hypothesized that the more college students chose their academic majors themselves
rather than being influenced by their parents the better their psychological well-being would be.
Results did not support the hypothesis as there was no significant relationship between personal
vs. parental influence and psychological well-being of the college students.
A second hypothesis predicted a positive relationship between aspirational work value and
psychological well-being, the result indicated that the more students valued aspirational factors in
work the higher their level of psychological well-being was. The results also indicated that
aspirational work value had about 43% of predicting power of the students' psychological wellbeing when tested in a multiple regression with material work values. Contrary to expectation,
there was also a positive relationship between material work value and psychological well-being,
However, in the multiple regression analysis, only the aspirational work value served as the
predictor variable for psychological well-being of the college students. Post hoc analyses indicated
that those with greater satisfaction with their major showed greater well being. The question
remains as to what may lead to greater satisfaction with their major. Implications of the results,
limitations of the study and suggestions for future research were discussed. One of the
assumptions which may have affected the result is that the samples were only recruited from two
universities in the Taipei area. In addition, the limitation of the numbers of majors as well as the
small sample size may have hampered the result to achieve generality of representing Taiwanese
college students. In addition, the chosen measures, including the two questions for personal vs.
parental influence, Work Value Inventory and Scale of Psychological Well-Being, might be
problematic.
Subject: Educational psychology; Clinical psychology;

Classification: 0525: Educational psychology; 0622: Clinical psychology
Identifier / keyword: Education, Psychology, College students, Parental influence, Work ethic,
Taiwan
Degree date: 2010
School code: 1436
ISBN: 9781124592442
Advisor: Johnson, Paula
University/institution: Alliant International University, Los Angeles
Degree: Ph.D.
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Language: English
_______________________________________________________________
Document 37 of 100
Understanding generational work values to create effective multi-generational

work teams
Author: Retzloff, Deborah H.
Abstract: Work values vary widely among generations, and the lack of a full understanding of
generational work values could inhibit the productive function of work teams, which would be
detrimental to an organization. The current study used the qualitative, descriptive case study
methodology to understand the work values of three generations--Baby Boomer, Generation X,
and Generation Y/Millennial--when categorizing in-person interview data into common themes. An
interpretation of the collected data resulted in a synthesis of generational work values that
determined there are similarities and differences in work values. The findings of the current study
provided an understanding of generational work values to help managers or leaders develop
effective work teams by considering the strengths and weaknesses of each generation.
Subject: Behavioral psychology; Management; Occupational psychology;

Classification: 0384: Behavioral psychology; 0454: Management; 0624: Occupational
psychology
Identifier / keyword: Social sciences, Psychology, Generational work values, Work teams,
Generation X, Generation Y, Baby Boomers, Millennial Generation, Multigenerational teams
Degree date: 2010
School code: 0850
ISBN: 9781303018527
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Advisor: Fenwick, Ricky

Committee member: Friedman, Robin, Moran, Mary Jo
University/institution: University of Phoenix
Department: Organizational Leadership
Degree: D.M.
Language: English
_______________________________________________________________
Document 38 of 100
Exploring evidence of validity for the construct of work values

Author: Leuty, Melanie E.
Abstract: Only three vocational theories explicitly address the role of work values in career
choice and development (e.g. Super's Life-Span, Life-Space Theory (Super, 1953); The Theory of
Work Adjustment (Dawis &Lofquist, 1984); and Duane Brown's Values-Based, Holistic theory
(Brown, 1996). However, many researchers have developed measures of work values for specific
studies, causing confusion about what domains represent the construct of work values. This
confusion makes it difficult to fully understand the range of relevant work values. Furthermore,
limited effort has been made to explore the nomological net for the construct of work values or
the relation between work values and other constructs such as vocational interests, personality,
and personal values. The present study sought to examine the domain of work values, the
nomological net for the construct of work values, and evidence of validity for different measures
of work values by comparing multiple measures of work values. Using a sample of (N = 374)
undergraduate students, results suggested that evidence of convergent and discriminant validity
existed for scores on four of the five work values measures examined. Principal Components
Analysis identified six components that captured the domains represented within the construct of
work values. Further analyses found that work values were related to, but distinct from, interests
and personality, but were most similar to personal values. Information from open-ended
responses suggested that additional values may be relevant to a work situation for younger
workers.
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Subject: Counseling Psychology; Occupational psychology;

Classification: 0603: Counseling Psychology; 0624: Occupational psychology
Identifier / keyword: Psychology, Job attitudes, Validity, Work values
Degree date: 2010
School code: 0130
Source: DAI-B 71/11, May 2011
ISBN: 9781124219066
Advisor: Hansen, Jo-Ida C.
Committee member: Lee, Rich, Loper, Rodney, Weiss, David J.
University/institution: University of Minnesota
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 39 of 100
A degree for a job? Understanding the `value of a UK Masters degree for the
international student
Author: Bruce, V
Abstract: This thesis examines the educational experiences of international
students from Russia and Palestine who studied for Masters degrees in the UK. I investigated how
these students value their UK Masters degrees and how this valuing is reflected in their shifting
identities. I identify an entrepreneurial discourse of international
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education in the UK and in the national brand for UK education marketing overseas, Education
UK, and I suggest this discourse constructs students as entrepreneurial beings and frames
students value judgements and identities during their educational trajectories. Empirical work consisted of interviews with 28 graduates of taught Masters
degrees from UK higher education institutions several years after these individuals had returned
home to Russia and Palestine. My analysis of students value judgements and identities is based
on their recollections of the three stages of their educational trajectories: their experiences prestudy, in-study, and post-study. My findings suggest these students embark on their international
education with highly entrepreneurial motives that reflect the discourse of international
education. However, as their educational trajectories proceed, and students narrated their instudy and post-study experiences, there are subtle shifts in their value judgements and identities
as they go beyond this discourse and as personal and transformative aspects of this international
experience become more significant. In conclusion, I argue that the
emphasis on the economic benefits of international education on the part of policy makers and
marketers of international education risks ignoring the more complex outcomes and value of
international education and could potentially impact the UKs long term success in the
international education market.
Subject: Higher education;

Classification: 0745: Higher education
Identifier / keyword: 521892, Education
Degree date: 2009
School code: 0716
University/institution: University of Sheffield (United Kingdom)
Degree: Ed.D.
Language: English
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_______________________________________________________________
Document 40 of 100
Investigating the intrinsic and extrinsic work values of 10th grade students in
science-oriented charter schools
Author: Ozer, Ozgur
Abstract: The purpose of this study was to investigate to what extent gender, achievement level,
and income level predict the intrinsic and extrinsic work values of 10th grade students. The study
explored whether group differences were good predictors of scores in work values. The research
was a descriptive, cross-sectional study conducted on 131 10th graders who attended scienceoriented charter schools. Students took Super's Work Values Instrument, a Likert-type test that
links to 15 work values, which can be categorized as intrinsic and extrinsic values (Super, 1970).
Multiple regression analysis was employed as the main analysis followed by ANCOVA. Multiple
regression analysis results indicated that there is evidence that 8.9% of the variance in intrinsic
work values and 10.2% of the variance in extrinsic work values can be explained by the
independent variables ( p <.05). Achievement Level and Income Level may help predict intrinsic
work value scores; Achievement Level may also help predict extrinsic work values.
Achievement Level was the covariate in ANCOVA. Results indicated that males (M = .174) in this
sample have a higher mean of extrinsic work values than that of females (M = -.279). However,
there was no statistically significant difference between the intrinsic work values by gender. One
possible interpretation of this might be school choice; students in these science-oriented charter
schools may have higher intrinsic work values regardless of gender.
Results indicated that there was no statistically significant difference among the means of
extrinsic work values by income level (p <.05). However, free lunch students (M = .268) have a
higher mean of intrinsic work values than that of paid lunch students ( M = -.279). A possible
interpretation of this might be that lower income students benefit greatly from the intrinsic work
values in overcoming obstacles. Further research is needed in each of these areas.
The study produced statistically significant results with little practical significance. Students,
parents, teachers, and counselors may still be advised to consider the work value orientations of
students during the career choice process.
Subject: School counseling; Science education; Curriculum development; Secondary school

students; Charter schools;
Classification: 0519: School counseling; 0714: Science education; 0727: Curriculum
development
Identifier / keyword: Education, Work values, Tenth-grade, Intrinsic values, Charter schools,
Extrinsic values, Career counseling, Science-oriented
Pages: n/a
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Degree date: 2009
School code: 0087
ISBN: 9781109163278
University/institution: University of Houston
Degree: Ed.D.
Language: English
_______________________________________________________________
Document 41 of 100
Striking a balance: The role of value congruence in shaping employee job

satisfaction and turnover intentions
Author: Stazyk, Edmund C.
Abstract: The past two decades have seen a rapid growth in scholarship on public service
motivation. So far, findings indicate the concept bears considerable theoretical and empirical
warrant. That said, several surprising inconsistencies have been identified in public service
motivation research. These inconsistencies have prompted scholars to argue models relying on
public service motivation as a key explanatory factor should also consider how well employees fit
with their organizations--commonly referred to as value congruence.
However, there are relatively few public service motivation studies that incorporate value
congruence. Moreover, these studies have viewed congruence rather narrowly, considering only a
limited number of factors that may plausibly be influenced by employee fit. Consequently, this
study builds upon earlier theory to examine a broader range of factors that may shape employee
value congruence, including public service motivation, employee reward satisfaction, human
capital investments, hierarchical authority, and goal and role ambiguity. The study further
assumes high levels of value congruence will increase employee job satisfaction and reduce
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employee turnover intentions.

Data collected in Phase IV of the National Administrative Studies Project (NASP-IV) is used to test
three research questions and 15 hypotheses. Results confirm the significance of the value
congruence concept, and further suggest value congruence mediates the relationships between
public service motivation, human capital investments, goal and role ambiguity, and organizational
hierarchy on employee job satisfaction. Higher levels of job satisfaction are associated with
diminished employee turnover intentions. Interestingly, employee reward satisfaction had no
effect on value congruence, but instead directly influenced turnover intentions. Results also
suggest certain organizational positions and socio-demographic factors repeatedly influence study
findings. The study concludes by offering potential avenues for future research.
Subject: Public administration; Labor relations;

Classification: 0617: Public administration; 0629: Labor relations
Identifier / keyword: Social sciences, Job satisfaction, Person-organization fit, Public service
motivation, Turnover, Value congruence
Degree date: 2009
School code: 0099
Source: DAI-A 70/08, Feb 2010
ISBN: 9781109319057
Advisor: Pandey, Sanjay K.
Committee member: Frederickson, H. George, Nalbandian, John, Marlowe, Justin, Llorens, Jared,
Doan, Alesha
University/institution: University of Kansas
Department: Public Administration
University location: United States -- Kansas
Degree: Ph.D.
Language: English
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_______________________________________________________________
Document 42 of 100
Perceptions of leadership effectiveness in the management of

intergenerational work-values conflict: An antecedent of organizational
citizenship behavior of perioperative registered nurses
Author: Wright, Patricia G.
Abstract: Studies reveal a progressive net decrease in the nursing profession across four
generations, creating a shortage that poses a critical threat to the health care delivery system
and to the health and safety of patients within that system. Research also suggests that
generational cohorts reflect social change in attitudes toward work-life balance, organizational
commitment, personal-professional relationships, autonomy, focus on career advancement, and
actions that represent organizational citizenship behavior (OCB). Previous research grounded in
theoretical frameworks of organizational behavior, leadership, and social capital indicates that
leadership support of workforce diversity and effectiveness in conflict management influence
OCB. However, little research explores the links between intergenerational work-values conflict
(IWVC), job satisfaction, and OCB. Accordingly, this exploratory correlational study investigated
linkages connecting OCB, job satisfaction, and perceptions of leadership effectiveness in the
management of IWVC among 89 perioperative registered nurses, who replied to an online
adaptation of established survey instruments. Correlation and regression analyses indicated that
higher levels of OCB reflected increased job satisfaction and were associated with perceptions of
leadership effectiveness in management of IWVC. Findings support study hypotheses that
leadership management of IWVC plays an influential role in OCB. This exploratory study extends
existing research and presents a model for examining leadership, OCB, and social change in
nursing. Increased knowledge and understanding of these relationships may serve as a catalyst
for positive social change by improving intergenerational relationships, job satisfaction, nurse
retention, and positive patient care outcomes.
Subject: Management; Nursing; Organizational behavior;

Classification: 0454: Management; 0569: Nursing; 0703: Organizational behavior
Identifier / keyword: Health and environmental sciences, Social sciences, Conflict management,
Generational differences, Leadership, Nursing retention, Organizational citizenship behavior,
Social capital
Degree date: 2009
School code: 0543
Source: DAI-B 70/01, Jul 2009
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Advisor: Ripoll, Patricia C
Committee member: Morreale, Stephen A., Powell, David
Department: Public Policy and Administration
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 43 of 100
Comparison of the U.S.A. and India cultures: Linking personality and workrelated values
Author: Migliore, Laura Ann
Abstract: This quantitative study evaluated the interrelational aspects of personality, using the
five factor model, and work-related values, using Hofstede's five cultural dimensions for both U.S.
and India cultures via online research panels. Results showed large differences in all five cultural
dimensions (i.e., the country scores) as compared to Hofstede's 1980 original research, indicating
changes in work-related values, and offered insight toward problems associated with Indian
outsourcing relationships and performance outcomes. The most intriguing were individualism,
power distance, uncertainty avoidance, and long-term orientation, possibly indicating value
changes related to communication advances via the Internet, virtual networks, leadership,
entrepreneurialism, and the global economic crisis. Recommendations include business practices
and future research regarding technological and global economic influences on work-related
values, personality, and adaptability.
Subject: Cultural anthropology; Management; Personality psychology;

Classification: 0326: Cultural anthropology; 0454: Management; 0625: Personality psychology
Identifier / keyword: Social sciences, Psychology, Culture, Hofstede, Geert, Leadership, Online
research panels, Personality, Values, India, United States
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Degree date: 2009
School code: 1351
Source: DAI-A 70/08, Feb 2010
ISBN: 9781109296334
Advisor: McLaughlin, Gregory
Committee member: Fenwick, Rick, Leahy, Martin
Department: School of Business
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 44 of 100
Individual values as a predictor for job applicant preferences: An application of

the theory of work adjustment
Author: Feinberg, Emily G.
Abstract: The present study examined the relationship between individual values and job
characteristic preferences based on the Theory of Work Adjustment (TWA) (Lofquist &Dawis,
1969). In order to increase the generalizability of the research, an expanded values inventory and
job characteristics framework were used to measure job applicant needs and preferences in work
design. Furthermore, a profile analysis approach was used to account for the interaction of
multiple job attributes on job applicant attraction perceptions. Survey data, collected from senior
undergraduate students (N=155), showed a significant relationship between several value
dimensions (i.e., power, stimulation, benevolence) and an increased attraction to its hypothesized
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"ideal" job profile type, written to reflect the theoretical relationship between each value
dimension and the job characteristics framework. These results provide preliminary evidence for
the use of the TWA and the job profile approach to better understand job applicant preferences.
Implications for research and practice are discussed.

Identifier / keyword: Psychology, Cultural values, Job attraction, Schwartz Value Survey, Theory
of Work Adjustment
Degree date: 2009
School code: 0117
ISBN: 9781109632392
Advisor: Hanges, Paul J.
Committee member: Ostroff, Cheri, Wang, Mo
University/institution: University of Maryland, College Park
University location: United States -- Maryland
Degree: M.S.
Language: English
_______________________________________________________________
Document 45 of 100
The millennials: An investigation of their organizational commitment, work

values, and person-work environment fit
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Author: Littau, Melissa A.

Abstract: Using a sample of 331 employed participants, this study investigated the
organizational commitment and work values of the Millennials relative to Baby Boomers and
Generation X, and whether a poor person-work environment fit, associated with generationspecific work values, contributes to lower organizational commitment. The Millennials had
significantly lower affective commitment compared to Baby Boomers, but not Generation X;
moreover, they did not differ from the older two generations on normative commitment.
Generational differences in work values were observed for two of the nine work values evaluated;
compared to older generations, the Millennials placed greater importance on opportunities for
advancement in their career and less importance on teamwork. Despite these differences, the
Millennials had a similar degree of fit with their work environment as the older generations and
the Millennials' lower organizational commitment could not be explained by generation-specific
work values and a poor fit with the work environment. Overall, the findings challenge the
significance of a generation effect on work values, organizational commitment, and person-work
environment fit.

Degree date: 2009
School code: 0040
ISBN: 9780494584545
University/institution: Carleton University (Canada)
University location: Canada
Degree: M.A.
Language: English
Dissertation/thesis number: MR58454
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_______________________________________________________________
Document 46 of 100
The relationship among employees' work values, job stress, and job
satisfaction before and during the privatization of three commercial banks in
Taipei, Taiwan
Author: Cheng, Chih-Hsiung
Abstract: The purpose of this study was to investigate the relationship among high-level
employees' work values, levels of job stress, and levels of job satisfaction in 3 financial institutions
in Taipei, Taiwan in the process of privatization. The researcher examined this issue by surveying
the high-level financial employees in 3 banking systems who continued employment after the
banks privatized. A total of 408 surveys were returned, a return rate of 81.6%.
Before privatization, the participants enjoyed the status of public servants. Generally, people
aspired to work in state-owned enterprises because the social status was higher than that of
employees of privatized enterprises and government jobs were more stable with better job
benefits. Therefore, people felt more satisfaction with their job when they held the status of public
servant; and job stress was lower. In this study, employees were generally satisfied with their
jobs. Those who felt that pay was important or that their abilities were underused reported less
satisfaction. But most employees did not rate these as important factors.
During the privatization period, the high-level employees' status as public servants had been lost.
Thus, their social status, job benefits, and life security decreased. Privatization changed the
operating character of the banking systems. Employees had to carry more responsibility and take
on additional work in the more competitive market. As a result, the high-level employees felt
more stress during privatization. The multiple regression process showed that they became most
concerned about pay, promotion, social status, and assignment to task that best reflected their
abilities.
According to the results of before privatization and during privatization, the participant report
showed the high-level employees felt more stress, and attached more significance to pay, and
promotion. At the same time, their satisfaction decreased. These results demonstrated that
privatization had a huge influence on the high-level employees' attitudes toward their jobs. They
showed significant resistance to change.
Subject: Management; Finance; Occupational psychology; Studies;

Classification: 0454: Management; 0508: Finance; 0624: Occupational psychology
Identifier / keyword: Social sciences, Psychology, Work values, Privatization, Job stress,
Commercial banks, Job satisfaction, Taiwan, China
Pages: n/a
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Degree date: 2009

School code: 1391
Source: DAI-A 70/05, p. 1707, Nov 2009
ISBN: 9781109190625
Advisor: Beauford, Judith E.
University/institution: University of the Incarnate Word
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 47 of 100
The work values and job satisfaction of family physicians

Author: Bouwkamp, Jennifer C.
Abstract: This study assessed the work values and job satisfaction of family physicians and
explored the relationship between these constructs. Three hundred and forty family physicians
completed a context-specific measure of work values and four context-specific measures of job
satisfaction. Results revealed that family physicians place high importance on the work values of
Service, Lifestyle, and Autonomy in their medical practice, while tending to downplay the work
values of Prestige, Scholarly Pursuits, and Management. Results also revealed positive correlations
between family physician job satisfaction and ratings of Autonomy and Service, and negative
correlations between family physician job satisfaction and Prestige and Lifestyle. Furthermore, the
current findings revealed a complicated and reciprocal relationship existing between work values
and job satisfaction in family medicine. The results from the current study support, and expand
upon, the results from other studies of medical work values and job satisfaction and can be useful
to medical students in the specialty choice process, medical school faculty advising such
students, and currently practicing physicians contemplating a mid-career specialty change. The
results from the current study should also be useful for researchers interested in work values, job
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satisfaction, and physician career development.
Subject: Educational tests & measurements; School counseling; Occupational psychology;

Classification: 0288: Educational tests & measurements; 0519: School counseling; 0624:
Occupational psychology
Identifier / keyword: Education, Psychology, Medical specialty, Medical students, Medicine,
Vocational psychology, Counseling psychology, Career development, Work values, Job satisfaction,
Family physicians
Degree date: 2008
School code: 0093
ISBN: 9780549869511
Advisor: Whiston, Susan C
Committee member: Daniels, Jeffrey A., Hartung, Paul J., Tracy, Michael L.
Department: School of Education
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 48 of 100
Leading change: Organizational values at work

Author: Almeida, Milton
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Abstract: This study demonstrates how leaders can implement change initiatives within
organizations by using the Competing Values Framework. Values-based leadership, leadership
based on aligned organizational values, is not simply an effective leadership model but also an
imperative if leaders want to improve their organization's performance and meet future
challenges. This research assisted a hotel's leadership team implement the Competing Values
Framework in an effort to develop strategies aimed at aligning value systems within the hotel.
This study offers insight, and depth into a model that leaders can use to implement change aimed
at an organization's culture: a vital component of successful organizational change. A mixed
qualitative/quantitative approach was used. The study demonstrated the importance of open
discussion, and employee feedback in arriving at a desired organizational cultural profile. This
study illustrates organizational value disconnects between leaders and followers, and offers a
process that leaders can use to arrive at a consensus.
Subject: Marketing; Economics; Labor relations;

Classification: 0338: Marketing; 0501: Economics; 0629: Labor relations
Identifier / keyword: Social sciences
Degree date: 2008
School code: 1313
ISBN: 9780494467619
University/institution: Royal Roads University (Canada)
Degree: M.A.
Language: English
Dissertation/thesis number: MR46761
_______________________________________________________________
Document 49 of 100
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Transformational leadership, work-related cultural values, and job satisfaction

Author: Mancheno-Smoak, Lolita
Abstract: This study investigates from the leader's self-assessed perspective on how work
related cultural values and level of job satisfaction affect his or her propensity towards
transformational leadership behaviors. The research to date on individual cultural values is
extended and applied to the leader's mindset towards engaging in transformational behaviors
that result in positive organizational performance. Additionally, job satisfaction has been
traditionally utilized as a surrogate for a desirable organizational outcome and in this study it used
as a level indicator for the outcome of transformational leadership behaviors.
Drawing from Kouzes and Posner's leadership model of the five practices of exemplary leadership,
Dorfman and Howell's adaptation of Hofstede's four national culture dimensions to the individual
level, and Smith, Kendall, and Hulin's job satisfaction scales, a framework was developed, with
cultural values and job satisfaction variables as independent and transformational leadership
variables as dependent. Three hypotheses were proposed: (1) significant correlation exists
between work related cultural values of the individual and transformational leadership behaviors,
(2) significant correlation exists between job satisfaction of the individual and transformational
leadership behaviors, and (3) work related cultural values and job satisfaction are related to
transformational leadership behaviors.
The analyses revealed support for the first hypothesis in that all cultural values correlated with
the Leadership Practices Inventory (LPI) scales for transformational leadership behaviors.
Uncertainty avoidance and collectivism showed a significant positive relation: whereas, power
distance and masculinity were negatively related. The second hypotheses was only partially
supported via significant negative correlations for two of the Job Descriptive Index (JDI) measures
for job satisfaction, namely satisfaction with work and satisfaction with job overall. The third
hypotheses was partially supported with some of the variables and the regression equation
yielded forty-two percent of the transformational leadership score attributable to the work related
cultural values and job satisfaction variables.
The results suggest self-assessments high on uncertainty avoidance, high on collectivism, low on
power distance and low satisfaction with the work and job overall, to be high on transformational
leadership behaviors. The outcomes are contrary to expectations and call for further research.
Subject: Cultural anthropology; Behaviorial sciences; Management; Studies;

Classification: 9130: Experimental/theoretical; 1220: Social trends & culture; 2200: Managerial
skills; 0326: Cultural anthropology; 0384: Behaviorial sciences; 0454: Management
Identifier / keyword: Social sciences, Psychology, Leadership Practices Inventory, Work-related
cultural values, Transformational leadership, Individual culture dimensions, Work-related, Cultural
values, Job satisfaction
Pages: n/a
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Degree date: 2008
School code: 1191
Source: DAI-A 69/04, p. 1439, Oct 2008
ISBN: 9780549601012
University/institution: Nova Southeastern University
Degree: D.B.A.
Language: English
_______________________________________________________________
Document 50 of 100
Values and job performance: a Malaysian study

Author: Zawawi, D
Abstract: This study examines the relationship between values, emotional intelligence and job
performance among the Malay, Chinese, and Indian management employees in Malaysia, mainly
via a detailed case study of Nestl Malaysia. Values in this case were divided into two different
types: cultural and individual. The study thus extends and adapts the existing literature regarding
these variables, mainly developed for Western cases, to a major and successful non-Western
economy. Data collection was conducted in three phases so that the initial research questions
could be refined for the later stages. The first phase, the preliminary interviews were undertaken
to gain opinions of managers on the selected variables and initial models. A round table
discussion, the second phase, was then organised, to preliminary test the conceptual framework,
specifically the links between the variables. The final phase of data collection involved a case
study, conducted on Nestl Malaysia over a 6 month period. During that time 156 management
employees were surveyed, while another 13 management employees were interviewed. The
measurements used for the survey were adapted from the Values Survey (Schwartz, 1992), and
the Trait Meta Mood Scale (TMMS) (Salovey et al., 1995). Performance ratings were taken from
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Nestl Malaysia's internal database. This study extends the literature, by confirming relationships
between cultural and individual values and job performance, and emotional intelligence and job
performance. The effect of race on cultural values and emotional intelligence is also highlighted.

Identifier / keyword: DXN110892, Psychology
Degree date: 2007
School code: 0354
University/institution: The University of Reading (United Kingdom)
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 51 of 100
The American worker in transition: Insecurity, the individualization of work,

and job values in the 1990's
Author: Larner, Matthew P.
Abstract: This dissertation examines changes in work values during the 1990's in the United
States. The 1990's represented a critical time period for American workers, where widespread
changes in the labor market profoundly affected the way work was organized and the way
individual workers felt about their work. Previous research has argued that as traditional job
rewards became less available, workers adopted a more individualized strategy for pursuing
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other, more attainable job rewards. This project utilizes the first and second waves of the
International Social Survey Program Work Orientation Module to examine changes in work values
between 1989 and 1997. Respondents were grouped into four occupational categories:
professionals, managers, other white collar workers, and service/blue collar workers. Data from
1,538 respondents were analyzed, and logistic regression was used to examine eight job values.
Six job values included in this study varied between 1989 and 1997, including the desire for job
security, promotional opportunities, interesting work, independent work, helping others, and
helping society. The value placed on high income and having a flexible schedule showed no
change between the years of study. These findings do suggest a general shift from traditional job
values to more individualistic job values over the course of the 1990's. However, this change was
not uniform across the entire workforce, and instead varied significantly between occupational
groups. Overall, the non-uniformity of work value change suggests a divergent experience of the
1990's labor market depending on occupation. The timing of economic insecurity, along with
varying levels of labor market power with which workers were equipped to handle this insecurity,
lead to the development of differential strategies between occupational groups for adjusting
expectations and value systems to the conditions of the new economy.
This study contributes to existing discourse on labor market changes by using workers' value
systems as a key barometer of large-scale economic trends. This study expands the scope of
research related to job values by including a consideration of the numerous factors that ultimately
determine how economic changes are translated into attitudinal shifts and value changes for
different groups of workers.
Subject: Economics; Labor relations; Studies;

Classification: 0510: Economics; 0629: Labor relations
Identifier / keyword: Social sciences, Individualization, Insecurity, Labor market, Occupations,
Values, Work, Job values
Pages: n/a
Degree date: 2007
School code: 0165
ISBN: 9781109755077
Advisor: Hachen, David S., Jr.
University/institution: University of Notre Dame
Degree: Ph.D.
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Language: English
_______________________________________________________________
Document 52 of 100
How individual values and trait boredom interface with job characteristics and
job boredom in their effects on counterproductive work behavior
Author: Bruursema, Kari
Abstract: The purpose of this study was to examine relationships among individual values, trait
boredom, job boredom, job characteristics, and CWB. Job boredom and trait boredom were
expected to be positively related to CWB. Individual values and job characteristics were expected
to moderate the relationship between boredom and different types of CWB.
Completed online questionnaires were received from 211 participants, and 112 co-worker
matches also submitted online surveys. The Schwartz Value Survey, Job Descriptive Index, Job
Boredom Scale, and Boredom Proneness Scale were used to assess independent variables. The
Counterproductive Work Behavior Checklist measured the dependent variable. Results were
analyzed using correlation and moderated regression.
Both trait boredom and job boredom showed large significant correlations with all forms of CWB.
Additionally, co-worker reported job boredom showed significant correlations with some forms of
CWB. Values showed small and mostly non-significant relationships with CWB and no moderating
effects on the boredom/CWB relationship. Job characteristics showed relationships with some
forms of CWB but did not interact with boredom in its effects on CWB. In general, moderating
effects were not found in the relationships among boredom, values, job characteristics, and CWB.
Theoretical and practical implications are discussed.
Subject: Occupational psychology; Personality;

Classification: 0624: Occupational psychology; 0625: Personality
Identifier / keyword: Psychology, Values, Trait boredom, Job boredom, Counterproductive, Work
behavior, Boredom
Degree date: 2007
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School code: 0206

Source: DAI-B 68/04, Oct 2007
Advisor: Spector, Paul
University/institution: University of South Florida
Degree: Ph.D.
Language: English
Copyright: Copyright UMI - Dissertations Publishing 2007
_______________________________________________________________
Document 53 of 100
Examination of the relationship of work values to the "Big-Five" personality

traits and measures of individualism and collectivism
Author: Robinson, Carrie Helene
Abstract: This study describes the psychometric evaluation of Super's Work Values InventoryRevised (SWVI-R), an instrument comprised of 12 scales measuring the relative importance
placed on the following work-related value dimensions: Achievement, Co-Workers, Creativity,
Income, Independence, Lifestyle, Mental Challenge, Prestige, Security, Supervision, Work
Environment, and Variety. These work values scales were internally consistent and showed
predictable patterns of gender differences and similarities. Racial-ethnic differences in the relative
emphasis placed on work values were also explored in this study. The factor analysis yielded four
theoretically-consistent underlying factors, entitled the following: Environment, Esteem,
Excitement, and Safety. Further, the scales and factors of the SWVI-R were largely related to the
"Big-Five" traits of personality and the broader cultural value systems of individualism and
collectivism, as predicted from prior research on relationships among these constructs.
Additionally, the work values scales demonstrated adequate discriminant validity with two
aspects of social desirability. Limitations of this study, as well as further research on and potential
uses for this measure are discussed.
Subject: Occupational psychology; Personality; Psychological tests;

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Classification: 0624: Occupational psychology; 0625: Personality; 0632: Psychological tests

Identifier / keyword: Psychology, Work values, Individualism, Personality traits, Super's Work
Values Inventory-Revised, Collectivism
Degree date: 2007
School code: 0168
ISBN: 9780549076681
Advisor: Betz, Nancy E.
University/institution: The Ohio State University
University location: United States -- Ohio
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 54 of 100
A multilevel analysis of quality management practices, cooperative cultural

values and work performance
Author: Kull, Thomas James
Abstract: Unsuccessful quality initiatives often are attributed to an organizational culture that
does not value the cooperative nature of quality management practices. However, two opposing
perspectives exist as to how quality practices may relate to cooperative cultural values, which is
problematic for deciding where to allocate resources during a quality initiative. Moreover, how the
performance effects of quality practices and cooperative cultural values change over time is
unknown, which has important epistemic implications.
This research finds evidence for a reconceptualization that resolves the paradox created by the
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two opposing perspectives. First, secondary data is used to discriminate between organizationlevel and workgroup-level quality management practices. Second, support is found for a
sociotechnical system theory-based explanation as to how cooperative cultural values relate to
quality management within a multilevel model. Third, longitudinal evidence is provided that
shows cooperative cultural values increasing in influence on workgroup performance while
organization-level quality practice decrease in influence.
Based upon the results, quality management practices are seen as serving the dual role of
instilling cooperative values at the organization level and enabling higher performance at the
workgroup level. Also, managerial insights are provided that recommend a simultaneous approach
to changing cultural values and implementing quality management practices. Finally, quality
managers from several manufacturing facilities were presented these results and their insights
explain why further study is needed on this topic.
Subject: Social research; Management; Occupational psychology; Organizational behavior;

Organization theory;
Classification: 0344: Social research; 0454: Management; 0624: Occupational psychology;
0703: Organizational behavior; 0703: Organization theory
Identifier / keyword: Social sciences, Psychology, Work performance, Quality management,
Organizational culture, Cooperative cultural values, Multilevel modeling, Nonprofit service,
Sociotechnical systems theory, Nonprofit
Degree date: 2007
School code: 0128
ISBN: 9780549415985
Advisor: Narasimhan, Ram
University/institution: Michigan State University
University location: United States -- Michigan
Degree: Ph.D.
Language: English
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_______________________________________________________________
Document 55 of 100
An inquiry into the work values endorsed in two Pakistani MBA programmes
Author: Khan, S
Abstract: This research explores the work values endorsed in the present day MBA programmes
of two Pakistani business schools. By shedding light on some of the values MBA students exhibit
with regard to their own selves, their careers, their colleagues and the society at large, this
research comments on the work values endorsed by these programmes and the extent to which
they are in harmony with Islamic teachings. Thus a contribution of this work lies in raising
questions about the potential social impact of the Pakistani MBA. Traditional MBA education is
often considered to be influenced by technicist-managerialist thinking that pays only little
attention to ethical and emotional values. It is also seen as a Western, particularly an American
dominated educational system which in the spirit of imperialism marginalises views and values of
other cultures. Seeing Pakistan as a Muslim country, with a colonial past and an MBA education
that is influenced by the Western, particularly the American model, I have thus taken a
postcolonial perspective to study whether the values endorsed in the Pakistani MBA programmes
are reflective of these two discourses or also exhibit harmony with traditional Islamic values.
Using in-depth interviews of stakeholders (students, teachers, school administrators, as well as
managers in industry), supported by observations around school campuses and reading of official
publications sent out by my case study school, I have revealed that technicist-managerialism and
American colonialism are indeed evident in the MBA programmes. Islamic influence in these
schools does not seem significant. Since both the discourses of technicist-managerialism and
Western colonialism have roots in secularism and since the values do not exhibit a significant
Islamic influence, I conclude that the current MBA education in the two business schools is more
in harmony with secular rather than Islamic ideals.
Subject: Higher education;

Classification: 0745: Higher education
Identifier / keyword: DXN112629, Education
Degree date: 2006
School code: 0416
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University/institution: Lancaster University (United Kingdom)

Degree: Ph.D.
Language: English
_______________________________________________________________
Document 56 of 100
Opinions, beliefs, and attitudes, including perceived value, that Virginia

principals and assistant principals have towards mentoring for their job
assignment
Author: Cramp, Ashley McCrary
Abstract: There is ample research (Bova &Phillips, 1994; Cordeiro &Smith-Sloan, 1995; Daresh,
2002; Ginty &Gaskill, 1993; Playko, 1995; Riche, 1979) to demonstrate the need for and benefits
of mentoring both in the business world and with first year teachers. Mentoring allows a more
experienced person to work directly with a less experienced person. Some benefits of such a
relationship can include knowledge transfer, increased learning, creation of a support network, a
decrease in job stress and anxiety, and an opportunity for the protg to learn the big picture.
School administrators face an increasing number of challenges in a job where new responsibilities
are created almost on a daily basis. Many states will experience a shortage of qualified
administrative applicants for open positions. This shortage is due to the retirement in the next
several years of many existing administrators in addition to a larger number of positions
accompanying increased school enrollment. Many states are exploring ways to address this
concern. The first is through a reevaluation of certification criteria (training). The second is
through the development of mentoring programs for new administrators (keeping the
administrators we have). However, there is little research available on the mentoring of new
administrators. This study identified the existing opinions, beliefs, and attitudes, including
perceived value that administrators have towards mentoring for their job assignment. Statistical
significance was determined at alpha <.01 for each analysis of variance between the groups.
There was one item on the survey where a statistically significant difference was found between
gender; assessment and grading (p(F) = .007). There was one item on the survey where a
statistically significant difference was found between principals and assistant principals; school
management (p(F) = .008). There was one item on the survey where a statistically significant
difference was found between administrators who have and have not served as a formal mentor;
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time for discussion together (p(F) = .003). There was one item on the survey where a statistically
significant difference was found between administrators who have and have not served as an
informal mentor; mentor at same school level (p(F) = .005). However, the final two items of
statistical significance are from Section B of the survey. Section B had a reliability of Cronbach's
alpha = .50 (see Table 1). Therefore, results of these items must be viewed with caution. It is
important to note that 400 out of 414 (96.7%) individual item analyses found no statistically
significant differences between the various groups.

Identifier / keyword: Education, Mentoring, Administrators, Mentor programs, Perceived value,
Opinions, Value, Virginia, Principals, Assistant principals
Degree date: 2006
School code: 0247
ISBN: 9780549850809
Advisor: Byers, Larry
University/institution: Virginia Polytechnic Institute and State University
Degree: Ed.D.
Language: English
_______________________________________________________________
Document 57 of 100
The relations among cultural values, ethnicity, and job choice trade-off
preferences
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Author: Isenhour, Linda C

Abstract: Researchers in human resource management (HRM) have long been concerned with
the attraction and retention of organizational members (Breaugh, 1992; Rynes, 1991; Vroom,
1966). However, as the U.S. work force has become more diverse (U.S. Census Bureau, 2000), the
need to consider how issues of cultural diversity are related to the recruitment process has
become increasingly important. For example, although past research has investigated relations
among individuals' values, personality, and job choice preferences, no research has examined the
job choice trade-off preferences of culturally diverse individuals. Moreover, researchers have not
examined explicit job choice trade-off preferences involving job and organizational factors, even
though expectancy theory-based models of recruitment implicitly suggest that individuals make
trade-offs among valent job and organizational factors. Therefore, the purpose of the current
research was to examine the relations among individuals' (a) cultural values (power distance,
Protestant Ethic-earnings, Protestant Ethic-upward striving), (b) ethnicity (European-American,
Hispanic-American), and (c) their job choice trade-off preferences for organizational prestige over
pay using Thurstone's (1927, 1931) law of comparative judgment method.
Study 1 served as a pilot of the procedure and measures. Based on the results of Study 1,
changes were made to improve reliability of measures prior to Study 2. Study 2 tested
hypothesized relations among cultural values, ethnicity, and job choice trade-off preferences for
organizational prestige over pay. Results from Study 2 showed that power distance cultural values
were related positively to job choice trade-off preferences for organizational prestige over pay and
that Protestant Ethic-earnings cultural values were related negatively to job choice trade-off
preferences for organizational prestige over pay. In addition, Hispanic-Americans were more likely
than European-Americans to prefer job choice trade-offs for organizational prestige over pay.
However, Protestant Ethic-upward striving cultural values were unrelated to job choice trade-off
preferences for organizational prestige over pay. Moreover, ethnicity was unrelated to power
distance cultural values, Protestant Ethic-earning cultural values, or Protestant Ethic-upward
striving cultural values. Study results suggest that including cultural values and ethnicity in future
recruitment research can enhance the understanding of individuals' job choice preferences and
provide practitioners with information to attract multicultural job applicants.
Subject: Management;
Identifier / keyword: Social sciences, Cultural values, Ethnicity, Job choice, Trade-off,
Preferences, Compensation, Human resources management
Pages: 148 p.
Degree date: 2006
School code: 0705
Source: DAI-A 67/09, Mar 2007
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ISBN: 9780542866692
Advisor: Stone, Dianna L
University/institution: University of Central Florida
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 58 of 100
The effect of rewards, commitment, organizational climate and work values on

intentions to leave: Is there a difference among generations?
Author: Miller, Esther J
Abstract: Employee turnover in the lodging industry is much higher than in other industries. This
field study tested a model of employee turnover developed from a review of the literature. Using a
63 question survey instrument, the study examined the effect of intrinsic and extrinsic work
rewards, organizational commitment, organizational climate, work values, the availability of
alternative employment, and age/generation cohort, on the intentions to leave the organization of
177 front office and housekeeping supervisors and hourly employees currently employed at
various types of hotels. Both full-time and part-time employees were included in the sample.
Significant correlation results were found between all of the independent variables and intent to
withdraw. Although the entire main effects model was statistically significant using hierarchical
linear regression, the availability of alternative employment and affective commitment to the
organization were the most efficient predictors of intent to withdraw. Interaction results of age
and the independent variables using hierarchical linear regression were not statistically
significant. Generation cohort was used as a categorical variable and ANOVA results indicated
significant moderating effects of intrinsic and extrinsic rewards and organizational commitment on
intentions to leave. Generation Y employees reported less commitment and a higher intent to
leave than the other groups, while the Matures reported the highest level of commitment and the
lowest intent to leave the hotels. Baby Boomers and Generation Y indicated lower satisfaction
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with both their extrinsic and intrinsic work rewards than the Matures and Generation X reported,
yet Generation Y signified a higher intent to withdraw than the other generation cohorts.
Results suggest that to help lower employee turnover, managers should be concerned with
building organizational commitment among their employees. In addition, there needs to be
attention given to job security, pay levels and employee benefits, the quality of supervision,
growth opportunities and the social interactions of employees at work.
Subject: Behaviorial sciences; Management; Demographics;

Classification: 0384: Behaviorial sciences; 0454: Management; 0938: Demographics
Identifier / keyword: Social sciences, Psychology, Rewards, Commitment, Organizational
climate, Work values, Intentions to leave, Lodging industry, Generation cohort
Pages: 118 p.
Degree date: 2006
School code: 0668
Advisor: Kavanagh, Michael J
University/institution: State University of New York at Albany
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 59 of 100
Supervisor and employee value congruence and ratings of job performance

Author: Isaac, R G
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Abstract: Value congruence awareness was assessed for supervisor/employee dyads in relation
to terminal, instrumental and work values (and overall value congruence) for both of the parties.
Results demonstrated that supervisors possess conscious supervisor/employee terminal value
congruence awareness because they could accurately estimate value congruence in comparison
to objective measures. Similarly, employees were shown to possess conscious
supervisor/employee work value congruence awareness. Dyad members also provided ratings
(supervisors) and self-ratings (employees) regarding a number of work related employee job
issues such as performance, citizenship, contribution to workplace climate, working relationship
and other matters. Through correlation, associations were demonstrated supporting one
hypothesis for supervisors (regarding potential for promotion) and six hypotheses for employees
(regarding work behaviours, citizenship, volunteerism, climate behaviours, climate attitudes and
organisation-wide climate attitudes) in relation to conscious awareness of terminal and work
values respectively. Five hypotheses were also supported for the supervisor group indicating
associations between preconscious supervisor awareness of work values and supervisor ratings of
employee job-related factors. However, these findings must be regarded with suspicion, as the
correlations in light of other study findings may be spurious. The purpose of this exploratory study
was to examine a number of assumptions deemed necessary to sustain assertions of a
functionalism viewpoint on organisational culture. Study results lend very little support for a
functionalism perspective leading one to seriously question the assertions made by authors
supporting a functionalism doctrine, the literature generally read by practising managers.
However, this study does not close all door relating to functionalism's assumptions and this
mindset on culture.
Identifier / keyword: DXN086103, Social sciences
Degree date: 2005
School code: 0359
University/institution: University of Strathclyde (United Kingdom)
University location: Scotland
Degree: Ph.D.
Language: English
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_______________________________________________________________
Document 60 of 100
"The Looking Glass" by Amy Tate Williams: A critical analysis evaluating the
work's value in the field of opera for youth
Author: Pawlewski, Dawn Marie
Abstract: This study explores The Looking Glass by Amy Tate Williams and its position in the field
of opera for children. A brief historical overview of operatic educational outreach is followed by an
examination of trends in educational outreach by focusing on a few different programs, reflecting
a variety of types of outreach. These include the Utah Symphony and Opera Internship and
Touring Program, the Orlando Opera "Pizza and Puccini" Community Outreach Program, Opera
America's "Music! Words! Opera!," Opera Iowa, Opera Omaha's Heartland Opera Theatre, the
Nashville Opera's OperaNET, and the University of Nebraska-Lincoln. Within the document,
analysis and evaluation are given of five works specifically composed for youth: Little Red Riding
Hood by Seymour Barab, Harmoonia by Stephen Paulus, Sid the Serpent Who Wanted to Sing by
Malcolm Fox, A Noteworthy Tale, Opus 65 by Philip Seward, and The Three Little Pigs adapted by
John Davies. To each composition, the author applies specific criteria concerning form and style,
degree of difficulty, and quality of the music and text. The same criteria are then applied to
Williams' The Looking Glass as comparisons are made to the previous five works. An in-depth
study of The Looking Glass includes biographical and historical background, as well as a detailed
musical and textual analysis. The study reveals that The Looking Glass contains all the important
elements of a quality children's opera.
Subject: Music; Music education;

Classification: 0413: Music; 0522: Music education
Identifier / keyword: Communication and the arts, Education, Looking Glass, Tate Williams,
Amy, Opera, Youth
Pages: 110 p.
Degree date: 2005
School code: 0138
Source: DAI-A 66/03, p. 818, Sep 2005
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ISBN: 9780542031823, 0542031825
Advisor: Shomos, William
University/institution: The University of Nebraska - Lincoln
University location: United States -- Nebraska
Degree: D.M.A.
Language: English
_______________________________________________________________
Document 61 of 100
An investigation of Thai work values and resulting job satisfaction in relation

to two work roles
Author: Dhanasarnsilp, Pennapha
Abstract: Business effectiveness requires speed and accuracy of information, prompt decision,
and effective responses which are crucial factors to success in business with intense competition.
Employees' effectiveness is the key major to accomplish the organizational goals and job
satisfaction is one of the most important factor influenced employees' effectiveness. As
motivation, task status, monetary, rewards, etc are essential factors in job satisfaction and are
important dimensions related to work values. Also, work values possessed by employees have
been shown to a major factor that affect to motivation. The objectives of this study, the
researcher focused on the different of work values and job satisfaction between two work
categories, the relationship between work values and job satisfaction of each work setting and
demographics of both work categories. The Survey of Work Values instrument comprised of six
components which developed by Wollack et al., and The Job Descriptive Index instrument
comprised of six scales which developed by Smith et al were apply to measure in this research.
The independent variables are sales personnel, manufacturing personnel, age group, income
levels, gender, educational levels, job experiences, and ethnicities. The dependent variables are
work vales and job satisfaction. For this study, the researcher developed eighteen hypotheses
which were grouped into five sections. 208 of sales personnel and 209 of manufacturing
personnel were subjects in this study. The statistical treatment used in evaluating the hypotheses
included: T-test, Pearson Product Moment Correlation Coefficient, and Two-Way Analysis of
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Variance (Two-Way ANOVA). The reliability of the two instruments was calculated by the
Cronbach's Coefficient Alpha Scale and found that the total alpha coefficient of Job Descriptive
Index (JDI) instrument was .7888 and the Survey of Work Values (SWV) instrument was .8198.
Also, the validity of the Survey of Work Values (SWV) instrument, all factor loadings of six
components were greater than .30.
The author found a significant relationship between work values and job satisfaction in
manufacturing personnel but the result inversed in sales personnel. Also there was a significant
difference in job satisfaction between two work category groups but the finding was contradicted
in work values. All findings between work values and demographic factors were no statistically
significant difference when segmented by gender, marital status, age levels, income levels,
educational levels, job experiences, and ethnic basis. However there was significant difference in
job satisfaction when segmented by educational levels in sales personnel and was significant
difference in job satisfaction when determined on the basis of ethnicity in sales personnel. Also
found that the ethnicity of Thai-Chinese had a higher job satisfaction than Thais. It was shown
that there were not significant different in job satisfaction when segmented by gender, marital
status, age levels, income levels, and job experiences.
However, many results from these findings did not support the majority former studies from other
countries but it is possible to explain by unique Thai culture which causes from the religion basis.
The results from this study illustrate the need for management team to modify strategies,
structures, and processes, which are necessary for the effective organization to motivational
reinforce its business and to contribute the maximum abilities to enhance employees' quality, and
increase productivity. Those conditions are conductive to employees' job satisfaction which will
impact directly to organizational effectiveness to gain a competitive advantage. Also, the basis of
the organization's culture develops from work values, beliefs, norms, and behavior. The work
values concern the right thing to behave and work values may be the important factor for
modeling in organization.
Subject: Management; Occupational psychology; Studies; Job satisfaction;

Classification: 0454: Management; 0624: Occupational psychology
Identifier / keyword: Social sciences, Psychology, Values, Job satisfaction, Work roles, Thailand
Pages: n/a
Degree date: 2005
School code: 1191
ISBN: 9781109629866
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Degree: D.B.A.
Language: English
_______________________________________________________________
Document 62 of 100
An initial exploration of the effects of expectations about work values and

work value attainment on organizational communication satisfaction
Author: Raile, Amber N W
Abstract: The goals of the present study were threefold: (1) to determine the impact of
expectations about work values on organizational communication satisfaction, (2) to apply diverse
theoretical thinking to expectations about work values research, and (3) to address issues with
previous research through the use of experimental design. Four competing hypotheses, based on
Interaction Adaptation Theory (Burgoon &White, 1997; Burgoon, Stern, &Dillman, 1995),
Expectancy Violation Theory (Burgoon &Hale, 1988), the met expectations hypothesis (Porter
&Steers, 1973) and values research, predicted how the experience of expectations as either met
or unmet and of work values as fulfilled or unfilled would affect organizational communication
satisfaction. This experiment (N = 200) varied whether expectations were met or unmet and
whether work values were fulfilled or unfulfilled through the use of four experimental conditions in
order to compare the predictive power of the competing hypotheses. Though contrasts testing all
four hypotheses resulted in significant findings, the hypothesis based on values research provided
the most accurate prediction of the results. This finding implies that organizations should measure
work values to maximize satisfaction outcomes and that job seekers should carefully consider
their work values when accepting a position. The implications of the results for this area of
research and the potential for future research on work values and expectations about work values
are discussed.
Subject: Communication; Management; Occupational psychology; Hypotheses; Work ethic;

Studies;
Classification: 0459: Communication; 0454: Management; 0624: Occupational psychology
Identifier / keyword: Communication and the arts, Social sciences, Psychology
Pages: 79 p.
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Number of pages: 79
Degree date: 2005
School code: 0128
Source: MAI 43/06, p. 1883, Dec 2005
ISBN: 9780542088919, 0542088916
Advisor: Park, Hee Sun
University/institution: Michigan State University
University location: United States -- Michigan
Degree: M.A.
Language: English
_______________________________________________________________
Document 63 of 100
Cross-national differences in the work values of employees of a US-based

multi-national corporation: A comparative study of the United States, Poland,
and Mexico
Author: Dulnik, Agata
Abstract: In today's global economy, when U.S. corporations expand abroad they usually bring
with them management practices that are ingrained in U.S. culture and management theory.
Literature has indicated that often these management practices do not transfer well to foreign
locations, undermining effectiveness and productivity at these sites.
Values are a central component of culture. Work values are a special component of the overall
value system, which, in turn, is reflective of the national culture. This study compared the work
values of workers from Poland, Mexico, and the United States. The participants were local-national
employees of a U.S.-based multi-national corporation with operational sites in Poland and Mexico
as well as the United States (N = 296). The Survey of Work Values (Wollack et al., 1971) was
deployed in these three sites, and the means of the six scales of the survey were compared with a
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one-way ANOVA to determine if significant differences would be found among the respondents
from the three national cultures.
This study indeed found significant differences between the participants from these three
countries on five out of six scales of the survey, with .01 confidence level. Statistically significant
differences were found to exist with regard to social status, job involvement, upwards striving,
pride in work, and activity preference. No statistically significant differences were found on the
attitude towards earnings scale. Pairwise comparisons utilizing Tukey HSD pointed to substantial
work value differences between Polish and the US and Polish and Mexican participant groups,
whereas US to Mexico comparisons, although pointing to some statistically significant differences,
failed to demonstrate the same magnitude of differentiation.
Based on the findings, recommendations for managers and leaders of U.S.-based multi-national
corporations are presented. This study supports the premise that traditional ways of managing
local workforces in foreign locations may benefit from adjustments to account for the local
national culture and specific work values typical to it.
Subject: Business education; Management; Work ethic; Multinational corporations; Comparative

studies; Cross cultural studies;
Classification: 0688: Business education; 0454: Management
Identifier / keyword: Social sciences, Education, Multinational corporations, Work values,
Employees, Corporation, United States, Poland, Mexico
Pages: 204 p.
Degree date: 2005
School code: 0075
Source: DAI-A 65/12, p. 4438, Jun 2005
ISBN: 9780496167784, 0496167782
Advisor: Marquardt, Mike
University/institution: The George Washington University
University location: United States -- District of Columbia
Degree: Ed.D.
Language: English
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_______________________________________________________________
Document 64 of 100
A comparative analysis of job competency expectations for new hires: The

relative value of a hospitality management degree
Author: Ricci, Peter
Abstract: This study compared lodging managers' job competency expectations for newly hired
employees in possession of four-year (baccalaureate) degrees from a college or university.
Lodging managers mentally separated new hires into two distinct categories when rating the
importance of specific job competencies: (1) new hires in possession of a hospitality management
baccalaureate degree, and (2) new hires in possession of a non-hospitality management
baccalaureate degree. Lodging managers who were current members of the Central Florida Hotel
&Lodging Association (CFHLA) at the time of the survey participated and all were employed in the
central Florida area at the time of the study.
In the fall of 2004, lodging managers (n = 156) were sent an electronic mail correspondence
requesting participation. Usable responses were received from 137 lodging managers far a
response rate of 87.82%.
The survey instrument was developed from a literature review of hospitality job competencies and
was refined to 3 content areas: knowledge, ability, and attitude.
Research questions were designed to identify differences, if any, in lodging manager new hire
expectations based upon several criteria: (a) type of baccalaureate degree held by the new hire
(hospitality management versus other field), (b) gender of the manager, (c) number of years the
manager had worked in the lodging industry, (d) whether or not the manager possessed a
baccalaureate degree at the time of the survey, (e) if the manager possessed a baccalaureate
degree, whether the degree was hospitality or non-hospitality based, and, (f) the type of lodging
facility employing the manager at the time of questionnaire completion. These comparisons were
made between the two groups of new-hires with baccalaureate hospitality degrees and new-hires
with non-hospitality baccalaureate degrees.
Consistently, lodging managers rated higher expectations for new-hires when the newly hired
employees possessed a baccalaureate degree in hospitality or lodging management versus a nonhospitality discipline. Ramifications of these findings are discussed pursuant to higher education
hospitality programs, the lodging industry, and human resource professionals recruiting future
lodging managers.
Future research is suggested on a larger regional and/or national scale as well as research with an
international focus.
Subject: Management; Recreation; School administration; Hospitality industry; Academic

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degrees; Expectations; Employees; Hiring; Polls & surveys; Studies;

Classification: 0454: Management; 0814: Recreation; 0514: School administration
Identifier / keyword: Social sciences, Education, Lodging manager, Hotel manager, Job
competency, New hires, Hospitality management degree
Pages: 277 p.
Degree date: 2005
School code: 0705
Source: DAI-A 66/05, p. 1855, Nov 2005
ISBN: 9780542147883, 0542147882
Advisor: Tubbs, LeVester
Degree: Ed.D.
Language: English
_______________________________________________________________
Document 65 of 100
The value of job displacements as a signal of worker quality: Layoffs, lemons,

and labor market conditions
Author: Kosovich, Stephen M
Abstract: Empirical studies in the job displacement literature have found that workers face
significant earnings losses on average, when they are permanently displaced from jobs. Previous
empirical evidence suggests that the costliness of job loss varies widely. Gibbons and Katz (1991)
develop and test a model in which layoffs provide the market with information concerning the
quality of laid-off workers. Layoffs provide a signal of worker productivity to potential employers,
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since firms layoff their lowest productivity workers first. In this essay, I construct a framework in
which labor market conditions influence the stigma of layoffs. Later, I explicitly allow firms to
calculate the probability of job loss for each worker, and also examine the impact of multiple job
losses. This second approach models firms as using all available worker and job-specific attributes
to interpret the information provided by a layoff.
In the first part of this essay, I summarize the job displacement literature and provide a
theoretical motivation that allows for labor market conditions to affect the signal associated with
job loss. The theoretical model predicts that a weaker signal is provided regarding worker quality
when many layoffs occur.
Next, the essay contains several tests that examine whether the conditions surrounding a job loss
affect post-displacement wages. I first utilize the Displaced Worker Survey and estimate that
layoffs have larger post-displacement wage costs for male workers, as compared to plant closings.
I also find that male, white-collar workers would face lower costs associated with displacement if
the local unemployment rate were to increase, suggesting that the informative value of layoffs
depends upon the market conditions under which the layoff occurs. As an additional empirical
test, I investigate the stigma effect of layoffs using data from the National Longitudinal Survey of
Youth using two different approaches. The second approach explicitly models the market's
interpretation of the conditions surrounding a layoff, and allows for the examination of multiple
job. My results provide evidence that labor market conditions affect the stigma associated with
layoffs for a sample of male workers, using both approaches. I conclude the essay with a
discussion of policy implications.
Subject: Labor economics; Labor market; Layoffs; Earnings; Productivity; Losses; Studies;
Classification: 0510: Labor economics
Identifier / keyword: Social sciences, Job displacements, Worker quality, Layoffs, Labor market
Pages: 160 p.
Degree date: 2005
School code: 0171
Source: DAI-A 66/09, p. 3408, Mar 2006
ISBN: 054233304X, 9780542333040
Advisor: Singell, Larry D, Jr
University/institution: University of Oregon
University location: United States -- Oregon
Degree: Ph.D.
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Language: English
_______________________________________________________________
Document 66 of 100
Social work values and hospital culture: An examination from a competing

values framework
Author: Evans, Amanda
Abstract: The purpose of this study to assess the perceptions of social workers employed in
Florida hospitals in relation to the core values of their profession and the alignment of those
values within the culture of their current work setting. The conceptual framework for the study
was from organizational behavior theory specific to values, organizational change, and culture.
The Competing Values Framework (Cameron &Quinn, 1999) provided a method to distinguish coexisting competing values within an organization. The research findings indicated that 65% of the
professional social workers who participated in the study perceived that the core values of their
profession are very much in alignment with the written mission statement of their hospital.
However, less than half of the respondents (42%) described the daily business of the hospital as
strongly reflecting the mission statement. The social workers perceived the current culture of
hospitals in Florida as being closely clustered among four cultures: clan, adhocracy, market, and
hierarchy. However, they would prefer a stronger clan culture and less of a market culture in the
future. A strong majority (85%) of all respondents communicated that their work assignments
allowed them to demonstrate their professional values on a regular basis. However, only 63%
stated that they trusted that their hospital valued the knowledge and skills of their profession.
Subject: Social work; Management; Health care; Occupational psychology;

Classification: 0452: Social work; 0454: Management; 0769: Health care; 0624: Occupational
psychology
Identifier / keyword: Health and environmental sciences, Social sciences, Psychology, Social
work, Values, Hospital culture, Competing values
Pages: 151 p.
Degree date: 2005
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School code: 0705

Source: DAI-A 67/03, Sep 2006
ISBN: 9780542575099, 0542575094
Advisor: House, Jess
Degree: Ed.D.
Language: English
_______________________________________________________________
Document 67 of 100
Investigating Kuwaiti cultural dimensions and work related values, and their
implications on public and private sector employment using a specifically
developed research instrument based on Hofstede's Value Survey Module
VSM94
Author: Al-Sharqawi, S
Abstract: The aim of this study was to investigate the Kuwaiti work related values and to
understand why Kuwaitis cluster in public sector jobs and avoid employment in the private sector
or in menial jobs. A test instrument was developed to investigate Kuwaiti cultural consciousness
dimensions and work related values. The instrument was based on Hofstede's Value Survey
Module 94 (VSM94), while the dimensions to be investigated were the five cultural dimensions of
Hofstede (the fifth is Bond's and Hofstede's). Added to the VSM94 were twenty-two
questions/work related values that were projected to be characteristic of the Kuwaiti society,
mainly developed through a focus group and interviews. The initial objective was to explore
whether or not Hofstede's questionnaire, and hence the five dimensions, statistically applied to
the Kuwaiti society. Once that was confirmed, the second objective was to calculate Kuwaiti
registered index scores on the original five dimensions and conduct both statistical analyses with
the new empirical data and comparative analyses with Hofstede's original findings. The third
objective was to statistically analyze the Kuwaiti assigned questions/work related values to
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investigate whether or not they represented distinct work related values or dimensions. Several
interesting observations and results have been deduced from this survey. First, Hofstede's
questionnaire proved applicable to the Kuwaiti society. Kuwaitis registered the following scores on
the five dimensions of Hofstede (the fifth dimension is of Hofstede and Bond): Individualism
IDV=71.45 (strongly individualist), Masculinity MAS=6.60 (very strongly feminine), Power Distance
PDI=29.20 (small power distance), Uncertainty Avoidance UAI=62.55 (medium-strong), and Long
Term Orientation LTO=50.50 (medium). Most of the 'Kuwaiti' questions proved to correlate to at
least one of Hofstede's dimensions, meaning that they were probably not independent new
values, except for questions II 23(K?) and II 24(K?) that did not correlate to any of the five
dimensions. One interesting methodological outcome was the finding of a simple comparison
method of country index scores. This method consists of simply locating countries that have
similar, or very close, index scores of all five dimensions. This method proved to be very
successful in identifying countries that had undergone similar socioeconomic cultural influences
as Kuwait did.
Subject: Labor relations;

Classification: 0629: Labor relations
Degree date: 2004
School code: 0996
University/institution: University of Wales, Bangor (United Kingdom)
University location: Wales
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 68 of 100
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Cultural values as a predictor of personality work values and causal

attributions in Malaysia
Author: Ahmad, A H
Abstract: There are increasing trends showing that Western theories need to be adapted to local
cultural contexts and that a valid indigenous psychology should not be developed entirely in
isolation from concepts originated elsewhere. It is preferable to integrate etic and emic
approaches, thus allowing the inclusion of culture-specific variables in research designs. The
multiethnic and multicultural society of Malaysia provides a valuable source of culture-specific
research data. Schwartz (1992, 1994) has provided a cross-culturally validated measurement of
values which is able to capture a full range of value dimensions across cultures. More importantly,
this theory provides a basis for relating value systems to other psychological constructs such as
work values and personality. The present thesis presents a series of three studies that
demonstrate how the Schwartz Value Theory helps to clarify the association of individual values
with personality, work values and causal attributions, and uncovers some culture-specific issues in
the multiethnic society of Malaysia. In Study 1, the relation between values and personality were
examined among 1,836 undergraduates from the three main ethnic groups, Malays (N=911),
Chinese (N=663), and Indians (N=262). In general, Study 1 supported the prediction that the
pattern of association between values and Big Five Personality traits was in accordance with the
circular structure specified by Schwartz's theory. It was also found that culture-specific processes
influenced the strength of the link between Neuroticism and Conservation values in the Chinese
sample. This finding supports the assumption that individual distress may result from a
suppression of oneself required by the traditional norms and beliefs of an Eastern society. This
study also uncovered culturally distinctive relations between Conscientiousness and SVS values.
Study 2 further explored culture-specific issues by examining the predictive power of cultural
values and indigenous values in explaining work values. The same sample from Study 1 also
completed a list of culture-specific values and work value items. The results confirmed the main
hypothesis that the indigenous values of Malay (Budi and Shame), Chinese (Confucian work ethic
and Cultural Power) and Indian (Voluntarism and Cultural Survival) cultures explained significant
additional variance in work values over and above the variance accounted for by the SVS. SVS
scores were next demonstrated to explain differential causal attributions between ethnic groups.
Study 3 examined attributions made by Malaysian ethnic groups and the mediating role of cultural
values in explaining ethnic differences in causal attributions. A total of 2,203 undergraduates from
the three major ethnic groups of Malaysia (Malays N=1,487, Chinese N=518, and Indians N=198)
completed SVS and ratings of ability, effort, task, luck, the influence of friends/family and ethnic
differences as explanations of a one-paragraph hypothetical job application success and failure
story. Analyses of variance confirmed that ethnicity had a significant effect on attributional
patterns. More importantly, SVS values partially mediated some of the relations between ethnic
differences and causal attributions. In sum, these studies have demonstrated the relative
predictive power of the Schwartz Cultural Values model in enhancing our understanding the
psychological constructs of personality, work values and causal attributions in Eastern cultures.
Subject: Social psychology;

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Classification: 0451: Social psychology

Identifier / keyword: DXN079131, Psychology
Degree date: 2004
School code: 0545
University/institution: University of Sussex (United Kingdom)
Degree: D.Phil.
Language: English
_______________________________________________________________
Document 69 of 100
A comprehensive test of the values-as-moderator hypothesis: Work centrality

(within nations) and cultural values (across nations) as moderators of the
relationship between job and life satisfaction
Author: Arthaud-Day, Marne L
Abstract: This dissertation tested the moderating effect of work centrality and cultural values on
the relationship between job and life satisfaction in a large-scale, cross-cultural context. The
theoretical premise was that respondents should place higher valence on life domains congruent
with their values when evaluating their overall satisfaction with life. Individual- and country-level
data from 33 countries were analyzed concurrently utilizing hierarchical linear modeling. I
confirmed the presence of significant cross-national variance in the three major constructs of
interest, as well as in the relationships between these variables. Work centrality failed to
moderate the job-life satisfaction relationship within nations; however, several cultural values
moderated this same relationship across nations. Cross-cultural values also served as direct
predictors of work centrality. These results suggest that values act as mediators as well as
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moderators, and also as direct predictors of attitudes. Theoretical refinement is necessary to

understand when each pathway prevails, and why.
Subject: Management; Occupational psychology;

Classification: 0454: Management; 0624: Occupational psychology
Identifier / keyword: Social sciences, Psychology, Values-as-moderator, Work centrality, Cultural
values, Life satisfaction, Job satisfaction, Cross-cultural
Pages: 231 p.
Degree date: 2004
School code: 0093
Source: DAI-A 65/12, p. 4628, Jun 2005
ISBN: 9780496168385, 049616838X
Advisor: Near, Janet P
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 70 of 100
Generation Y? Because we need you: The relationships among work-related

values and career decision self efficacy
Author: Wall, Cheryl L
Abstract: The researcher explored the relationship between the work-related values measured
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by the Minnesota Importance Questionnaire (autonomy, safety, comfort, status, altruism, and
achievement) and the career decision self efficacy beliefs measured by the Career Decision
Making Self Efficacy scale (self appraisal, occupational information, goal selection, planning, and
problem solving). The instruments were administered to the 2003-04 incoming freshman class at
St. Mary's University of Minnesota. Demographic data of gender and potential major were also
used in the analysis. Statistical analysis revealed that the value of autonomy was positively
correlated with each of the career decision self efficacy areas. Being undecided as to one's major
was negatively correlated to every career decision self efficacy category, and being a female
student who planned for a non-traditional major proved significantly negatively correlated to self
appraisal, occupational information, and goal selection. Three hypotheses were tested through
multiple regression analysis. The hypotheses reflected assumptions from both popular literature
and current theories of young adult and career development. The analysis yielded mixed results
and therefore the hypotheses were not proven. Recommendations included that career counselors
adopt approaches that take the diversity of today's students into account and that values
clarification efforts be a part of both career counseling efforts as well as regular classroom
activity.
Subject: Developmental psychology; Academic guidance counseling;

Classification: 0620: Developmental psychology; 0519: Academic guidance counseling
Identifier / keyword: Education, Psychology, Generation Y, Work-related values, Career
decision, Self-efficacy
Pages: 147 p.
Degree date: 2004
School code: 1410
Source: DAI-B 66/01, p. 596, Jul 2005
ISBN: 0496936123, 9780496936120
Advisor: Stevens-Long, Judith
University/institution: Fielding Graduate Institute
Degree: Ph.D.
Language: English
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_______________________________________________________________
Document 71 of 100
A longitudinal study of a developmental-contextual model of work values

during adolescence
Author: Porfeli, Erik J
Abstract: I employ data from a sample of participants examined longitudinally from the 9th to
the 12th grade and regression-based statistics to examine the development of work values and
their mutual dependence with part-time work experiences during the high school period. Work
values are presumed to be organized within a value system and to be distinguished both in terms
of the nature of the work (e.g., part-time work and career-oriented work values) and in terms of
the substance of the work (e.g., mastery, economic, and interpersonal work values). The
substance of work experiences is presumed to be conceptually grouped in a similar fashion (e.g.,
part-time mastery, economic, and interpersonal work experiences). I propose and test
discrepancy- and cohesion mechanisms to explain and predict work value stability, change, and
development and a dynamic model of work values and experience to explain and predict the codependence of values and experience during the high school years. The results generally support
four general findings. First, values appear to be durable means of evaluation that are organized
within a systems framework. Second, the proposed discrepancy reduction and cohesion
mechanisms appear to prompt and maintain the integrity of the value system and harmony within
the person-in-context unit of analysis. Third, the part-time settings open to high school students
appear to be a work context that influences the course and development of the value system and
the value system appears to influence the selection of work experiences. Finally, person- and
context-level variables appear to have a complex but limited influence on the discrepancy
reduction and cohesion mechanisms prompting and maintaining the integrity of the value system
and the harmony within the person-in-context unit of analysis.
Subject: Developmental psychology; Social psychology;

Classification: 0620: Developmental psychology; 0451: Social psychology
Identifier / keyword: Psychology, Developmental-contextual, Work, Values, Adolescence
Pages: 334 p.
Degree date: 2004
School code: 0176
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Source: DAI-B 65/09, p. 4875, Mar 2005

ISBN: 9780496071531, 049607153X
Advisor: Vondracek, Fred W
University/institution: The Pennsylvania State University
University location: United States -- Pennsylvania
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 72 of 100
The relationship between employer-employee congruence of values, job

satisfaction, and life satisfaction
Author: Lukowski, Amy Vialpando
Abstract: The purpose of the study was to examine whether or not there is a significant
relationship between employee's values and perceived manager's values. In addition, this study
examined the relationship between employee's values and actual manager's values. Finally, this
study researched the relationship of employees' values and perceived managers' values and
effect on job satisfaction and life satisfaction.
Data were collected by mailing The Rokeach Value Survey (RVS), the Satisfaction with Life Scale
(SWLS), and the Minnesota Satisfaction Questionnaire (MSQ) to employees and managers at a
mid-Western university. Of the 203 surveys mailed, 102 respondents returned surveys which
represented a 50.2% response rate. Overall, 44.1% were male and 55.8% were female. The
participants ranged in age from 22 to 69 years, with a mean age of 44.8. The ethnic breakdown of
the participants included 87.3% Caucasian respondents, 10.7% for a combination of African
American, Asian American, Hispanic/Latino, and Native American respondents, and 2% for whom
ethnicity was not coded.
Findings indicated that both actual and perceived value congruence between employees and
managers explained a large portion of the variance for life satisfaction, 64.7% and job
satisfaction, 47.2%. The amount of variance explained by this study suggests clinically that the
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more similar the values between managers and employees as well as the similarity of the
perceptions of the employee of manager-employee value similarity, the higher the job and life
satisfaction.
Hierarchical multiple regression analysis revealed that actual value congruence between manager
and did not account for a significant portion (5.7%) of the variance in predicting life satisfaction,
and (7.9%) of the variance predicting job satisfaction. Furthermore, hierarchical multiple
regression analysis revealed that the perceptions of value congruence between manager and
employee as seen by the employee did account for a large clinical portion (64.7%) of the variance
in predicting life satisfaction, and (47.2%) of the variance predicting job satisfaction, even though
the statistical results of the analysis were insignificant. However, no statistical significance was
found due to the loss of power that was the result of the reduction of the original sample size.
Clinical implications are addressed, and recommendations for future research and training are
presented.
Subject: Educational psychology;

Classification: 0525: Educational psychology
Identifier / keyword: Education, Employer-employee, Employee, Job satisfaction, Life
satisfaction, Value congruence
Pages: 119 p.
Degree date: 2004
School code: 0161
Source: DAI-A 65/07, p. 2490, Jan 2005
Advisor: Gonzalez, David M
University/institution: University of Northern Colorado
Degree: Psy.D.
Language: English
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_______________________________________________________________
Document 73 of 100
An examination of multi-generational work values of selected Texas A&M

University employees
Author: Barnes, Sharon Jay Butler
Abstract: The purpose of this research study was to investigate the values of different
generations and the possible differences that gender and education have on their select values.
Six hundred thirty-six participants from five nonacademic departments at Texas A&M University
volunteered to participate. A descriptive methodology involving an online survey instrument to
collect the data was used.
The Work Values Inventory (Super, 1968) and Strauss and Howe's (2000) model for generational
categories was used. Analysis of variance (ANOVA) and descriptive statistics were employed to
analyze the data. The research questions sought to determine whether differences existed
between the work values based on generational level, educational level, and gender among the
four generational cohorts studied.
Results indicated that for each of the three questions, there were generational work value
differences within the generational cohort groups and in gender and education in certain areas for
participants studied at Texas A&M University.
Subject: Higher education; Labor relations; Gender differences; Studies; Impact analysis;
Classification: 0745: Higher education; 0629: Labor relations; 0454: Management
Identifier / keyword: Social sciences, Education, Work values, Employees, Multigenerational,
Texas A & M University, Gender
Pages: 218 p.
Degree date: 2003
School code: 0803
Source: DAI-A 64/08, p. 2798, Feb 2004
Advisor: Stenning, Walter F
University/institution: Texas A & M University
Degree: Ph.D.
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Language: English
_______________________________________________________________
Document 74 of 100
Value congruence, organizational commitment and intention for job turnover in

physical therapists
Author: Stern, Debra Feingold
Abstract: Employment opportunities for physical therapists changed as of the Balanced Budget
Act of 1997 and the resulting corporate restructuring. According to the American Physical Therapy
Association, physical therapists experienced lays offs, reductions in pay and increased
productivity demands.
This study examined the effects of this change on person - organization fit based on value
congruence, organizational commitment and intention for turnover in physical therapists in South
Florida. Four instruments were used: a self designed demographic survey, McDonald and Gandz's
Value Scale, the Meyer Allen, Smith Organizational Commitment Instrument, and Bluedorn's
Staying or Leaving Instrument.
The usable survey sample size was 158 physical therapists in Broward, Dade and Palm Beach
counties. Hierarchical regression analysis and structural equations were used to test the
hypotheses and the relationships between value congruence, organizational commitment and
intention to turnover. Regression analysis was used to determine statistical relationships between
factors and possible correlation.
All three hypotheses were statistically supported. There was positive correlation between personal
and organizational values where p = .000. Person - organization fit was not found to relate to
commitment. According to the responses, vision and adherence to convention for the organization
was significant, resulting in greater affective commitment. The main effect for person was
significant for continuance commitment. There was an inverse relationship between continuance
commitment and staying or leaving. Based on the results and analysis, the null hypotheses were
rejected, with support for all three hypotheses.
Subject: Occupational psychology; Management; Health care; Rehabilitation; Physical therapy;

Labor relations; Employee turnover; Organizational behavior; Studies;
Classification: 0624: Occupational psychology; 0454: Management; 0769: Health care; 0382:
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Rehabilitation; 0382: Therapy; 0629: Labor relations

Identifier / keyword: Health and environmental sciences, Social sciences, Psychology, Value
congruence, Organizational commitment, Job turnover, Physical therapists
Pages: 112 p.
Degree date: 2003
School code: 1191
Source: DAI-B 65/02, p. 1061, Aug 2004
Degree: D.B.A.
Language: English
_______________________________________________________________
Document 75 of 100
Moderating effects of work values on stressor-strain relationships

Author: Senatore, Peter
Abstract: The present study was conducted to examine the effects of the discrepancy in work
values and organizational values (as perceived by the employees) on occupational stress,
assessed in terms of stressors (i.e., role ambiguity, role overload, and role conflict) and strains
(i.e., anxiety, general health, low commitment, and intention to leave). Self-administered surveys
were completed by 185 employees at a private hospital in Illinois. Reliabilities across the
measurement scales ranged from .75 to .93. Hypothesis 1, that a high discrepancy between
values and perceived organizational values will result in higher levels of stressors and strains, was
mostly supported. Hypothesis 2, that the overall value discrepancy score will moderate the
relationship between stressors and strains, such that the relationships will be stronger with high
discrepancy scores than with low discrepancy scores, was partially supported. Value discrepancy
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moderated the relationship between role overload and intention to leave, such that people who do
not share in the organization's values were more likely to report intention to leave due to role
overload than people whose values were congruent with the organizations' values. Post hoc
mediated regression analyses showed that values are important, as they mostly mediated
stressor - strain relationships. Implications of these findings with regard to attraction, selection,
and attrition of employees are discussed.

Pages: 70 p.
Number of pages: 70
Degree date: 2003
School code: 6265
Source: MAI 42/04, p. 1403, Aug 2004
Advisor: Glazer, Sharon
University/institution: San Jose State University
Degree: M.S.
Language: English
_______________________________________________________________
Document 76 of 100
An empirical study of job satisfaction of Tanzanian certified public accountants

and their motivational needs, cultural values, and selected demographic
factors
Author: Mpeka, Rogatus Lukas
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Abstract: This study examined how satisfied Tanzanian Certified Public Accountants (CPAs) are
with their jobs. It primarily investigated the extent to which the following factors influence the job
satisfaction of Tanzanian CPAs: (a) the selected African cultural values of family honor, support of
extended family members, and respect for elders; (b) motivational needs for achievement,
affiliation, autonomy, and dominance; and (c) demographic factors of age, income, gender,
extended family system, size of the firm, and work environment.
The survey study approach was used to gather the data, and Murray's Manifest Needs Theory was
the conceptual framework used in this study. The Job Descriptive Index Questionnaire (JDIQ),
Manifest Needs Questionnaire (MNQ), and Demographic Questionnaire (DQ) were used to collect
data. These instruments were piloted to establish their validity and reliability in the Tanzanian
environment prior to the actual study.
A sample of 242 Tanzanian CPAs was randomly drawn from the population of 756 Tanzanian CPAs
whose names and addresses were in the directory of the National Board of Accountants and
Auditors (NBAA). A total of 174 (71.9%) accountants participated in the study, and of these, 151
(64.4%) responses were included in the study. Of the 151 usable responses, 126 (83.4%) were
received from men and 25 (16.6%) were received from women. The main statistical procedures
used included descriptive statistics, the Pearson-Moment Correlation analysis, t-tests, and
multiple regression analyses.
The results showed that Tanzanian CPAs are not satisfied with their jobs. They expressed
dissatisfaction in the following areas: the job itself, pay, and supervision. Other areas of
dissatisfaction included lack of career development opportunities and few opportunities to excel
professionally. Female Tanzanian CPAs were less satisfied with their pay, promotion, and
supervision than were their male counterparts. However, females were more satisfied with their
work and their coworkers. The selected African cultural values showed significant influences on
the job satisfaction of Tanzanian CPAs. On the other hand, female Tanzanian CPAs were less
influenced by the selected African values of respect for elders, family honor, and extended family
than their male counterparts.
In conclusion, while Murray (1938) and Smith, Kendall &Hulin's (1969) theories about the factors
that influence the job satisfaction of workers are valid and reliable in Western cultures, in this
study it was found that they are not the most leading factors but are secondary factors in
determining the job satisfaction of Tanzania CPAs. In other words, due to cultural differences, it
seems that there are other factors, which are more valued in the workplace in Tanzania than those
described by Murray and Smith's theories.
Finally, the research yielded several other recommendations for future studies such as the need
for further research using broader sociological/organizational and African cultural variables. Such
a study might more fully explain the factors that influence the job satisfaction of Tanzanian CPAs.
Another area of study might be to examine the relationship between productivity, performance,
and job satisfaction of all Tanzanian professionals.
Subject: Occupational psychology; Business education; Accounting; CPAs; Values; Demographics;

Job satisfaction; Studies;
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Classification: 0624: Occupational psychology; 0688: Business education; 0272: Accounting

Identifier / keyword: Social sciences, Education, Psychology, Job satisfaction, Tanzanian,
Certified public accountants, Motivational needs, Cultural values, Demographic
Pages: 265 p.
Degree date: 2003
School code: 0146
Source: DAI-A 63/11, p. 3828, May 2003
ISBN: 9780493909011, 049390901X
Advisor: Bronner, Michael
University/institution: New York University
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 77 of 100
The relationship between cooperative education student work values and work
site manager's referent power
Author: Spence, Janet G
Abstract: The purpose of this study was to describe the relationships between: (1) the referent
power of the work site manager, (2) student hours worked, (3) career objective match, (4)
student/manager work value match and (5) changes in the co-op student work values. The
dependent work value variables studied were: (1) satisfaction and accomplishment , (2) money
and prestige , (3) contribution to society , (4) status with employer , (5) need for work , (6)
avoidance , and (7) job advancement . A sample of 38 students volunteered for the study from a
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total population of 134 central Ohio, 12 grade, marketing education students. The Maryland Work
th
Value Inventory (Mietus, 1977) and placement assessment instruments were administered to the
subjects near the beginning and end of the academic year. Positive, statistically significant,
correlations were found between the independent variable of manager's referent power and the
work values of money and prestige, status with employer, need and job advancement . A positive,
statistically significant, negative correlation was found between student/manager work value
match and the work value of contribution to society . It was suggested that this negative
relationship might be due to the materialistic nature of the business and marketing co-op
experiences. Based on these findings, it is concluded that the referent power of the work site
managers correlated to small modifications in some of the work values of the 12
th
grade business
and marketing co-op students. It is recommended that when developing co-op experiences for 12
th
grade business and marketing students it is not necessary to: (1) extend the duration of the co-op
experience over 180 hours, (2) match the student's initial work values to the work site manager's
work values, or (3) match the co-op experience to the student's desired career objective.
Recommendations for future research are included.
Subject: Vocational education;

Classification: 0747: Vocational education
Identifier / keyword: Education, Cooperative education, Work values, Site manager, Referent
power
Pages: 127 p.
Degree date: 2003
School code: 0168
Source: DAI-A 64/04, p. 1231, Oct 2003
Advisor: Stein, David S
University/institution: The Ohio State University
Degree: Ph.D.
Language: English
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_______________________________________________________________
Document 78 of 100
The study of elementary school teachers' work values and job satisfaction
Author: Chang, Te-Ming
Abstract: In this study, the researcher tries to use work values, and job satisfaction to
understand teacher attitudes towards their job. Human society should understand a teacher's
work values because they do affect students. Elementary school is the basic level of the public
system in Taiwan. Elementary schools also have the largest numbers of teachers compared with
teachers in high schools and colleges. Work values and job satisfaction can provide society with
information to understand elementary school teachers.
The instrument in this study contains three questionnaires: individual background questionnaire,
work values questionnaire, and job satisfaction questionnaire. The data were analyzed by using
SPSS for Windows. Descriptive statistics were used, including frequencies, means, standard
deviations and percentages. The following statistical methods were employed in this study as
well.
T-test: In this study, a t-test was used to analyze the differences between male teachers and
female teachers, teachers with administrational work in school or not, and marital status (married,
unmarried).
One-way ANOVA: In this study, one-way ANOVA measured the differences about length of
professional experience (1-5 years, 5-10 years, 10-20 years, and 20 years above), age (25-35
years old, 35-45 years old, 45-55 years old, and 55 years old above), and educational background
(college, university, and master).
Multiple Stepwise Regressions: In this study, dependent variables are work values and job
satisfaction. Multiple Stepwise Regressions were used to examine work values' factors to predict
teachers' job satisfaction.
Scheffe post-hoc: Scheffe post-hoc was used to test the significant differences that existed
between variables.
Subject: School administration; Occupational psychology;

Classification: 0514: School administration; 0624: Occupational psychology
Identifier / keyword: Education, Psychology, Elementary school teachers, Work values, Job
satisfaction
Pages: 129 p.
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Degree date: 2002

School code: 0965
Source: DAI-A 63/08, p. 2754, Feb 2003
ISBN: 9780493776781, 0493776788
Advisor: Shaugnnessy, M A
University/institution: Spalding University
University location: United States -- Kentucky
Degree: Ed.D.
Language: English
_______________________________________________________________
Document 79 of 100
Work values of librarians in academic libraries: Exploring the relationships

between values, job satisfaction, commitment, and intent to leave
Author: Burd, Barbara Anne
Abstract: This study examines the personal work values of academic librarians and the work
values that are characteristic of their libraries. Extending the research on values and personorganization fit using Q methodology, academic librarians completed Q sorts for their most
important work values and the most characteristic values of the organization. Individual analysis
suggested four factors for individual values: relational, empowered, professional, and competent.
Organizational analysis revealed four organizational factors: hierarchy, autonomous, relational,
and professional. Job satisfaction, affective and continuous commitment, and intent to leave were
measured through a survey instrument. Analysis indicated that individual factors did not produce
significant effects on satisfaction, commitment, or intent to leave, while organizational factors did
have a significant effect on satisfaction, commitment, and intent to leave. Using libraries that
represented the organizational factors, individual and organizational areas of agreement and lack
of agreement were examined to determine the person-organization fit of the librarians and to
determine effects on satisfaction, commitment, and intent to leave in these representative
libraries. Greatest alignment of values occurred in the relational libraries, while the least
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alignment of values occurred in the hierarchy.
Subject: Library science; Management; School administration; Occupational psychology;

Librarians; Correlation analysis; Studies; Job satisfaction; Work ethic;
Classification: 0399: Library science; 0454: Management; 0514: School administration; 0624:
Occupational psychology
Identifier / keyword: Communication and the arts, Social sciences, Education, Psychology, Work
values, Librarians, Academic libraries, Values, Job satisfaction, Commitment, Intent to leave
Pages: 268 p.
Degree date: 2002
School code: 1058
Source: DAI-A 63/06, p. 2034, Dec 2002
ISBN: 9780493722726, 0493722726
Advisor: Budd, Richard W
University/institution: Regent University
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 80 of 100
Facet importance and job satisfaction: Another look at Locke's value theory
Author: Wallin, Johanna Inga Magdalena
Abstract: Using 52 employees in the high technology industry, the present study examined their
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job satisfaction levels using Locke's range-of-affect hypotheses. It was hypothesized that (a)
perceived have-want discrepancies would predict facet satisfaction and that (b) perceived
discrepancy would moderate the relationship between facet satisfaction and the amount of
change desired. Hypothesis 1 was supported for all of the 16 job facets measured in the present
study. More specifically, the perceived have-want discrepancies were significant predictors of
facet satisfaction for all 16 job facets. Hypothesis 2 was supported in five out of the 16 facets.
More specifically, Hypothesis 2 was partially supported in that five out of the 16 facets produced a
significant increment in R2 for the interaction term at step 3 in the hierarchical regression
analyses. Discussion focused on theoretical and practical implications of the study.

Identifier / keyword: Psychology, Alain Locke
Pages: 43 p.
Number of pages: 43
Degree date: 2002
School code: 6265
Source: MAI 41/03, p. 867, Jun 2003
ISBN: 9780493925714, 0493925716
Advisor: Hosoda, Megumi
Degree: M.S.
Language: English
_______________________________________________________________
Document 81 of 100
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Professional dissonance among social workers: The collision between values

and job tasks in mental health practice
Author: Taylor, Melissa Floyd
Abstract: This study investigated the relationship between individual and job characteristics of
mental health social workers and professional dissonance--an experienced conflict between
values and job tasks. The study emphasized the area of involuntary treatment in mental health.
The main purposes of the study were to explore and refine the concept of professional dissonance
and to investigate the individual and job characteristics that may relate to its experience among
mental health social workers. A 33-item questionnaire, designed specifically for the study's
purposes was utilized. Seven hundred and fifty prospective participants were selected from the
Register of clinical social workers, 11 Ed , a published document maintained by the National
th
Association of Social Workers. A total of 320 usable study questionnaires were returned (44.5%
response rate).
The primary study hypothesis, that professional dissonance is related to individual and job
characteristics, was partially supported by the data. While job characteristics appeared to have
little influence on dissonance, several individual characteristics of the respondents were
statistically related to level of dissonance. Specifically, men with the most years of experience
and with lower reported attachment to self-determination reported higher levels of dissonance.
Responses to open-ended questions affirmed the experience of dissonance in practice and
respondents described the rich and diverse ways that they deal with this issue, emphasizing
consultation and supervision. Additional study findings noted a surprisingly high level of support
among social workers for involuntary treatment interventions in general, especially emergency
hospitalizations and mandated outpatient counseling. Future studies should allow for more indepth exploration of social worker's decision-making processes in involuntary treatment, including
more detail about perceptions of the relevance of the value of self-determination in those
processes and more refined measurement of dissonance-reducing processes.
Subject: Social work; Mental health;

Classification: 0452: Social work; 0347: Mental health
Identifier / keyword: Health and environmental sciences, Social sciences, Professional
dissonance, Social workers, Values, Job tasks, Mental health practice
Pages: 214 p.
Degree date: 2002
School code: 2383
Source: DAI-A 63/05, p. 2000, Nov 2002
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ISBN: 049369742X, 9780493697420

Advisor: Bentley, Kia J
University/institution: Virginia Commonwealth University
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 82 of 100
Universality: Exploring work value differences in the transitional economy of

China
Author: Geren, Brenda L
Abstract: The universality issue of work value differences is explored in this research study which
takes place in the transitional economy of China. Chinese organizations are searching for new
methods of management to compete in the global market, as former state-run enterprises
convert to performance-based organizations. In addition, their entry into The World Trade
Organization in 2001 will accelerate opportunities for foreign trade and investment, both for China
and other countries as well.
This transitional status presents a myriad of opportunities for researchers to analyze the
universality of their methods, models and theories on both a micro (individual) and macro
(cultural) level, as well as in the organizational context. This research, which is set in Shanghai,
examined work value differences on the micro (individual) and macro (cultural) level through a
factor analysis and comparison with U.S. data. A MANOVA analyzed demographic variables
(managerial level (supervisory v. task, work tenure, educational level, gender and age) assessing
various groups' traits in an organizational environment. Finally, using these findings, the
universality of motivation models was conceptually developed.
The Chinese work values were found to be of a collective nature with the concern of the group as
an end goal. No significant differences were found in the demographic variables on the work
values as the Confucian tradition and guanxi roles play an important part in the organization.
Because of these findings, Western motivation models are unlikely to be an effective approach, as
they are directed toward an individualist end goal.
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Subject: Management; Business community; Work ethic; Economic reform; Studies;

Classification: 0454: Management; 0310: Business community
Identifier / keyword: Social sciences, Work value differences, Transitional economy, China,
Confucianism
Pages: 172 p.
Degree date: 2002
School code: 0226
Source: DAI-A 63/05, p. 1902, Nov 2002
ISBN: 9780493692067, 0493692061
Advisor: Moran, James, III
University/institution: The University of Tennessee
University location: United States -- Tennessee
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 83 of 100
The effects of job characteristics and values on satisfaction in community

college employees
Author: Gambon, John Peter
Abstract: Few studies in educational institutions have examined job satisfaction in relation to the
values educational employees possess. An analysis of current values, job satisfaction, and the
specific characteristics of their jobs was conducted within two Midwestern community colleges to
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determine if these factors correlate with one another and thus have predictive qualities. Using
primarily a series of correlations, 155 surveys representing four occupations, administration,
clerical, faculty, and staff were analyzed. Of the four occupations, only clerical workers possessed
particular values that strongly relate to their level of satisfaction with their job. Such a relationship
may be due to the similarities of job duties between clerical workers in the educational sector and
clerical workers in corporate America. Ultimately, this reliance on values as both a selection
device as well as a technique for developing a satisfying work environment can assist those in the
clerical field. However, additional research is necessary to determine if administration, faculty, or
staff can benefit as well.
Subject: Occupational psychology; School administration; Community colleges;

Classification: 0624: Occupational psychology; 0514: School administration; 0275: Community
colleges
Identifier / keyword: Education, Psychology, Job, Values, Community college, Employee
satisfaction
Pages: 151 p.
Degree date: 2002
School code: 0543
Source: DAI-B 63/10, p. 4950, Apr 2003
ISBN: 9780493881324, 0493881328
Advisor: Schmidt, John K
Degree: Ph.D.
Language: English
_______________________________________________________________
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Document 84 of 100
The relationship of Generation X work values to job involvement and

organizational commitment
Author: Thomas, Kristy Dawn
Abstract: An increasing number of human resources management magazines and seminars and
scholarly research are focusing on how to manage, co-work with, and overcome conflict with
multiple generations in the workplace. Understanding the work values of the newest generation to
enter the workforce, Generation X, may be useful to human resources management and
industrial/organizational psychology practitioners to better manage various generations in today's
workforce.
The present research attempted to create a measurement tool to assess employees' identification
with Generation X work values. The research further related Generation X work values with age,
job involvement, and organizational commitment. Results indicated that few differences exist
between the work values of "Gen-Xers" and those older than Gen-Xers. Correlations with job
involvement and organizational commitment are discussed.

Pages: 56 p.
Number of pages: 56
Degree date: 2002
School code: 6080
Source: MAI 40/06, p. 1629, Dec 2002
ISBN: 9780493672311, 0493672311
Advisor: Whitney, David J
University/institution: California State University, Long Beach
Degree: M.A.
Language: English
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_______________________________________________________________
Document 85 of 100
Do nurses who reveal essences that show social value also express job
satisfaction?
Author: Horseman, Mary Lorraine; Imhof, Rose
Abstract: This qualitative research study utilizes a descriptive phenomenological approach to
explore job satisfaction and social value among nurses. Purposeful sampling was used to select
eight registered nurses. Open-ended questionnaires were developed by the researchers to probe
for key concepts of job satisfaction and social value in an attempt to answer the question "Do
nurses who reveal essences that show social value also express job satisfaction?".
Participant responses were obtained using mailed questionnaires and were verified in person
utilizing individual portfolios. Themes pertaining to job satisfaction were recorded using concepts
identified by Herzberg (1968 &1974). Themes pertaining to interests, motivations, and values
were recorded using the ten motivational values described by Schwartz &Savig (1995). Results
show that although some participants expressed dissatisfaction with extrinsic factors all
participants expressed satisfaction with the work itself. In responses to questions pertaining to
motivational values, all participants expressed essences consistent with social value.
Subject: Nursing; Occupational psychology; Behaviorial sciences;

Classification: 0569: Nursing; 0624: Occupational psychology; 0384: Behaviorial sciences
Identifier / keyword: Health and environmental sciences, Psychology
Pages: 98 p.
Number of pages: 98
Degree date: 2001
School code: 1348
Source: MAI 39/05, p. 1380, Oct 2001
ISBN: 9780493190068, 0493190066
Advisor: Jopp, Margaret
University/institution: Wilmington College Division of Nursing (Delaware)
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University location: United States -- Delaware

Degree: M.S.N.
Language: English
_______________________________________________________________
Document 86 of 100
The relationship between shared work values and interpersonal trust among
individuals in selected work settings
Author: Williams, Sandra Lynn
Abstract: Trust in the workplace is of importance to organizations because of the positive
interpersonal benefits, such as improved teamwork, cooperation and increased communication,
which it is known to facilitate. Further, as the design of workflows and task ordering becomes
increasingly interdependent and collaborative or team based, conditions which encourage positive
interpersonal interactions, such as trust, are important to organizational life. While the beneficial
outcomes to trust, organizationally, have been well researched, less understood are the
conditions related to the emergence of trust in the workplace. This study explored the condition of
shared values, or value congruency, within the workplace as a phenomenon related to
interpersonal trust. Addressing work values within organizations has been identified as a growing
practice, and research has identified the specific values that individuals regard as important in
workplace settings. From this understanding, the focus of this research was upon work values and
the relationship between work value similarity, or shared work values, and interpersonal trust.
An employee survey involving a total of 242 respondents was conducted at two organizations
investigating the relationship at the individual coworker level. At each organization, individuals
were structured in groups such that coworker units could be identified for the determination of
work value congruency and trust levels.
A relationship between shared work values and interpersonal trust was found to exist specifically
at the individual coworker level, but not across employees of a single organization. Characteristics
of the relationship were similar at both organizations studied, with the relationship found to be
descriptively different and wide ranging across coworker groups. Positive, convergent
relationships of significance were found at both organizations, as were inverse relationships.
There was some clustering of relationships at a moderately positive level at both organizations.
Trust in the workplace was also confirmed as a phenomenon which exists at an individual,
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between-person level in existing workplaces. Additionally, across all the collective coworkers at
each organization, interpersonal trust was viewed as a dependent variable for the examination of
differences between organizations. Trust overall was found to be positive at both organizations,
but differed significantly between the two in levels of intensity.
Subject: Vocational education; Management; Labor relations; Professional relationships; Studies;

Work environment;
Classification: 0747: Vocational education; 0454: Management; 0629: Labor relations
Identifier / keyword: Social sciences, Education, Work values, Interpersonal trust,
Organizational trust
Pages: 139 p.
Degree date: 2001
School code: 0090
Source: DAI-A 62/06, p. 2088, Dec 2001
ISBN: 0493277536, 9780493277530
Advisor: Wentling, Tim L
University/institution: University of Illinois at Urbana-Champaign
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 87 of 100
Value centrality as a moderator of the effects of person-environment

congruence on job satisfaction and performance
Author: Sinar, Evan Foley
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Abstract: The concept of person-environment congruence on work-related values has been
extensively studied in psychological literature in general and organizational literature in particular.
However, empirical studies have tended to ignore the relative importance of individual facets in
determining person-organization fit's effects, and have instead treated all facets (for example,
valuing a team orientation) as equally influential. From a theoretical perspective, authors have
designated facet "importance" to an individual as a potentially fruitful research area, but
precisely-defined methods for operationalizing this concept have not been forthcoming. Exploring
such potential moderators of fit's effects will be critical to a broader understanding of the
implications and utility of person-organization fit. Moderator identification will provide clarification
to the status of current fit research, which has produced a series of mixed and contradictory
results.
This study employed the concept of traitedness, adopted from personality literature, to index the
relative importance of a set of work-related values. This index, termed value centrality for
individuals, was investigated along with the crystallization of values within an organization as
potential moderators of fit's effects on job satisfaction and performance. These hypotheses were
investigated in two datasets involving employees from manufacturing companies. Results from
these studies were inconsistent between studies, but generally indicated negative main effects of
fit on satisfaction and performance, an unexpected finding. Moderator analysis did not support
the hypotheses of differential fit effects either for employees varying in value centrality or for
values varying in crystallization within an organization. However, values themselves were
moderately related to satisfaction and performance in one of the datasets, regardless of fit
between these values as held by employees and those held by their supervisors. Numerous
potential reasons for these results are outlined, and secondary analyses were conducted to
explore a subset of these possibilities. Implications of these follow-up analyses, in conjunction
with findings for the primary research questions, are reviewed and used as the impetus of several
recommendations for future research.

Identifier / keyword: Psychology, Person-environment fit, Values, Job satisfaction
Pages: 70 p.
Number of pages: 70
Degree date: 2001
School code: 0018
Source: DAI-B 62/06, p. 2983, Dec 2001
ISBN: 9780493269962, 0493269967
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Advisor: Highhouse, Scott, Zickar, Michael J

University/institution: Bowling Green State University
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 88 of 100
The experience sampling method and career counseling: The interrelations of

situated experience, work values, and career orientation among adolescents
Author: Wolfe, Rustin Niles
Abstract: Today's adolescents are faced with more decisions than ever before. They are both
blessed and cursed by this newfound freedom. While the wide array of options present many
opportunities, they can also be paralyzing. Many children are in need of help. Career counseling
can serve a valuable role, but for that advice to be meaningful, we must first familiarize ourselves
with adolescent concerns and experiences. A thorough literature exists discussing the former, but
not the latter. What new tools can we offer our children to aid in understanding how their
experience might impact their career?
Using a sample of 3,565 adolescents, the relationships of three elements are examined: (1) the
career each adolescent expects to have, (2) the relative importance of work-related values, and
(3) situated subjective experience, as measured by the Experience Sampling Method (ESM). This
method captures snapshots of daily life, allowing social scientists to measure data at an entirely
new level of analysis. While the ESM has been widely used in research settings, this study
investigates a new facet of its potential--career counsel. This research asks whether these data
might be relevant to career orientation.
This study expands the standard work values literature, making use of more jobs and more values
than have been reported in previous studies. In exploring demographic predictors of situated
experience, work values, and career orientation, demographic profiles are created. This study
presents a significant conceptual issue, the relationship of global work values and situated
subjective experience. And it proposes a new approach to the theories of career counseling-quality of experience. With a clearer understanding of their own experiences, adolescents may
have greater success finding a job that meets their abilities, that offers the kinds of challenges to
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maintain their interests, and that also addresses those values which satisfy their long-term
concerns.
Subject: Developmental psychology; Psychological tests; Personality;

Classification: 0620: Developmental psychology; 0632: Psychological tests; 0625: Personality
Identifier / keyword: Psychology, Experience sampling, Career counseling, Situated experience,
Work values
Pages: 121 p.
Degree date: 2001
School code: 0330
Source: DAI-B 62/02, p. 1121, Aug 2001
ISBN: 9780493158778, 0493158774
Advisor: Csikszentmihalyi, Mihaly
University/institution: The University of Chicago
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 89 of 100
A multi-generational workplace: The differentiation of generations by the work

values they possess
Author: Eslinger, Michael Ray
Abstract: The purpose of this study was to measure the work values of the Silent generation
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born 1925-1942, the Boom generation born 1943-1960, and the Thirteenth generation born 19611981 within an organization to determine if the three generations could be differentiated by their
work values. The population of this study was the members of the Veteran, Boom and Thirteenth
generations in the American workplace at the start of the twenty-first century. The sample for this
study was a convenience sample of 340 full-time employees at an agricultural marketing
organization with a statistically similar generational distribution to that of the United States labor
force.
Donald Super's Work Values Inventory (WVI) was used to measure the 15 work values the study
sample possessed. Data collected from the WVI completed by 225 participants was analyzed
using the statistical technique of MANOVA to answer two research questions. (1) Can the three
generations in a multigenerational workplace be differentiated by the work values they hold? (2)
Which work values are the most useful in discriminating among the three generations?
Answering the first research question was accomplished by testing the multivariate null
hypothesis: There is no significant difference in the work values of the Silent, Boom, and
Thirteenth generations. The calculated Wilks' Lambda exact statistic for the 15 discriminant
variables across the three generations was significant ( U = .801) at a p <.05. As such, the three
generations in a multigenerational workplace could be differentiated by the work values they
hold.
The null hypotheses that the means for each of the 15 dependent variables (work values) were
equal for each generation became the initial focus of univariate analysis. The univariate tests for
each variable were used the second research question: Which work values are the most useful in
discriminating among the three generations? The work values that differentiate the three
generations within the study organization were determined by investigating Fisher's least
significant difference (LSD) pairwise comparisons for each variable across each generation. It was
found at a p <.05 that: (1) The Boom generation placed a higher value on Supervisor Relations
and Way of Life than did the Thirteenth generation; (2) The Silent generation placed a higher
value on Surroundings than did the Thirteenth generation; (3) The Silent generation placed a
higher degree of importance on Altruism than did either the Boom or the Thirteenth generations.
Subject: Adult education; Continuing education; Labor relations; Families & family life; Personal
relationships; Sociology;
Classification: 0516: Adult education; 0516: Continuing education; 0629: Labor relations;
0628: Families & family life; 0628: Personal relationships; 0628: Sociology
Identifier / keyword: Social sciences, Education, Generations, Values, Multigenerational
workplace
Pages: 142 p.
Degree date: 2001
School code: 0089
Source: DAI-A 62/04, p. 1297, Oct 2001
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ISBN: 9780493206264, 0493206264
Advisor: Tomlin, Michael E
University/institution: University of Idaho
University location: United States -- Idaho
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 90 of 100
The relationship between person-organization value congruence and global job

satisfaction
Author: Glickman, Heidi Melissa
Abstract: The problem . The present study examined the relationship between personorganization value congruence (P-OVC) and global job satisfaction (GJS) among educators.
Method . Person-organization value congruence was measured using the System for the MultipleLevel Observation of Groups (SYMLOG) Survey, and GJS was measured using the Job-in-General
Scale (JIG) of the revised Job Descriptive Index (JDI). Ninety-two educators from one school in the
northeastern United States participated.
Correlational analyses were applied to test hypotheses with regard to the associations between
personal, effective, idealized and combined P-OVC and GJS along the 3 SYMLOG dimensions.
Supplementary correlational analyses were applied to test the relationship of combined P-OVC
and the other JDI subscales. Additional supplementary analyses of SYMLOG pattern gestalts were
conducted to assess subgroup differences and compare most and least satisfied groups in terms
of the more meaningful pattern gestalt information.
Results . Hypothesis testing indicated the relationships between the 3 types of P-OVC--idealized,
effective, and combined P-OVC (CP-OVC)--along the Accepting/Rejecting the Task Orientation of
Established Authority dimension and GJS to be significant at the .05 level. One supplementary
analysis found SYMLOG final image relationships to be consistent with previous research findings.
Another supplementary analysis found 4 statistically significant relationships between the
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following dimensional CP-OVC scores and JDI subscales: (a) Friendliness dimension CP-OVC and
the Supervision subscale, (b) Friendliness dimension CP-OVC and the Promotion subscale, (c)
Dominance/Submissiveness dimension CP-OVC and the Promotion subscale, and (d)
Accepting/Rejecting the Task Orientation of Established Authority dimension CP-OVC and the CoWorkers subscale.
A third supplementary analysis conducted between the most and least satisfied quartiles on the
JIG found that the most satisfied group emphasized values relating to responsible idealism and
collaborative work to a greater degree than the less satisfied group. A final supplementary
analysis of most and least satisfied subgroups identified that the most satisfied subgroups along
the JIG and all other JDI subscales consistently had more congruent relationships than the least
satisfied subgroups.

Identifier / keyword: Psychology, Value congruence, Person-organization value congruence, Job
satisfaction
Pages: 148 p.
Degree date: 2001
School code: 0239
Source: DAI-B 61/12, p. 6745, Jun 2001
ISBN: 9780493080079, 0493080074
Advisor: Baker, Herbert George
University/institution: United States International University
Degree: Ph.D.
Language: English
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_______________________________________________________________
Document 91 of 100
A survey of practicing school library media specialists to determine the job

competencies that they value most
Author: McCoy, Brenda S
Abstract: The evolution of society and technology has yielded massive changes in education and
school library media programs as the content of knowledge and ways of accessing it have
continued to grow exponentially. Today, the school library media specialist is being asked to
assume a leadership role in the areas of information access and delivery, learning and teaching,
and program administration (American Association of School Librarians &Association for
Educational Communications and Technology, 1998). Given the present environment, many
institutions of higher education are reassessing their library education programs in an effort to
better serve the needs of those who seek positions as library or information professionals.
A survey of 450 practicing Georgia school library media specialists was conducted to determine
the job competencies that they use and value most. A stratified random sample targeted the
three predominant instructional levels of Georgia school library media specialists. Eight research
questions that related to the job functions of the school library media specialists and the
differences between the groups were posed for the study. The instrument that was used for the
survey was a modified version of Woodruff's (1994) Competency Survey for School Library Media
Specialists.
The results of the study indicated that the respondents placed administration, information access
and delivery, and collection development at the heart of the school library media program.
Significant differences at the alpha .05 level were found to exist between the job competencies
that were currently being utilized and those that were anticipated to be utilized to the greatest
extent within the subsequent five-year time period.
While the respondents showed a high degree of general interest in technology integration and
implementation, they showed less interest in specific applications and/or technologies that related
to the learning and teaching construct (e.g., staff development, multimedia production,
presentation and authoring applications, Web page design and development). Additional research
is needed that would focus on the source of the disparity that is evident in the results of this and
previous studies.
Subject: Library science; Educational software; Information Systems;

Classification: 0399: Library science; 0710: Educational software; 0723: Information Systems
Identifier / keyword: Communication and the arts, Education, Library media specialists, Job
competencies, Academic libraries, Professional development
Pages: 195 p.
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Degree date: 2001

School code: 0079
Source: DAI-A 62/03, p. 821, Sep 2001
ISBN: 9780493173092, 0493173099
Advisor: Tastad, Shirley A
University/institution: Georgia State University
University location: United States -- Georgia
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 92 of 100
Employee involvement, work-related values, and organizational commitment in

Thai manufacturing companies
Author: Suthisai, Worapote
Abstract: Organizations have increasingly applied employee involvement programs in order to
improve organizational efficiency and effectiveness. One of the desired outcomes of the programs
is to increase organizational commitment of employees. In an attempt to further understand and
predict the relationships between employee involvement and organizational commitment in
middle managers, this study investigated the relationships between these two variables and
moderating effects of work-related values in middle managers in Thailand. Participants were 221
middle managers from similar types of manufacturing companies. There were 162 males and 59
females with a mean age of 39 years. Participants were asked to complete a questionnaire
consisting of scales designed to measure: employee involvement (power, information, reward,
and knowledge) (Vandenberg et al., 1999), Meyer and Allen's (1997) organizational commitment
(affective, continuance, and normative commitment), work-related value (Dorfman &Howell's
Cultural Scale, 1988), and demographics.
As hypothesized, the more middle managers viewed their organizations as emphasizing employee
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involvement in power, information, reward, and knowledge, the greater they reported their
affective commitment and normative commitment to be. Employee involvement in knowledge
was the strongest predictor for both affective and normative commitment, while employee
involvement in power was the strongest predictor for affective commitment. The prediction that
employee involvement would be positively related to continuance commitment was not
supported. Moreover, there was no support for the hypotheses that work-related values of power
distance and uncertainty avoidance moderated the relationship between employee involvement
and organizational commitment. However, additional findings indicated that work-related values
of paternalism and masculinity/femininity moderated relationships between employee
involvement and organizational commitment. Paternalism moderated the relationship between
employee involvement and affective commitment; the lower paternalism was, the stronger the
relationship between employee involvement, especially in power, and affective commitment.
Masculinity/femininity moderated the relationship between employee involvement and normative
commitment; the lower masculinity was, the stronger the relationship between employee
involvement, especially in information, and normative commitment.
Overall, the findings indicated that employee involvement is related to organizational
commitment, and work-related values of paternalism and masculinity/femininity moderated
relationships between employee involvement and organizational commitment. Organizational and
research implications of the findings are discussed.
Subject: Occupational psychology; Management; Business community; Employee involvement;

Values; Manufacturers; Studies;
Classification: 0624: Occupational psychology; 0454: Management; 0310: Business community
Identifier / keyword: Social sciences, Psychology, Employee, Work-related, Values,
Organizational commitment, Thai, Manufacturing companies
Pages: 117 p.
Degree date: 2001
School code: 0379
Source: DAI-B 62/08, p. 3836, Feb 2002
ISBN: 9780493362113, 0493362118
Advisor: Ferdman, Bernardo M
University/institution: California School of Professional Psychology - San Diego
Degree: Ph.D.
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Language: English
_______________________________________________________________
Document 93 of 100
Perceptions of selected agricultural professionals on the values of specific

leadership traits related to early success in the agriculture job market
Author: Younts, Emily Christine
Abstract: A researcher-developed instrument was used to determine the perceived importance of
leadership traits on entry-level success in a professional agriculture career. The study further
sought to measure the level at which specific leadership traits were practiced on a daily basis.
Data collected through a purposive sampling technique was analyzed using multivariate analysis
of variance. Results indicated that all 16 traits measuring the four leadership style categories
identified in the literature were ranked as important for entry-level positions.
The multivariate analysis and the follow-up canonical discriminate analysis found an overall
significant difference in the importance of the four leadership categories by age of the
respondent. Expressive/Influential was the only category that contributed to the discrimination
between younger and older respondents. Analysis indicated that only the Sympathetic/Steadiness
and Technical/Conscientious categories contributed to the discrimination between respondents
based on their interaction between educational level and position within the company. Analysis
indicated that three of the four leadership style categories were significantly different when
comparing the perception of specific leadership traits with their actual practice. Only the
Bold/Dominant category was consistent in both perception and practice.
Subject: Agriculture;
Classification: 0473: Agriculture
Identifier / keyword: Biological sciences
Pages: 51 p.
Number of pages: 51
Degree date: 2001
School code: 6340
Source: MAI 40/01, p. 91, Feb 2002
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ISBN: 9780493313207, 0493313206
Advisor: Perritt, Dale
University/institution: Stephen F. Austin State University
Degree: M.S.
Language: English
_______________________________________________________________
Document 94 of 100
Ability, personality, interest and cultural values in Asia: their qualitative and
quantitative differences and role in predicting job performance (BL)
Author: Neo, S C
Abstract: The main thrust of this thesis is to investigate the role of four "person"
dimensions including cognitive ability, personality, interests and individual-level cultural values in
predicting job performance. These dimensions were studied simultaneously by adopting two
theoretical frameworks developed by Ackerman (1997) and Hofstede (1980). The first framework
was based on the concept of common underlying traits, whilst the second referred mainly to the
concept of cultural differences across different national groups. The sample used in this
investigation consisted of Asian employees working for a large American company in Singapore,
Hong Kong, Taiwan, Japan and Malaysia. From a methodological standpoint, because the
measuring instruments for each of the four dimensions were designed and developed in the West,
care was taken to establish construct equivalence at the outset of the study using the Procrustes
Target Rotation procedure suggested by van de Vijver & Leung (1997). That established,
further analyses using various statistical techniques were then conducted to determine cultural
differences, trait commonality, and predictors of performance. The results obtained indicated that
(a) Asians were not all alike in their ability, personality, interests or values; (b) trait commonality
of the kind described by Ackerman (1997) was not found; and (c) predictors of performance (in
particular for Asian managers) included Conscientiousness, Horizontal Individualism and a number
of moderators formed by interacting various types of vocational interests and personality.
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Identifier / keyword: (UMI)AAIU127303, Psychology
Degree date: 2000
School code: 0616
University/institution: The University of Nottingham (United Kingdom)
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 95 of 100
The relationship between cultural value orientations, human resource

management preferences, person-organisation fit and job involvement in
Kenya (BL)
Author: Nyambegera, S M
Abstract: The main purpose of the research was to establish existing cultural value orientations
and the extent of their influence on HRM preferences in the Kenyan context. The study undertook
analyses of value orientations at the individual level to enable a better understanding of the role
of cultural values in predicting HRM preferences. Essentially, the study determined how much
variance in individual preference for HR system design can be attributed to the influence of value
orientations and examined which values influence which work-related preferences in Kenya.
Further, the study explored the extent to which fit between HRM preferences and actual policy
practice impact levels of job involvement in a developing country context. The study also focused
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on the fit of individual values with organisational culture, as represented by the value orientations
of others in the organisation.I found evidence that on average, the sample held the following
cultural value orientations: activity thinking and doing values characterising Kenyans as rational
and goal oriented; relationship values emphasised both collateral and individual values and also
to some extent hierarchical values. For HRM preferences Kenyans prefer high
involvement/participation, high predictable rewards, performance HRM practices, and high
empowerment. Three of these preferences were linked to cultural values. By identifying which
HRM preferences are value-free or value-linked, researchers can gain insights into both the
efficiency of a local HRM process and the transferability of the process. Ethnicity was also seen to
play a role in cultural values as the sample reported significant differences between values such
as subjugation and human nature good-evil.The pervasive value-linked nature of the HRM
process was also evident. This study shows one way in which employee preferences for HRM
policies and practices could be predicted from cultural value orientations.
Degree date: 2000
School code: 0716
University/institution: University of Sheffield (United Kingdom)
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 96 of 100
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Work-related values of Indonesian and Thai graduate students

Author: Chaiyabutr, Thaneenath Thongsima
Abstract: The purpose of this study was to investigate the differences between Indonesian and
Thai work-related values. The study utilized Hofstede's five cultural dimensions typology as the
study's crucial element. Those five dimensions of national cultures, which differentiate one culture
from another, are Power Distance, Uncertainty Avoidance, Individualism, Masculinity, and LongTerm Orientation. This study attempted to answer two main questions: (1) "What are the
comparative differences among the five cultural dimension indices of work-related values of
Indonesian and Thai graduate students?" and, (2) "Are those work-related values of Indonesian
and Thai graduate students different from those work-related values of the Indonesians and Thais
reported in Hofstede's 1980 and 1988 studies?" Open-ended study questions were "What
statistical differences exist between the Thai and Indonesian subsamples according to: gender,
age, length of residing in the United States, length of formal education received in their home
countries, and length of their work experience?" and, "What will emerge from the respondents as
important influences on work-related values?"
Hofstede recommended a strict adherence to following his approach of comparing "matched"
sample groups within a single environment being studied. Consequently, the 1994 version of the
Value Survey Module (VSM 94) was administered to randomly selected "matched" Indonesian and
Thai graduate students enrolled in three types of educational institutes located throughout
Southern California. The qualified samples met the following criteria: (1) being natives of their
respective national cultures determined by the number of years that they spent to complete
formal education within their home countries, (2) possessing at least one year of adult formal
organizational work experience.
The Indonesian culture was low in uncertainty avoidance, while the Thai culture, on the other
hand, had characteristics of high uncertainty avoidance. Indonesians also possessed a long-term
orientation, while the Thai culture fell into the short-term orientation.
The results of the present research were also compared to those of Hofstede's study. The data
revealed that the two sets of scores differed substantially on the Hofstede index on all except the
uncertainty avoidance dimension.
Subject: Public administration; Management; Minority & ethnic groups; Sociology; Cultural
anthropology; Cultural differences; Values; College students; Studies;
Classification: 0617: Public administration; 0454: Management; 0631: Minority & ethnic
groups; 0631: Sociology; 0326: Cultural anthropology
Identifier / keyword: Social sciences, Work-related values, Indonesian, Thai, Graduate students
Pages: 181 p.
Degree date: 2000
School code: 0476
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Source: DAI-A 61/05, p. 2031, Nov 2000

ISBN: 9780599770669, 059977066X
Advisor: Garubo, Ray
University/institution: University of La Verne
Degree: D.P.A.
Language: English
_______________________________________________________________
Document 97 of 100
Who we really are: An analysis of the relationship between professional

attainment and social work values
Author: Crabtree, Craig Randall
Abstract: This study examines levels of identification with the core values from the 1996 NASW
Code of Ethics on the basis of social work licensure level, gender, ethnicity, income, and age. It
also compares levels of identification with these values between clinical social workers and two
other state licensed clinical groups. The study uses multistage ranking, semantic differential
analysis and practice-based vignettes to compare responses to these six core values, both
individually and relative to each other from a total sample of 458 individuals. The sample
population consists of persons who hold licensures from the state of Texas in one of four Social
Work designations, as Licensed Professional Counselors (LPCs), or as Licensed Marriage and
Family Therapists (LMFTs). The study found that persons with advanced social work licensures
placed greater emphasis on integrity, competence, and dignity and worth of the person, but it did
not find a reduced emphasis on the values of social justice and service. Clinical social workers
were also more likely to place an emphasis on social justice as a core value than the other two
similarly credentialed helping professions. Women and minorities were also more likely to place
emphasis on social justice.
Subject: Social work;

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Classification: 0452: Social work

Identifier / keyword: Social sciences, Professional attainment, Social work, Values
Pages: 151 p.
Degree date: 2000
School code: 2502
Source: DAI-A 61/05, p. 2037, Nov 2000
ISBN: 9780599808782, 0599808780
Advisor: Mindel, Charles
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 98 of 100
Diverse perspectives on team dynamics: The effects of cultural values,

personal values, gender and job level on preferences for team processes
Author: Hellmann, Peta Sue
Abstract: As global competition increases, organizations are restructuring from traditional
hierarchies to decentralized, team-based work units. While team-based work is generally viewed
as a strategic initiative, empirical research examining the expectations that diverse employees
hold for team dynamics is limited. The present study addresses this issue by analyzing how team
member diversity relates to preferences for the ways in which team processes are conducted.
By integrating theory and findings from cross-cultural, team, gender and organizational research,
hypotheses were developed to test whether preferences for team processes differ based on team
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members' cultural-level values, personal-work values, gender, and job level. The specific team
processes assessed were: goal achievement; recognition of performance; reward distribution;
role/responsibility assignment; conflict resolution; and coaching. Participants included 1,950 staff
from a multinational organization and represented 71 nationalities.
Significant findings were revealed at the cultural level, personal-work value level, and across
genders. As predicted, cultural Individualism was significantly related to individual recognition in
teams and open discussion of conflicting opinions. High cultural Power Distance was significantly
related to leader-assigned roles/responsibilities and leader-driven conflict resolution. Personallevel Individualism accounted for variance in preferences for individualized reward distribution
and individual goal achievement beyond that accounted for by cultural-level Individualism.
Personal-level Femininity accounted for variance in preference for coaching beyond that
accounted for by cultural Femininity. Additionally, personal-level Uncertainty Avoidance accounted
for variance in preference for clearly defined roles/responsibilities beyond that accounted for by
cultural Uncertainty Avoidance. The gender-related hypotheses showed that men preferred
greater individual recognition. Women were found to favor a more participative approach to
role/responsibility assignment, endorsed more relationship building, and preferred more coaching
amongst team members, all of which were predicted.
These findings provide valuable resources for facilitating performance in teams comprised of
diverse employees. At a macro level, the gender and cultural results provide a framework for work
with large groups of international employees. At the team level, assessing personal preferences
for team processes is important for developing a realistic, shared understanding of group norms.
Continued research examining team members' preferences for team-level dynamics and
behaviors can provide additional useful tools for building effective team-based organizations.
Subject: Occupational psychology; Cultural anthropology; Social psychology;

Classification: 0624: Occupational psychology; 0326: Cultural anthropology; 0451: Social
psychology
Identifier / keyword: Social sciences, Psychology, Team, Cultural values, Personal values,
Gender, Job level
Pages: 141 p.
Degree date: 2000
School code: 0075
Source: DAI-B 61/04, p. 2256, Oct 2000
ISBN: 0599746807, 9780599746800
Advisor: Offermann, Lynn R
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Degree: Ph.D.
Language: English
_______________________________________________________________
Document 99 of 100
An empirical analysis of the effect of work-related values and value

congruence on job satisfaction, organizational commitment, task performance,
and organizational citizenship behavior
Author: Chaves, Wanda Vanessa
Abstract: This study examined the relationship between individual values and value congruence
and job satisfaction, organizational commitment, task performance, and organizational citizenship
behavior. The present study was conducted with 192 sales personnel in a sales organization with
offices along the eastern seaboard of the United States. The values systems this study examined
included Hofstede's Work-Related Values System (1994) and O'Reilley, Chatman, and Caldwell's
(1989) Person-Organization Profile Values System. A questionnaire was developed to measure
Hofstede's Social, Power, Uncertainty, and Goal orientations. The relationship between the values
within O'Reilley, Chatman, and Caldwell's Organizational Culture Profile was also examined via a
factor and item analyses. The analyses yielded three value dimensions: Interpersonal, Ambiguity,
and Achievement. It was hypothesized that individual level values on Hofstede's Social, Power,
and Goal Orientation would predict job satisfaction, organizational commitment, and organization
citizenship behavior. It was also expected that individual level values on Hofstede's Goal
Orientation would predict task performance. In terms of the fit between the individual and
organizational values, it was hypothesized that fit on Hofstede's four dimensions and O'Reilley,
Chatman, and Caldwell's three dimensions would predict job satisfaction, organizational
commitment, and organization citizenship behavior. Also, it was expected that fit in terms of
Hofstede's Goal Orientation and O'Reilley, Chatman, and Caldwell's Achievement Dimension
would predict task performance. Results for the relationship between individual values, value
congruence, and job outcomes provided partial support for the hypotheses. Hofstede's
Uncertainty Orientation significantly predicted job satisfaction (r = -.20). Specifically, individuals
who espoused more uncertainty avoiding values exhibited higher levels of satisfaction. Hofstede's
Social Orientation (r = -.19) and Goal Orientation (r = -.25) were also found to significantly predict
organizational commitment. Individuals who espoused more collectivist and aggressive goal
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behavior values exhibited greater levels of organizational commitment. Results for fit indicated
that person-organization fit on Hofstede's Power Orientation significantly predicted job satisfaction
(r = .17) and organizational commitment (r = .24). Fit on O'Reilley et al.'s Achievement Dimension
was also found to be significantly related to task performance (r = .22). The impact of values and
fit on job outcomes may have large implications for the financial success of some companies as
well as the satisfaction and commitment of employees. Future research should explore other
value systems and explore other operationalizations of fit.

Identifier / keyword: Psychology, Work-related, Value congruence, Job satisfaction,
Organizational commitment, Task performance, Organizational citizenship, Person-organization fit
Pages: 126 p.
Degree date: 2000
School code: 0206
Source: DAI-B 62/01, p. 584, Jul 2001
ISBN: 9780493106021, 0493106022
Advisor: Levine, Edward
University/institution: University of South Florida
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 100 of 100
The effect of club manager interpersonal work values and behavior on

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employee organizational culture

Author: Merritt, Edward Ashton
Abstract: The purpose of this study was to examine the interpersonal work values and behavior
of club managers in work settings and to determine the influence of such variables on employee
organizational culture. A total of 301 participant managers were drawn from the private club
industry. A survey questionnaire, personal interviews, and unobtrusive observation methods were
utilized. Checks were used to verify that the data are free from organizational bias by club type,
regional bias by geographic area, test for response stability across two time periods and survey
instrument versions, and guard against response bias by checking non-respondents.
Research Question 1 asked: "Do U-D, P-N, and F-B manager values and certain demographic
variables of interest predict U-D, P-N, and F-B manager behavior?" Similarly, Hypothesis 1 stated:
"U-D, P-N, and F-B Manager values and certain demographic variables of interest will predict U-D,
P-N, and F-B manager behavior." Support was found for the hypothesis that U-D, P-N, and F-B
manager values and certain demographic variables of interest may predict U-D, P-N, and F-B
manager behavior.
Research Question 2 asked: "Do U-D, P-N, and F-B manager values, U-D, P-N, and F-B manager
behavior, and certain demographic variables of interest predict Constructive, Passive-Defensive,
or Aggressive-Defensive organizational culture?" Similarly, Hypothesis 2 stated: "U-D, P-N, and F-B
manager values, U-D, P-N, and F-B manager behavior, and certain demographic variables of
interest will predict Constructive, Passive-Defensive, or Aggressive-Defensive organizationaI
culture." Support was found for the hypothesis that manager values, behavior, and certain
demographic variables of interest may predict manager behavior.
Subject: Management; Occupational psychology; Labor relations; Personality; Effects; Managers;

Corporate culture; Work ethic; Studies;
Classification: 0454: Management; 0624: Occupational psychology; 0629: Labor relations;
0625: Personality
Identifier / keyword: Social sciences, Psychology, Club manager, Work values, Employee,
Organizational culture
Pages: 250 p.
Degree date: 2000
School code: 0058
Source: DAI-A 61/06, p. 2379, Dec 2000
ISBN: 9780599840478, 0599840471
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Advisor: Berger, Florence

University/institution: Cornell University
Degree: Ph.D.
Language: English
_______________________________________________________________
Contact ProQuest
Copyright
2015 ProQuest LLC. All rights reserve Document 1 of 20
Transitioning lives: A study of elderly enslaved women's work, social values,

and influence on south carolina and georgia plantations
Author: Harrell-Roye, Shelia E.
Abstract: This study examines the life cycle of elderly enslaved women and their influence
during the antebellum period. Its purpose is to show that elderly women's lives were in constant
flux, a series of transitions between work and community that marked their lives. As managers
and coordinators of southern plantations their skills often transitioned from the "Big House" to the
slave quarters. The emphasis in this work will be particular labor experiences, societal values, and
influence of elderly women on plantations. Slave testimonies and plantation journals, along with
an array of secondary sources are used.
Subject: African American Studies; American history; Gender studies;

Classification: 0296: African American Studies; 0337: American history; 0733: Gender studies
Identifier / keyword: Social sciences, Antebellum, Elderly slave women, Georgia, Labor, Life
cycle, South carolina
Number of pages: 86
Degree date: 2014
School code: 1000
Source: MAI 52/06(E), Dec 2014
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ISBN: 9781303893018
Advisor: Powers, Bernard
Committee member: Slater, Sandra, Cox, Marcus, Coy, Jason
University/institution: College of Charleston
Department: History
University location: United States -- South Carolina
Degree: M.A.
Language: English
_______________________________________________________________
Document 2 of 20
Western Practices of Buddhist Mindfulness and their Influence on Work Values

Author: Bassett, Christopher E.
Abstract: This study focuses on how Eastern conceptions of Buddhist mindfulness, as practiced
in Western cultures, influence work values; more specifically, concentration, appreciation,
integrity, and responsibility values. Thirteen participants participated in 19 interview questions
which were designed to explore frequencies and means of practicing meditation, how mindfulness
is cultivated and practiced during daily activities, and how concentration, appreciation, integrity,
and responsibility work values are influenced by Buddhist meditation practices in Western
cultures. Twelve participants participated in the Five Facet Mindfulness Questionnaire survey
process (Baer, Smith, Hopkins, Krietemeyer, &Toney, 2006) which incorporates aspects of the
Mindfulness Attention Awareness Scale (Brown &Ryan, 2003), Kentucky Inventory of Mindfulness
Skills (Baer, Smith, &Allen, 2004), Cognitive and Affective Mindfulness Scale (Feldman, Hayes,
Kumar, Greeson, &Laurenceau, 2007), Southampton Mindfulness Questionnaire (Chadwick,
Hember, Symes, Peters, Kuipers, &Dagnan, 2008), and Freiburg Mindfulness Inventory (Buchheld,
Grossman, &Walach, 2001). The Five Facet Mindfulness Questionnaire is a valid and reliable data
gathering instrument used to assess observe, describe, act with awareness, non judge, and nonreact facets of mindfulness.
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Key Words: Eastern Mindfulness; Western Mindfulness; Organizational Mindfulness; High Reliability
Organization; Mindlessness; Buddhism
Identifier / keyword: Social sciences, Eastern mindfulness, Western mindfulness, Organizational
mindfulness, High reliability organization, Mindfulness, Buddhism
Degree date: 2013
School code: 1271
Source: DAI-A 75/06(E), Dec 2014
ISBN: 9781303786020
Advisor: Purser, Ronald
University/institution: Colorado Technical University
Degree: D.M.
Language: English
_______________________________________________________________
Document 3 of 20
Exploring generational differences among Millennials, Gen Xers, and Baby

Boomers: Work values, manager behavior expectations, and the impact of
manager behaviors on work engagement
Author: Murphy, Michelle Marie
Abstract: This cross-sectional, survey study explored similarities and differences among
Millennials, Gen Xers, and Baby Boomers work values, important manager behaviors, and
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manager behaviors that predicted work engagement. The 604 participants included 33%
Millennials, 42% Gen Xers, 25% Baby Boomers. A contingency table analysis using Chi-square
revealed significant generational differences. Gen Xers valued benefits more than Baby Boomers
or Millennials and convenient work hours more than Baby Boomers. Baby Boomers valued
achievement, contribution to society, and meaningful work more than Millennials and Gen Xers.
Baby Boomers valued use of ability, ethics and integrity, and influence in the organization more
than Millennials. Millennials and Gen Xers valued advancement more than Baby Boomers. Gen
Xers and Baby Boomers valued independence and influence in work more than Millennials. A
MANOVA found differences among the three generations on important manager behaviors.
Univariate analyses revealed that Millennials rated coaching and support manager behaviors as
more important than Baby Boomers but similarly to Gen Xers. Multiple regression analysis found
participation and empowerment manager behaviors were most predictive of work engagement for
survey respondents overall. When generational samples were analyzed separately, participation
and empowerment manager behaviors were most predictive of engagement for Millennials and
Gen Xers; fairness behaviors were most predictive for Baby Boomers. Findings contribute to
literature on work engagement and generational management by identifying manager behaviors
that can foster work engagement for all employees. Specific manager behaviors were also
identified that can be applied to each of the three generations to enhance work engagement.
Subject: Management; Organizational behavior; Studies; Generation X; Generation Y; Baby

boomers;
Classification: 0454: Management; 0703: Organizational behavior
Identifier / keyword: Social sciences, Engagement, Generational differences, Generations,
Manager behavior preferences, Work values, Manager behaviors, Millennial Generation,
Generation X, Baby Boomers
Pages: n/a
Degree date: 2011
School code: 1634
Source: DAI-A 73/04, Oct 2012
ISBN: 9781267073334
Advisor: Lopez, Patricia Denise
Committee member: Hoffman, Calvin C., Levin, Ira
University/institution: Alliant International University
Department: Los Angeles-CSPP-OP
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Degree: Ph.D.
Language: English
_______________________________________________________________
Document 4 of 20
The influence of religion over work ethic values: the case of Islam and Turkish
SME owner-managers
Author: Uygur, S
Abstract: This research is based on semi-structured qualitative interviews with 32 Turkish SME
owner-managers. The sample of the study has been divided into two groups: The practicing
Muslim Turkish managers (the religious group), and non/less practising Muslim Turkish managers
(the secular group). Discourse analysis of the qualitative data, first, clarifies where to seek the
religious influence on business activities. It indicates that the influence of religion should be
sought within individuals conduct/manner of living leading the moral values and the
mentalities of the business people, rather than seeking cause and affect relationship. The
contemporary Islamic interpretation in Turkey, as it is called Turkish/Anatolian interpretation of
Islam, is found to re-shape the existing teachings of the religion and reproduce the religious
structure through the practices. In this respect, five distinguishing characteristics emerged as
signs of the religious influence behind the pious business peoples actions: Hard work as an
Islamic duty, good will (intention), responsibility, bounty/benevolence and the balance/equilibrium
in ones life. It is also observed that the new Islamic discourse in Turkey provides moral energy
exclusively for the religious business people in terms of influencing and encouraging
entrepreneurial activities. Meanwhile, the study demonstrates that the work ethic values of the
religious Turkish SME owner-managers have been evolving to be more rational and professional,
especially after the 1980s liberal economy. This transformation has been evaluated within the
concept of secularisation.

Identifier / keyword: 511689, Psychology
Degree date: 2009
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School code: 0692

University/institution: Brunel University (United Kingdom)
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 5 of 20
Social work knowledge, values, and skills: Improving services to parental

caregivers of persons with developmental disabilities
Author: Pollett, Karen
Abstract: Social workers can play an important role in the lives of parental caregivers and their
children who have developmental disabilities. However, these individuals often do not experience
meaningful social work services. This qualitative study focused on meaningful social work services
that can assist in the provision of parental care and caregiving to persons with developmental
disabilities. The question under review was: "From the perspective of caregivers, what knowledge,
values, and skills are necessary for social workers to provide meaningful services to them in
caring for their daughters and sons who have developmental disabilities?" A fundamental
assumption of the study was the recognition of caregivers as the experts with respect to their
needs. A purposive, convenience sample of 15 caregivers was developed in St. John's, NL., where
they each participated in nonscheduled, standardized interviews. Interviews involved an openended interviewing technique that emphasized personal experiences and participants' viewpoints
using probes to ensure in-depth coverage of broad topic areas. The study's findings were obtained
through a synthesis of the audio tape-recorded interviews, documented through written
summaries, and approved by the respective study participants. A feminist theoretical lens was
used to interpret the findings and enhance the discussion. The findings lent support to a number
of significant contentions. First, parental caregiving of persons with developmental disabilities is a
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women's issue. Second, this caregiving often results in oppressive life circumstances for
caregivers. Third, caregiving, while typically viewed as a private issue, is intricately linked to
public structural issues and social policy. Fourth, social workers who use a feminist practice lens
have an ability to provide life enhancing service to caregivers. Fifth, caregivers are the experts in
their lives. They provided valuable information pertaining to the appropriate combination of
knowledge, values, and skills that social workers need to best serve them. The study's results are
discussed in consideration of social work practice, social work education, and social service
agency opportunities to make a positive difference in eradicating oppression for caregivers by
addressing their needs as defined by them.
Subject: Social work;

Classification: 0452: Social work
Identifier / keyword: Social sciences, Social work, Parental caregivers, Developmental
disabilities
Degree date: 2008
School code: 0306
ISBN: 9780494421048
University/institution: Memorial University of Newfoundland (Canada)
Degree: Ph.D.
Language: English
Dissertation/thesis number: NR42104
_______________________________________________________________
Document 6 of 20
Living with new capitalism: Work and values of the 1980s generation in Hong
Kong
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Author: Tsang, Chung Kin

Abstract: This research examines the relation of work and values of the generation who were
born in the 1980s in Hong Kong. It attempts to bring the insights of the New Capitalism by Richard
Sennett (2006) to bear on the Hong Kong situation, especially in relation to male workers in their
twenties who encounter at first hand. Four young men were interviewed to give a detailed
account of their work and life. The study concludes that under the same social context of
flexibility in Hong Kong, different individuals act differently in terms of career choice and form
different narratives concerning the meaning of their work and life. These different narrative
accounts add nuances and variations to the 'Hong Kong success story' allegedly held by
mainstream Hong Kong society.
Subject: Social structure;

Classification: 0700: Social structure
Identifier / keyword: Social sciences, China
Degree date: 2008
School code: 0842
Source: MAI 47/03, Jun 2009
University/institution: University of Hong Kong (Hong Kong)
University location: Hong Kong
Degree: M.Phil.
Language: English
_______________________________________________________________
Document 7 of 20
Work values: an exploratory study of Irish university students

Author: Kuol, N G
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Abstract:
Degree date: 2007
School code: 8354
University/institution: University of Limerick (Ireland)
University location: Ireland
Degree: M.B.S.
Language: English
_______________________________________________________________
Document 8 of 20
Multiple generations in the workplace: A study comparing work values of

different generations of workers
Author: Licata, Patricia Polanco
Abstract: Popular business articles anecdotally describe the challenge of working with,
managing, motivating, and training members of a multi-generational workforce. Work values are
cited as the largest difference among the different generations. This study used quantitative
measures to provide empirical data as to the magnitude and nature of these differences. Results
indicate that although there are indeed differences in among the generations' work values, the
claims in the popular literature may be overstated.
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Identifier / keyword: Psychology, Multiple generations, Workplace, Values
Pages: 119 p.
Degree date: 2007
School code: 1351
Source: DAI-B 68/01, Jul 2007
Advisor: Anderson, Justin
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 9 of 20
Causal powers of human resource management and the responsiveness of

employee work values in the employment relationship
Author: Tasoulis, K
Abstract: <![CDATA[This thesis is an examination of the relationships between human resource
management practices, employee work values and employee outcomes. The design and conduct
of this research is based on a case study research strategy and employs multiple methods for the
collection of data. Three branches of the John Lewis Partnership, a unique retail organisation
owned by its members are studied. Findings from two John Lewis department stores are
particularly interesting as they have been undergoing a long period of change in light of market
competition and internal pressures. A typology is offered in order to capture the multiplicity of
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employee reactions to organizational changes, distinguishing between `detached,

`ambivalent and `receptive partners. Results highlight a range of issues such as psychological
contract violation (Noer, 1993; Robinson, 1996) and loss of the organizational-ideal (Carr, 2001)
due to the organisational changes. Results from all three case studies lend considerable support
to the idea that a consideration of employee work values (Schwartz and Bilsky, 1987; 1990;
Schwartz, 1992) can further our understanding of the impact of human resource management on
employees experience of work. In particular, they indicate the potential of empowerment
(Conger and Kanungo, 1988; Thomas and Velthouse, 1990) and normative training (Peccei and
Rosenthal, 1997; 2000; 2001) to activate and fulfil employee work values such as achievement,
self-direction, collaboration and customer service. However, some support is also provided to
critical views indicating work intensification (Green, 2001) and employee `control from within as
a result of management interventions (du Gay,1996; Edwards and Collinson, 2002; Sewell and
Wilkinson, 1992; Willmott, 1993). ]]>
Identifier / keyword: DXN112832, Social sciences
Degree date: 2006
School code: 0690
University/institution: University of Bath (United Kingdom)
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 10 of 20
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Clash in Korean heritage? A case study analysis of work values, ethics, and
communication style among Koreans and Korean-Americans
Author: Han, Eun-Jeong
Abstract: This thesis summarizes a case study analysis of work values, ethical issues, and
communication styles among four types of Koreans: a traditional Korean, three young Koreans, a
white Korean-American, and a black Korean-American. These individuals worked at a Koreanowned small business that manufactures and sells furniture. Data for this qualitative study were
drawn from multiple research methods including an exploratory survey, participant observations,
a focus group interview, and two in-depth interviews. This study challenges cultural concepts
about Koreans and offers postmodern trends to explain the differences and similarities among the
different types of Koreans. In addition, a key finding of this study challenges the notion that values
tend to be stable and communication styles are more flexible. Participants showed changing work
values, yet stable communication styles. This study is useful to understand the diversity and
similarities of Koreans in the United States, and to give some guidelines for leaders in
multicultural organizations.
Subject: Communication; Minority & ethnic groups; Sociology; Labor relations;

Classification: 0459: Communication; 0631: Minority & ethnic groups; 0631: Sociology; 0629:
Labor relations
Identifier / keyword: Communication and the arts, Social sciences
Pages: 159 p.
Degree date: 2006
School code: 0491
Source: MAI 44/06, Dec 2006
ISBN: 9780542667091
Advisor: McPherson, Jeanne S
University/institution: University of South Alabama
University location: United States -- Alabama
Degree: M.A.
Language: English
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_______________________________________________________________
Document 11 of 20
A study of the relationship between work values and career choice among
hospitality management students in Taiwan
Author: Hsieh, Chia-Li Amber
Abstract: This study examined the work values of college students, and the relationship between
work values and career choice among hospitality students in Taiwan. There have been many
developments in the hospitality industry in the past decade, both in the United States and in
Taiwan. However, low retention rates have caused a labor shortage and a high turnover rate
among internship students. Findings of this study indicated that the three most highly ranked
work values for senior year students were: "associates", "way of life", and "surroundings". These
same students ranked "management", "altruism", and "prestige" as the least important work
values. Participants ranked "artistic", "social", and "enterprising" as the most preferred career
choice intentions, while "realistic" and "investigative" were ranked the least preferred. All career
choice intentions were statistically related (at the significance level of 0.05) to work values except
"realistic". Several significant differences were found in terms of work values and career choice
intentions between participants' demographic factors and school profiles. Recommendations for
further research to determine work values and career intentions among hospitality students in
various cultures are given. Recommendations are also given for human resource managers in the
hospitality industry.
Subject: Vocational education; Academic guidance counseling;

Classification: 0747: Vocational education; 0519: Academic guidance counseling
Identifier / keyword: Education, Work values, Career choice, Hospitality management, Taiwan,
China
Pages: 178 p.
Degree date: 2006
School code: 0320
Source: DAI-A 67/03, Sep 2006
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ISBN: 9780542574566, 054257456X

Advisor: Humphrey, Fowler C
University/institution: Idaho State University
University location: United States -- Idaho
Degree: Ed.D.
Language: English
_______________________________________________________________
Document 12 of 20
Building a media agenda on health disparities: How issue perceptions and

news values work to influence effectiveness
Author: Qiu, Qi
Abstract: Building on prior literature conceptualizing the role of public relations in influencing the
media agenda, this study proposes a model of agenda building that explores the determinants of
the agenda building process and centers around the dynamics among public relations
practitioners, journalists and media content. Placed in a context of racial disparities in health care,
the model was tested through in-depth interviews with health care journalists and public relations
practitioners on their perceptions about health disparities, and how they covered or generated
coverage of the issue. Also the actual media coverage of health disparities was analyzed both
qualitatively and quantitatively. The results show initial support for the model of agenda building:
the effectiveness of agenda building is positively associated with how much public relations
practitioners agree with journalists on interpreting certain issues and news values. As such, this
study contributes to the theory building on agenda building by probing into the agenda building
process and dynamics, and will help public relations practitioners and journalists with their efforts
to build an effective media agenda beneficial to the goal of eliminating health disparities.
Subject: Black studies; Journalism;

Classification: 0325: Black studies; 0391: Journalism
Identifier / keyword: Communication and the arts, Social sciences, Health disparities, Agendabuilding, Media relations, Black newspaper, News values
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Degree date: 2006
School code: 0133
ISBN: 9780549419730
Advisor: Cameron, Glen T.
University/institution: University of Missouri - Columbia
University location: United States -- Missouri
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 13 of 20
Work values comparison: Caucasian Americans and Asian Indians in Silicon

Valley
Author: Kumar, Kamini
Abstract: A multicultural work environment emphasizes the need to understand work values of
employees. Thus, work values of Asian Indian and Caucasian American employees in the Silicon
Valley were compared in the present study. Furthermore, it was also hypothesized that the length
of stay in a host country (i.e., U.S.) would have an impact on the work values of Asian Indians.
Results showed that Asian Indians rated work dimensions of stability, coworker, social
responsibility, and ability utilization as more important and variety as less important than
Caucasian Americans. The impact of length of residence in the U.S. on the work values of Asian
Indian employees was found only in the dimension of variety such that Asian Indians who had
lived in the U.S. for less than three years rated the dimension of variety less important than
Caucasian Americans. The implications of these findings are discussed.
Subject: Occupational psychology; Management; Minority & ethnic groups; Sociology; Work ethic;
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Studies; Multiculturalism & pluralism;

Classification: 0624: Occupational psychology; 0454: Management; 0631: Minority & ethnic
groups; 0631: Sociology
Identifier / keyword: Social sciences, Psychology, California
Pages: 56 p.
Number of pages: 56
Degree date: 2005
School code: 6265
Source: MAI 44/04, p. 2017, Aug 2006
ISBN: 9780542557163, 0542557169
Advisor: Hosoda, Megumi
Degree: M.S.
Language: English
_______________________________________________________________
Document 14 of 20
National culture and work-related values of Puerto Rico

Author: Niedziolek, Richard C
Abstract: Because of a lack of empirical research there has been a paucity of information about
the extent to which Puerto Rican work-related dimensions of national culture have been impacted
by U.S. cultural values. In the present study, Puerto Rican work-related values were quantified by
utilizing Hofstede's 1994 Values Survey Module (Power Distance, Individualism-Collectivism,
Uncertainty Avoidance, Masculinity-Femininity, and Long-Term Orientation). Samples were
matched on demographic variables from 103 employees working for the same multinational
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finance company with similar operations in Puerto Rico and Mexico. Cultural dimensional scores
obtained from Mexico were used to calibrate the results from Puerto Rico with Hofstede's findings
for comparability. Results indicated that there are significant differences in cultural dimensional
indices between Puerto Rico and the U.S. The indices of Puerto Rican respondents more closely
resembled those of Latin American countries than of the U.S. Despite over a century of U.S. rule
and government-led initiatives to culturally assimilate Puerto Rico, Puerto Ricans continue to see
themselves, as depicted through Hofstede's cultural dimensional indices, as a culture rather
distinct from the U.S.
Subject: Management; Cultural anthropology; Work ethic; Cultural differences; Comparative

studies; Assimilation;
Classification: 0454: Management; 0326: Cultural anthropology
Identifier / keyword: Social sciences, National culture, Work-related values, Puerto Rico
Pages: 117 p.
Degree date: 2005
School code: 1351
Source: DAI-A 66/08, p. 3001, Feb 2006
ISBN: 9780542293047, 0542293048
Advisor: Evans Kasala, Mary K
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 15 of 20
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A comparison of the congruence between the actual and espoused valued work
of the New Jersey secondary principal
Author: Esmerado McNamara, Anne Marie M.
Abstract: This study was about the role of the 21 century secondary school principal. This study
st
focused on determining what is the valued work of today's high school principals. This study was
two-tiered. The first tier focused on identifying the actual valued work of the secondary school
principal. The information contained on the current high school principal evaluation instruments
was used to determine what current principals were being held accountable for. The second phase
of this study sought to understand the espoused valued work. This information was gathered by
sending a questionnaire to all New Jersey Superintendents in order to see if their perceptions
generally supported or negated the valued work depicted on the evaluation forms. Combining
these two sets of data and comparing the degree of congruence between both, allowed for a
determination of what is the valued work of today's secondary school principals.
Eleven skills constituted the actual valued work of the high school principal. They are the skills
associated with, Instructional Leadership, the adherence to Board Policies, Records and Reports,
engaging in Problem Solving and Decision Making, Supervising the Personnel and Staff, managing
the Physical School Plant and Fiscal matters, promoting Community Relations, possessing Personal
Qualities, engaging in Professional Growth, carrying out Administrative and Management
functions, and attention to Pupil Personnel issues.

Identifier / keyword: Education, New Jersey, Secondary principal, Principal evaluation, ISLLC
Standards for School Leaders, Interstate School Leaders Licensure Consortium
Pages: 206 p.
Degree date: 2003
School code: 1241
Source: DAI-A 64/06, p. 1920, Dec 2003
Advisor: Walker, Elaine
University/institution: Seton Hall University, College of Education and Human Services
Degree: Ed.D.
Language: English
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_______________________________________________________________
Document 16 of 20
Demographic and biographical predictors of work values and preferences in

the Northern Irish context: implications for employee selection and personorganisation fit. (BL: DXN056201)
Author: Bennett, H.R.V.
Abstract: In recent years within the area of employee selection increased emphasis has been
placed on the wider context within which selection occurs. Such research typically recognises a
wider individual performance domain, commonly operationalised as task and contextual
performance. Evidence indicates that different antecedent conditions on the part of the individual
are required for successful performance within each domain. Task performance is more closely
associated with individual knowledge, skills and abilities, while contextual performance appears to
be more closely related to the extent of congruence between individual and organisational values.
Simultaneous to the increased complexity (for example, in terms of the extent of valid predictor
variables) that such developments have introduced to employee selection, the past decade had
also seen increased legislative and social interest in fair employment and the control or removal
of adverse impact in employee selection. Such interventions seek to remove erroneous (invalid)
predictor variables from the selection process. Within this context, this thesis proposes that
person - organisation fit as an objective of the selection process encompasses both performance
domains (task and contextual) and is best operationalised through the extent of congruence
between individual work values and work practice preferences, and organisational values and
practices. A positivist, quantitative research methodology is adopted to investigate relationships
between experiential and biographical variables and individual work values and preferences
relevant to person - organisation fit. Findings indicate gender, religion, family variables and
educational experiences on the part of undergraduate students (N = 337) to be statistically and
proportionately significant predictors of work values and preferences, and to have predictive
validity within the context of employee selection. The implications of these findings for selection
practice, and for legislation which heavily favours the exclusive use of knowledge, skills and
abilities as the only valid selection criteria in efforts to minimise adverse impact, are discussed.
Identifier / keyword: BL: DXN056201, Social sciences
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Degree date: 2002
School code: 0359
University/institution: University of Strathclyde (United Kingdom)
University location: Scotland
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 17 of 20
On faith and work: The relationship between religiosity and work values
Author: Browne, LaVonne Antoinette
Abstract: The purpose of this investigation was to examine the relationship between religious
orientation, religious commitment and work values. Four hundred and one participants were
selected from both a secular and a religious university. Emphasis was placed on the relationship
between intrinsic religiosity, extrinsic religiosity, religious commitment and work values.
Participants were also given the opportunity to respond to open ended questions related to the
relationship between their religious beliefs and the selection of their college major and career
choice, and whether or not they believed they have been "called" to a career. Results revealed
that religious commitment and intrinsic religiosity relate to different work values when compared
with extrinsic religiosity. Canonical analysis revealed that religious commitment and extrinsic
religiosity load on different roots and load with different work values. Lastly, results indicated that
the vast majority of the participants identified a relationship between their college major/career
and their religious beliefs. Most participants also believed that they were "called" to the career
choice. Implications for career counselors working with religious clients are discussed.
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Subject: Academic guidance counseling; Psychotherapy; Religion;

Classification: 0519: Academic guidance counseling; 0622: Psychotherapy; 0318: Religion
Identifier / keyword: Philosophy, religion and theology, Education, Psychology, Faith, Religiosity,
Work values, Career counseling
Pages: 162 p.
Degree date: 2001
School code: 0133
Source: DAI-A 62/12, p. 4069, Jun 2002
ISBN: 9780493497044, 0493497048
Advisor: Heppner, Mary J
University/institution: University of Missouri - Columbia
University location: United States -- Missouri
Degree: Ph.D.
Language: English
_______________________________________________________________
Document 18 of 20
An investigation of work values in the context of the Kuwaiti industrial sector

from an Islamic perspective
Author: Mubark, A A
Abstract: Abstract not available.

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Degree date: 2000
School code: 8825
University/institution: University of Sunderland (United Kingdom)
Degree: M.Phil.
Language: English
_______________________________________________________________
Document 19 of 20
Teaching across cultures: Differences in work-related values and their

influence on the theory and practice of international education
Author: Findlay, Judith M
Subject: Bilingual education; Multicultural education;
Classification: 0282: Bilingual education; 0282: Multicultural education
Identifier / keyword: Education, Work-related values, International, Values
Pages: 1
Number of pages: 0
Degree date: 2000
School code: 0075
Source: ADD 2000
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Degree: Ed.D.
Language: English
_______________________________________________________________
Document 20 of 20
Locus of control, religious values, work values and social policy choices
Author: Falkowski, Carolyn Kasprzak
Abstract: Individuals' religious beliefs were examined in terms of their effect on one's positions
on various social issues. Beliefs regarding salvation were chosen as beliefs central to a Christian
faith. Locus of control and Protestant work ethic were included as related concepts. A sample of
Christian (primarily Protestant) seminary students was selected in this study in order to include
individuals who are more likely to have actively considered both their theology and their beliefs
on social policies.
Most of the seminarians expressed a significantly internal locus of control and some acceptance of
the concepts included in the Protestant work ethic. Most also endorsed a traditional view of
salvation as a being freed from sins by the action of Jesus, but many also endorsed views of
salvation that accented the role of the person in his/her own salvation.
Most participants endorsed social policy positions consistent with governmental assistance with
basic existence, i.e., housing, education, and health care. Regression analyses were, in general,
weak. Few social policy positions were related to salvation beliefs: The Protestant work ethic
concepts were found to be more related to positions on social policies than were religious beliefs
regarding salvation. Rejection of the concepts of the Protestant work ethic was related to support
for governmental assistance in basic life needs such as education and housing.
It is suggested that religious concepts may be related to social policy choices, but these beliefs
may be more temporal in nature. That is, perhaps, how the individual sees his/her responsibility in
living the tenets of his/her faith in the world is more critical than core religious beliefs.
Subject: Social psychology; Religion;

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Classification: 0451: Social psychology; 0318: Religion

Identifier / keyword: Philosophy, religion and theology, Psychology, Locus of control, Religious
values, Work values, Social policy
Pages: 80 p.
Number of pages: 80
Degree date: 2000
School code: 0107
Source: DAI-B 61/03, p. 1694, Sep 2000
ISBN: 9780599682009, 0599682000
Advisor: Riopelle, Arthur J
University/institution: Louisiana State University and Agricultural & Mechanical College
University location: United States -- Louisiana
Degree: Ph.D.
Language: English
_______________________________________________________________
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Document 1 of 100

Constructing a portrait of Kenyan journalists in the 21 st century:

Subject: Journalism; Communication; Mass communications;

The impact of Christian values on overall job satisfaction: a quantitative

Author: Wright, Kimberly R.

Subject: Organizational behavior;

Document URL: http://search.proquest.com/docview/1674270709?accountid=27191

The development of professional social work values and ethics in the

Subject: Educational sociology; Organizational behavior;

Person-Organization Value Congruence and Relationships Between

Subject: Educational leadership; Occupational psychology; Organizational behavior;

commitment, Person-organization value congruence, Transformational leadership, Turnover

Differences in Generational Work Values in America and Their Implications for

Subject: Educational leadership;

Subject: Management; Organization Theory; Organizational behavior;

Document URL: http://search.proquest.com/docview/1563344670?accountid=27191

Work values and generational differences: Using work values to understand

Subject: Social psychology; Occupational psychology; Organizational behavior;

Degree date: 2014

Work values across generations - a study of the Greek hotel workforce

Subject: Social structure;

Place of publication: Ann Arbor

Subject: Management; Organization Theory;

A study of the value added by transformational leadership practices to

Author: Kieres, Katherine H.

Subject: School administration;

Generation X and Generation Y in the workplace: A study comparing work

Subject: Business administration; Management; Public administration; Organizational behavior;

Source: DAI-A 74/07(E), 2013

Nurses' and Supervisors' Value Congruence, Leadership Support and Patient

Work values and economic growth

Subject: Cultural anthropology; Economics;

Place of publication: Ann Arbor

Gender differences in work values in China

Subject: Asian Studies; Individual & family studies; Gender studies;

Work value as a moderator of the value congruence-employee attitude

Subject: Psychology; Occupational psychology;

The work values of American Indian college students

Subject: Counseling Psychology; Native American studies; Vocational education;

Advisor: Winterowd, Carrie

The Influence of Values and Psychosocial Job Characteristics on Intent to Leave

Database: ProQuest Dissertations & Theses Global

Subject: Management; Labor relations; Organizational behavior;

Source: MAI 50/05, Oct 2012

The moderating effect of instrumental job attributes on the relationship

Subject: Management; Organizational behavior; Studies; Recruitment; Workplace diversity; Job

Classification: 0454: Management; 0703: Organizational behavior

Work value preferences of generational and gender diversity: An exploration

Subject: Accounting; Management; Organizational behavior;

Comparing the Values, Attitudes, Job Satisfaction, and Worker Cooperation of

Subject: Entrepreneurship; Management; Occupational psychology;

Source: DAI-A 72/10, Apr 2012

Exploring Generational Differences in Work Values of Administrative

Workplace (3, N = 131) = 9.25, p = .03.

Subject: Higher Education Administration; Management; Occupational psychology; Organization

The relationships among self-efficacy, achievement motivation, and work

Subject: Community college education; Adult education; Higher education; Academic

Source: DAI-A 73/05, Nov 2012

Entering construction professionals: Survey of work values and career

Subject: Management; Studies; Construction industry; Careers; Expectations;

ProQuest document ID: 870392807

Multinational teams: The relationship between work values and productivity

Subject: Management; International Relations; Occupational psychology;

Source: DAI-A 73/01, Jul 2012