This study strives to analyze contents of work value items and to construct an explicit definition of the work values domain. A facet definition of work values is suggested that provides guidelines for selecting items and the formulation of hypotheses about the structure of interrelationships among components of work values. Based on data from two samples of Israelis, the hypotheses were tested by means of Guttman's Smallest Space Analysis. The results support the hypotheses. An empirical double-ordered conceptual system, a radex structure, was obtained that reflects the two facets of the definition-modality of outcome-material, social, and psychological-and type of outcome-performance relations (reward, resource). The fact that essentially the same structure was obtained in two independent samples of subjects lends substantial support to the definitional framework of work values suggested.

Several years ago a research project on work values was originated. The study strived to examine the relative importance of work value items and to analyze the structure of the domain for samples from various cultural environments. A facet definition of work values was suggested that provided guidelines for constructing the Work Values Questionnaire and the formulation of hypotheses regarding the structure of relationships among components of work values. Based on data collected from 2280 respondents in eight countries the hypotheses were tested by means of Guttman's Smallest Space Analysis. The results support the hypotheses. An empirical double‐ordered conceptual system, a radex structure, was obtained in each of the samples reflecting the facets of the definition: modality of outcome — cognitive, affective and instrumental, and system ‐ performance contingency — reward, resource. In terms of the issue of cultural differences the results indicate the presence of cultural differences in the rating of a limited number of specific values. These differences are only minor variations within a much broader pattern of structural similarity. The fact that essentially the same structure was obtained in eight independent samples lends substantial support to the definitional framework of work values suggested.

Examines the relations between feelings of job insecurity (JI) and various attitudes and opinions of employees towards their work and the organization. Analyses survey data from 11 European high‐tech organizations with a total of 8,483 respondents. Shows that JI is associated with more negative evaluations of all aspects of the company and the job, including more objective variables such as the quality of products and services. Particularly high correlations are observed between JI and negative judgements on management and the company in general. Further presents the development of a questionnaire to assess JI. The questionnaire is then used to study differential effects of JI on persons with internal and external locus of control, and with high and low social support.

On a traditionnellement enqu&tC sur les valeurs gCnCrales de vie et les valeurs de travail sCparCment. L'objectif de la prCsente Ctude Ctait de suggCrer une dCfinition a plusieurs facettes des valeurs personnelles, intCgrant a la fois les valeurs de vie et de travail et de la tester empiriquement. Des donnkes recueillies a partir d'un Cchantillon de 165 directeurs et employCs IsraCliens viennent a I'appui des hypothbses structurelles de 1'Ctude. Une structure empirique conique tridimensionnelle a CtC mise en evidence au moyen d'une analyse spatiale fine (Smallest Space Analysis). Les valeurs relatives 2 la vie et celles relatives au travail y occupent deux regions distinctes pouvant Ctre toutes deux dCcoupCes plus avant selon la modalit6 (matkrielle, affective et cognitive) et la focalisation (focalisee ou diffuse) des facettes des valeurs personnelles. La santC, le bonheur, et l'amour Ctaient, pour cet Cchantillon, les valeurs de vie les plus importantes, tandis que I'intCrgt pour le poste, la responsabilitC, un chef equitable venaient au premier rang dans la hiCrarchie des valeurs de travail. Les rksultats sont discutCs dans le cadre d'hypothbses de compensation ou de report concernant la question des rapports entre travail et non travail.General life values and work values have traditionally been investigated independently. The objective of the present study was to suggest a multifaceted definition of personal values incorporating both life and work values, and to test it empirically. Data obtained from a sample of 165 Israeli managers and workers supported the structural hypotheses of the study. An empirical three-dimensional conical structure was revealed by means of Smallest Space Analysis. Life and work values were found to occupy two distinct regions, and both could be partitioned further according to the modality (material, affective, and cognitive) and focus (focused and diffuse) facets of personal values. Health, happiness, and love were the most important life values for the present sample, while job interest, responsibility, and fair supervisor had the highest rank order in the work values hierarchy. The resultsRequests for reprints should be sent to Dr. Dov Elizur, School of Business Administration, Bar-Ilan University, 52900, Ramat Gan, Israel. 0 1999 International Association of Applied Psychology 74 ELIZUR AND SAGIE are discussed in the context of the spillover or compensation hypotheses regarding the issue of work and nonwork relationships.

Cette etude s'est donne pour objectifs de parvenir a une definition d'ensemble du concept "Qualite de la vie au travail" (QVT) et d'eprouver empiriquement sa structure. On propose une definition multiple de la QVT et de ses relations avec la qualite de la vie en general basee sur la thiorie systemique de I'action. ce qui fournit des criteres pour la selection des items et la formulation des hypotheses sur la structure des interrelations entre les dimensions de la QVT. Utilisant des donnees recuellies sur des tchantillons de travailleurs hongrois. les hypotheses ont ete eprouvees au moyen de I'analyse du plus petit espace de Guttman. Les resultats confirment les hypotheses. O n a obtenu un systeme conceptuel empirique doublement ordonne, une structure "radex" qui exprime les deux aspects de la definition de la QVT: mode de fonctionnement (expressif. integrateur, adaptateur, conservateur) et domaine de fonctionnement (psychologique, physique, social, culturel). La structure du monde de la QVT et de la qualite de la vie est comme prCvu conique: la qualite de la vie occupe la base du c6ne et la QVT le sommet. La satisfaction procedant de la vie et du travail est situee entre les deux.The major objective of the present study was to suggest a comprehensive definitional framework for the quality of work life (OWL) concept and to test its structure empirically. A facet definition of QWL and its relation to quality of life (QOL) in general based on action systemic concepts is proposed. which provides guidelines for the selection of items and the formulation of hypotheses about the structure of interrelationships among components of OWL. Based on data collected from samples of Hungarian workers. the hypotheses were tested by means of Guttman's Smallest Space A.nalysis.Requehts for reprints should be sent to Dov Elizur. Bar-llan University. Department of Psychology. 52100 Rarnat Gan. Israel. The authors are grateful to Dr. Istvan Magyari Beck for his help in organising the fieldwork and providing the data. 0 I'HO Intcrniitiorial Ahsociation of Applied Psychology 276 ELIZUR AND SHYEThe results support the hypotheses. An empirical doubly ordered conceptual system, a radex structure, was obtained that reflects the two facets of the definition of OWL: mode of functioning-expressive, integrative, adaptive and conservative; and field of functioning-psychological, physical, social and cultural. The structure of the total universe of QWL and QOL is a conical structure as hypothesised. Quality of life occupies the base of the cone and QWL the top. Satisfaction with life and work were found to be located between the two.

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The results of recent investigations on work values suggest that the contradictory findings in regard to gender differences may be rooted in variations in the underlying structure of the work-values domain. In the present study a definitional framework for work values was proposed and tested. Smallest space analysis (SSA; Guttman, 1968) was performed on the ratings of 24 work-value items by samples of men and women from Hungary, Israel, and the Netherlands. A double-ordered conceptual system, a radex structure, was obtained in each of the samples, reflecting two hypothesized facets: modality of outcome (cognitive, affective, and instrumental) and type of system performance contingency. Essentially the same structure was obtained for women and men. However, women ranked affective outcomes as well as some of the instrumental and cognitive values higher than men did, whereas men ranked some other cognitive (influence, independence, responsibility) and instrumental (pay) items higher than women did. Personal growth and use of abilities were ranked higher by men in some samples and by women in others.

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