Employee Work Values

Karen Wey Smola and CharLotte D Sutton (2000) compares the work values of year 1974 to the existing work values with a sample size of 350 employees. The main objective was to investigate whether work values change with age of employees as they grow older. Several industries such as manufacturing, banking, finance, hospitality, transportation, insurance, education, and retail were considered .The important variables used for the study were desirability of work outcomes, moral importance of work and pride in craftsmanship. Comparing the means, the outcome of the research proved that work values change with age of the employees and the American employees aspire to have better balance between the work and personal life.
Dogan Gursey et al (2000)

A structured questionnaire collected data on work values, job satisfaction, intentions to leave and affective organisational commitment through which person – organisation fit can be arrived .Employee with higher organisation commitment with lesser intention to leave have better fit with the organisation. This is examined by identifying the variations between the individual and organisational values. Descriptive statistics, correlation matrix were the statistical tools employed. The findings indicated that the Baby Boomers confirmed superior person – organisation fit with extrinsic and status values while the younger group have precedence of status and freedom

The first, namely the intrinsic values focus on intangible, psychological factors of the job such as, interesting and challenging task, being creative and innovative, opportunity to continuous learning (Elizur 1984; Ros et al 1999; Lyons et al 2010; Ryan and Deci 2000; Tin and Rounds 2012).
The second, namely the extrinsic values concentrate on the tangible rewards and outputs .These are pay, benefits, status, job security, opportunities for growth and advancement. (Elizur 1984; Ros et al 1999; Lyons et al 2010; Ryan and Deci 2000; Tin and Rounds 2012).
The third, namely the altruistic values are also known as the social values associated with job, which lays foundation to establish social and interpersonal bonding among the stakeholders and the environment. These values contain relation with peer workers and other superiors, opportunity to contribute to society (Elizur,1984;Ros et al.,1999;Schwartz,1999;Dawis and Lofquist 1984;Pryor 1987;Finegan 2000;Lyons et al 2010;Levty and Hasen 2011;Jin and Rounds