Stability of Scores on Super\u27s Work Values Inventory-Revised

Test-retest data on Super\u27s Work Values Inventory-Revised for a group of predominantly White (N = 995) women (mean age = 23.5 years, SD = 8.07) and men (mean age = 21.5 years, SD = 5.80) showed stability in mean-level scores over a period of 1 year for the sample as a whole. However, low raw score and rank order stability coefficients suggest less stability of individual scores

The Role of Individual Differences and Situational Variables in the Use of Workplace Sexual Identity Management Strategies

Examination of individual difference variables have been largely ignored within research on the use of workplace sexual identity management strategies. The current study examined personality traits (extraversion, openness, and neuroticism), facets of sexual identity development (identity confusion, internalized heterosexism), and situational variables (e.g., perceptions of workplace climate and heterosexism) in explaining the use of management strategies, as well as possible interactions between individual and situational factors. Perceptions of the workplace climate toward lesbian and gay individuals significantly related to the use each of the management strategies, and Internalized Heterosexism was found to significantly predict the use of the Explicitly Out strategy. Most interactions between individual difference and situational variables were not supported, with the exception of an interaction between workplace heterosexism and internalized homophobia in explaining the use of the Explicitly Out strategy

Dispositional Coping, Personality Traits, and Affective Style Relating to Conflict between Work and Family Domains

Relations between dispositional characteristics (e.g., personality traits, affective style, and coping styles) and work-family conflict (WFC) and family-work conflict (FWC) were investigated. Participants were employed adults recruited through Amazon\u27s Mechanical Turk. Results showed conscientiousness and extraversion related to emotion-focused coping (EFC), positive affect positively related to problem-focused coping (PFC) and EFC, and neuroticism related to avoidance-focused coping (AFC). Additionally, AFC, conscientiousness, and negative affect related to FWC, and positive affect related to more WFC. Results highlight the importance of personality and affect relating to dispositional coping, yet coping styles added little to understanding of conflict. Overall, finding that negative affect and AFC related to conflict suggests that interventions that target these dispositional traits would likely be beneficial to reducing conflict between domains

Teasing Apart the Relations Between Age, Birth Cohort, and Vocational Interests

Empirical evidence supports that aging is related to differences in work attitudes and motivation (Inceoglu, Segers, & Bartram, 2012; Kooij, de Lange, Jansen, Kanfer, & Kikkers, 2011; Ng & Feldman, 2008, 2010), but little research has explored the relations between age and vocational interests. Furthermore, recent studies of age and work attitudes suggest that generational experiences (i.e., birth year) may account for age differences in the workplace (Inceoglu et al., 2012; Ng & Feldman, 2008, 2010), which in turn suggests that researchers need to incorporate both age and birth cohort effects in their designs. Thus, this study was designed to explore the relations of age at the time of testing and birth year to vocational interests using a sample of adults (N = 1,792) collected over a period of 3 decades. As expected, age was not a significant predictor of most interests, but birth year also was not found to predict most interests, with the significant prediction of Realistic interests by both age and birth year being the exception. Gender, however, significantly predicted most areas of interests. Neither age nor gender moderated any relationships between birth year and interests. Results suggest that birth year and age were minimally related to interests as all effect sizes were small. Discussion of the results illustrates the need for further research on this issue and also offers considerations for attracting and retaining different generations of workers in light of the findings

Work Values Across Generations

Mainstream publication discussions of differences in generational cohorts in the workplace suggest that individuals of more recent generations, such as Generation X and Y, have different work values than do individuals of the Silent and Baby Boom generations. Although extant research suggests that age may influence work values, few of the assertions about generation differences have been tested by empirical research. The present study investigated work values, as measured by the Minnesota Importance Questionnaire, across three generations (Silent Generation, N = 371; Baby Boom, N = 1179; and Generation X, N = 139) while accounting for age. Results suggested that workers from the Silent Generation placed more importance on Status and Autonomy than did Baby Boom or Generation X workers. More recent generations (Baby Boom and Generation X) were found to place more importance on Working Conditions, Security, Coworkers, and Compensation. Additional analyses suggest that, while the measured differences among the three generations are small, generation influences work values more so than does age

Evidence of Construct Validity for Work Values

Despite the importance of work values in the process of career adjustment (Dawis, 2002), little empirical research has focused on articulating the domains represented within the construct of work values and the examination of evidence of validity for the construct has been limited. Furthermore, the larger number of work values measures has made it difficult to determine the key domains that constitute the construct. The current study sought to examine multiple measures of work values to understand domains represented within the construct of work values and to establish evidence of validity for these domains. Principal Components Analysis utilizing scores on the Minnesota Importance Questionnaire (Rounds, Henley, Dawis, Lofquist, & Weiss, 1981), the revised edition of Super\u27s Work Values Inventory (SWVI-R; Zytowski, 2006), and Manhardt\u27s Work Values Inventory (Manhardt, 1972) found that six components best explained the data. These components reflected the importance of: the working environment, having challenging work, opportunities for status and income, autonomy, organizational support, and relationships. Implications for research and practice are discussed. (C) 2011 Elsevier Inc. All rights reserved

Building Evidence of Validity: The Relation Between Work Values, Interests, Personality, and Personal Values

The current study used work values components (WVC) to examine the relationship between work values, vocational interests, personality, and personal values. Most intercorrelations between work values and other constructs were in the small effect range. Overall correlations between scale scores provided evidence of convergent and discriminant validity for values scales. Results of hierarchical multiple regression analyses suggested personal values were the most significant predictor of WVC. Interests and personality also contributed a small amount of additional variance in predicting work values. Overall, results suggested that other variables (e.g., personal values, vocational interests, and personality) accounted for 22% (Autonomy) to 48% (Status) in WVC. Results supported growing evidence of construct validity for work values, given study findings. Implications for the study of values and career counseling interventions are discussed

Individual and Situational Factors Predicting Employment Status Among Revoked Community-Released Offenders

Finding and maintaining employment postrelease is an important component in reducing recidivism and promoting successful reintegration for returning citizens. The primary purpose of the current study was to identify and gain a clearer understanding of both internal/individual (i.e., attitudes toward work, criminogenic thinking, antisocial associates, general mental health) and external/situational factors (i.e., reliable transportation, possession of identification, Internet access, type of residence) affecting employment status using a sample of 75 higher-risk community-supervised offenders (employed: n = 33; unemployed: n = 42). Unemployed offenders endorsed higher reactive criminal thinking (indicative of impulsivity) than those who were employed; no other differences in criminogenic thinking or association with antisocial others were found. Perceptions of work volition were significantly different across groups; however, feelings of work alienation were not. Further, significantly more unemployed offenders self-reported having a mental health diagnosis (other than a substance use disorder) and endorsed statistically and clinically significantly higher levels of psychological distress as compared to employed offenders. Regarding situational factors, although no statistically significant differences were found between the unemployed and employed groups, those who were employed were twice as likely to have access to the Internet. Based on these findings, it is recommended that correctional vocational programs incorporate psychological and cognitive interventions, not simply focus on skills training and logistical considerations. Future directions for research are discussed, including the need to monitor job success over time. (PsycInfo Database Record (c) 2021 APA, all rights reserved

Work Value Differentiation and Profile Elevation: What Do They Predict?

The current study examined work value differentiation and profile elevation (PE). Using a sample of 251 college students who provided data on the O*NET Work Importance Profiler online, it was found that (1) when differentiation of work values was calculated using three indices (i.e., high–low differentiation, Iachan differentiation, and variance differentiation), only Iachan differentiation positively related to indecision; (2) none of the three indices of differentiation related to career maturity; (3) work value PE positively related to extraversion and openness and negatively related to depressive symptoms and career indecision but was unrelated to career certainty and neuroticism; and (4) work value PE moderated the relationship between Iachan differentiation and career indecision. The findings from this study have valuable implications for both vocational counselors and clients and should help to improve the utility of individuals’ work values results

Vocational and Leisure Interests: A Profile-Level Approach to Examining Interests

Although much attention has been devoted to examining the measurement of vocational interests, much less attention has been directed to studying leisure interests, despite suggestions for incorporation of leisure interests into career counseling, particularly for college students. Furthermore, research on the relations between leisure and vocational interests highlights that some leisure interests are highly related to vocational interests, such as interests in Social, Artistic, and Realistic activities. To advance understanding on interests and the relations between leisure and vocational interests, the current study used Latent Profile Analysis, a novel approach to examining interest profiles that identifies groups of individuals with similar profiles. Support was found for seven different interest profiles in a sample of college students. Additionally, a number of mean differences on work values, work centrality, and personality traits among the seven profiles were examined