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The association between work values and key motivational variables has been repeatedly supported in previous studies. However, little attention has been devoted to understanding intraindividual patterns of work values and how combinations of work values relate to other motivational variables. This study aimed to identify profiles of work values based on a four-factor model (i.e., intrinsic, extrinsic, social, and status). It also investigated how profile membership relates to basic psychological need satisfaction and frustration at work using a self-determination perspective. A sample of French Canadian adults (N = 476) participated in this study by filling out an online questionnaire. Latent profile analyses revealed five distinct work values profiles. Results showed that participants in more positive profiles (i.e., high level of intrinsic, social, and status work values) generally reported higher level of need satisfaction and lower level of need frustration at work than participants belonging to more negative profiles (i.e., low level of intrinsic, social, and status work values). These results support the importance of considering work values in organizational and career development interventions, and to do so using a person-centered approach, to better understand need satisfaction and frustration at work. [ABSTRACT FROM AUTHOR]

This study investigated the mediating role of basic psychological needs at work in the association from work values to job satisfaction. Using a four-factor model of work values, we tested how each work value factor was related to basic psychological need satisfaction and frustration at work. The sample included 228 workers (72% female) surveyed twice over a 7-week interval. Results showed that need satisfaction at work was positively predicted by intrinsic and social work values and negatively predicted by extrinsic work values. Need frustration at work was positively predicted by extrinsic and status work values and negatively predicted by intrinsic work values. Also, need satisfaction fully mediated the relationship from intrinsic, extrinsic, and social work values to job satisfaction. These findings suggest that organizational and career development interventions aiming to enhance employees need satisfaction at work should aim to promote growth-oriented work values endorsement rather than instrumental work values. [ABSTRACT FROM AUTHOR]

The most recent version of the widely used NEO Inventories, the NEO-PI-3, has been translated in several languages worldwide, including Canadian French. Probably the main criticism of the validity NEO-PI-3 has to do with the confirmation of its factor structure in confirmatory factor analysis (CFA). The present study aimed to assess the structural validity of the NEO-PI-3 at the full model level, testing the original model as well as alternative more complex models. Single-factor models at the trait level, and at the basic measurement (facet) level, were also tested. French-Canadian data from real-life settings were analyzed (n = 1313). None of the three full models tested with CFA reached acceptable fit. However, acceptable fit for the oblique full model was reached in the unrestricted framework of partial confirmatory factor analysis (PCFA). Yet, the PCFA revealed substantive crossloadings between Extraversion and Agreeableness facets. Only single-factor models of Neuroticism and Conscientiousness evidenced good model fit, and thirteen of the thirty facets showed acceptable fit. Further analyses indicated that poor model fit for the facets could be explained by high covariances between item measurement errors. The inadequate model fit of the NEO-PI-3 seems to be due to the complexity of the model and to model misspecifications. [ABSTRACT FROM AUTHOR]