Cohort work values of employed men and women
The purpose of this study was to determine the differences in work values of employees. The major purpose was to determine: (a) age group differences in work values and (b) the predictors of work values as measured by Super's Work Values Inventory (WVI) (1970). Predictor variables, other than a...
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| Format: | Dissertation |
| Language: | English |
| Published: |
ProQuest Dissertations & Theses
01-01-1987
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| Online Access: | Get full text |
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| Summary: | The purpose of this study was to determine the differences in work values of employees. The major purpose was to determine: (a) age group differences in work values and (b) the predictors of work values as measured by Super's Work Values Inventory (WVI) (1970). Predictor variables, other than age, were sex, education, race, marital status, job type, and number of children. Of the 400 employees randomly selected from a southeastern regional bank, 265 employees returned the questionnaire. Overall, Achievement, Supervisory Relations, Way of Life, Economic Returns, and Security were the most important work values. A t-test (p $<$.05) showed significant between-group differences in total WVI scores with the young group (born 1960 to present) having higher scores than the older group (born on or before 1943). An analysis of variance also showed significant differences between the young and older groups on five of the 15 subscales of the WVI. Prestige, Economic Returns, Associates, Variety, and Way of Life were more important to the younger group than to the older group. The Baby Boomer (born 1944-1959) group also valued Variety more than the older group. The hypothesis that there were no significant differences on work values between the sexes was not supported. Women valued 13 of the values higher than men did. Men valued Independence and Management more than women did. A multiple regression analysis showed sex to explain the most variance (5%) in total work value scores. Job type, sex, education, and age explained more of the variability than marital status, number of children or race in the subscales of the WVI. Taken together these variables explained up to 15% of the variance in the subscale scores. Differences in work values by age group were related to the era in which an individual was born and socialized. Younger workers had higher work values and had high expectations of the work place. Therefore, cohort work value differences are evident from this study. |
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| ISBN: | 9798206464603 |