Comparative Analysis of Work Values Across Four Nations

Lee, Sang Min; Terada, Mamoru; Shimizu, Kazuaki; Lee, Myung-Hun; Lee, Dong Hun

doi:10.1002/joec.12061

Cited by 7 publications

(5 citation statements)

References 32 publications

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“…The five work value types found for new-generation Chinese OCPs are not completely consistent with those commonly found in studies on different profession groups or in Western countries, including the extrinsic, intrinsic, social, altruistic, prestige-enhancing and freedom-related dimensions (Jalalkamali et al , 2016; Sillerud, 2011; Infeld et al , 2010; Lyons, 2004). The results thus represent new knowledge of the work value theory and corroborate the notion that work values may be different across professions (Rani and Samuel, 2016; Jalalkamali et al , 2016) and culture (Cogin, 2012; Roongrerngsuke and Liefooghe, 2013; van Hoorn, 2015; Lee et al , 2017).…”

Section: Resultssupporting

confidence: 82%

“…However, it is not the case that these six work value types can be consistently identified in all the studies. Except for using different work value measurements, the variables of generation (Jonck et al , 2017; Hansen and Leuty, 2012), cultural background (Cogin, 2012; Lee et al , 2017) and profession (Rani and Samuel, 2016; Jalalkamali et al , 2016) have been demonstrated to result in the inconsistency of work value types for different cohorts. For example, a cross-cultural study suggested a five-factor work value structure for Chinese public administration and public policy students, while also suggesting a four-factor work value structure and a six-factor work value structure for their counterparts from the United States and Malaysia, respectively (Infeld et al , 2010).…”

Section: Literature Reviewmentioning

confidence: 99%

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Do new-generation construction professionals be provided what they desire at work? A study on work values and supplies–values fit

Song

Yang

Boezeman³

et al. 2020

ECAM

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PurposeThe declining attractiveness of construction industry to the new-generation onsite construction professionals (OCPs) in China can be the result of insufficient supply of what they desire at work. There is a lack of studies that make clear the work values of this cohort and the fit between their work value preferences and job supplies. Therefore, the purpose of this study is to address this issue.Design/methodology/approachThis study focused on Chinese new-generation OCPs. Work values and job supplies were measured by two rounds of questionnaire surveys. Factor analysis was implemented to identify work value types. Paired samples t-test, independent samples t-test and one-way ANOVA were performed to figure out work value preferences and degree of supplies–values (S-V) fit and compare them across subgroups.FindingsIntrinsic, “good time”, work-team-related, altruistic/prestigious and extrinsic work value types were identified. Chinese new-generation OCPs most valued work-team-related and intrinsic work aspects, while significant insufficient supply was relevant to intrinsic, extrinsic and “good time” aspects. Work value preferences and S-V fit showed significant differences among subgroups of gender, growth background, work rank and project type.Practical implicationsThe results provide insights for construction companies to practice work-value-based human resource management toward new-generation OCPs and make targeted measures to address the misfit between supplies and values experienced by these OCPs.Originality/valueThis study for the first time examined work values of Chinese new-generation OCPs. It opens a new perspective for research based on S-V fit theory that focused on industry level. The effects of demographic and professional variables on the work values and the degree of S-V fit were revealed. This study thus contributes to the extant literature of work values and S-V fit.

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Section: Resultssupporting

confidence: 82%

Section: Literature Reviewmentioning

confidence: 99%

Do new-generation construction professionals be provided what they desire at work? A study on work values and supplies–values fit

Song

Yang

Boezeman³

et al. 2020

ECAM

View full text Add to dashboard Cite

show abstract

“…Consequently, response category 5 was renamed category 2, category 6 was renamed 3, and category 7 was renamed 4, thus resulting in four response categories for the measurement invariance analysis. With respect to indicators of invariance, it was established that incremental changes in CFI should not exceed |0.01| (e.g., Cheung & Rensvold, 2002), |0.01| in TLI (e.g., Lee et al, 2017; Ramis et al 2015), and |0.015| in RMSEA (e.g., Chen, 2007).…”

Section: Methodsmentioning

confidence: 99%

Development, Measurement, and Validation of a Managerial Competency Model in Spain

Castaño,

Zuazua,

García-Izquierdo

2024

European Journal of Psychological Assessment

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Modernization of Public Administration (PA), to provide a high-quality service, requires improvements in managerial personnel assessment processes. For this purpose, we developed and validated a management competency model that would enable Spanish PA to enhance organizational achievements and prevent corrupt practices. Relations between managers’ competencies and their performance would be perceived as a fairer assessment of human resources processes and ultimately lead to the promotion of ethical behavior within the organization. We followed a mixed-method approach. Study 1 began with a content analysis of articles referring to managerial competencies, followed by Focus Groups and a Delphi panel procedure with subject matter experts, which resulted in a model of eight competencies. Based on this model, in Study 2, we developed a reliable and invariant-across-gender questionnaire (Public Manager Competencies Questionnaire – PUMACQ), which was validated with composite performance criteria (task, contextual, and unethical pro-organizational behavior), by means of a cross-sectional design survey on public managers from around Spain ( N = 439), using structural equation analyses. Our main results show significant relationships between job performance and the competencies of leadership, communication, engagement with PA, innovation orientation, and ethics. Finally, we discuss the practical applications of the results in the public context.

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“…First, the study participants were limited to nurses working in hospitals in the Tohoku region of Japan. Since work values may differ by country and culture (Lee et al, 2017), caution should be exercised when applying our results to other settings. In addition, owing to the regional uneven distribution of nurses in Japan (Japanese Nursing Association, 2023), there are differences in the degree of labor shortage and wage disparities depending on the urban areas where nurses are sufficient and the rural areas where nurses are insufficient.…”

Section: Limitationsmentioning

confidence: 99%

The moderating role of work‐to‐family spillover in the association between nurses' work values and work engagement: A cross‐sectional study

Hara

Yamada

Takada

et al. 2023

Japan Journal Nursing Sci

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AimAlthough researchers have emphasized the importance of enhancing work engagement in nurses to ensure work‐related well‐being, the underlying mechanisms of the influencing factors of work engagement remain unclear. This study aimed to elucidate whether work‐to‐family spillover moderates the relationship between nurses' work values and work engagement.MethodsIn total, 2600 nurses from 52 hospitals in the Tohoku region of Japan were recruited, and 1587 nurses participated. The questionnaire included items on demographic characteristics, the Nurses' Work Values Scale, the Japanese version of the Work‐life Balance Scale, and the Work Engagement Scale. Data were analyzed using hierarchical multiple regression.ResultsThe interaction terms of negative work‐to‐family spillover with extrinsic work values and prestige work values were significantly associated with work engagement. The interaction terms of nurses' work values and positive work‐to‐family spillovers did not show a significant association.ConclusionsNurses who emphasized extrinsic work values and those who did not emphasize prestige work values had the lowest work engagement in settings with high negative work‐to‐family spillover. To ensure nurses' work‐related well‐being and engagement, nursing managers could provide support for nurses in tackling work‐related negative events, so that these do not carry over to family settings.

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Comparative Analysis of Work Values Across Four Nations

Cited by 7 publications

References 32 publications

Do new-generation construction professionals be provided what they desire at work? A study on work values and supplies–values fit

Do new-generation construction professionals be provided what they desire at work? A study on work values and supplies–values fit

Development, Measurement, and Validation of a Managerial Competency Model in Spain

The moderating role of work‐to‐family spillover in the association between nurses' work values and work engagement: A cross‐sectional study

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