Musings

Abstract

Work values have been receiving increased research attention. Ravlin, Meglino, and associates have recently conceptualized, and provided measurement of, work values. The effects of work values on job satisfaction, commitment, and individual decision making has been studied to date. However, work values have not been explicitly linked to job choice decisions. Using a sample of professional degree students and a policy capturing design, the influence of work values on job choice was examined in the context of job attributes that have previously been shown to affect this decision process. Work values were found to exhibit significant effects on job choice decisions. Further, individuals were more likely to choose jobs whose value content was similar to their own value orientation. Implications of the results for the study of work values and job choice are discussed.

In summary

"It is generally accepted that individuals establish relatively stable values through life experiences and that organisational socialisation is unlikely to alter the basic value structure an individual brings to the organisation. Moreover, it has been shown that individuals make job choices consistent with their work goals. Because some of these goals may be value laden (e.g., the chance to benefit society or the opportunity to advance), individuals may make job decisions based, in part, on their work values. Therefore, if values are relatively stable, it is important to examine their role in the selection process because the selection process would be the primary means through which person-organisation value congruence is achieved."

"That values rather strongly influenced job choice decisions supports the efficacy of work values. Because values are often seen to be a central part of corporate culture the results of this study may provide indirect reinforcement of the importance of cultural factors in choosing between organisations. This suggests that organisations may want to consider the messages they convey in the recruiting process.... Thus although pay and mobility systems are important to individuals as they weigh job alternatives, value systems appear to be important as well."

‍

Hypotheses tested:

Hypothesis 1. The extent to which concern for others is emphasised in an organisation is positively related to individuals' decision to accept a given job offer. 

Hypothesis 2. The extent to which achievement is emphasised in an organisation is positively related to individuals' decision to accept a given job offer. 

Hypothesis 3. The extent to which honesty is emphasised in an organisation is positively related to individuals' decision to accept a given job offer. 

Hypothesis 4. The extent to which fairness is emphasised in an organisation is positively related to individual's decision to accept given job offer

Hypothesis 5. Individuals whose primary value orientation is fairness are more likely than others to accept a job in an organisation in which fairness is emphasised. 

Hypothesis 6. Individuals whose primary value orientation is concern for others are more likely than others to accept a job in an organisation in which concern for others is emphasised. 

Hypothesis 7. Individuals whose primary value orientation is honesty are more likely than others to accept a job in an organisation in which honesty is emphasised. 

Hypothesis 8. Individuals whose primary value orientation is achievement are more likely than others to accept a job in an organisation in which achievement is emphasised.

‍

More

‍