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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]

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]

• Value structures increased in differentiation across adolescence. • Value for community formed a distinct factor only from mid-adolescence and on. • Individual differences in value importance became more stable over time. • Mean level of intrinsic values remained stable, if not decreased slightly. • Higher family SES was associated with—albeit weakly—higher extrinsic values. According to self-determination theory, intrinsic values foster personal and societal wellness, while extrinsic values detract from them. This study examined the developmental change/stability in intrinsic and extrinsic values from early to mid- and late adolescence and how these values relate to family SES. Three aspects of change/stability were examined: structures, rank-order stability, and mean level. An existing dataset from a multi-wave multi-cohort panel study was used involving 2,378 (Cohort 1) and 2,351 (Cohort 2) Korean adolescents. Across adolescence, value structure became more differentiated; rank-order stability increased; mean levels of intrinsic values remained stable, if not decreased; family SES was associated with higher levels of extrinsic values. These findings contribute to the cultural diversity of the existing knowledge on personality development. [ABSTRACT FROM AUTHOR]

The use of unproctored Internet-based testing (IBT) for personality assessment is increasingly popular, especially in personnel selection. Previous studies on its equivalence to traditional proctored paper-and-pencil testing (PPT) have used between-subjects designs, which makes it difficult to separate intergroup effects from format effects, and have shown mixed results. The aim of the present study was to assess the quantitative, qualitative, and auxiliary equivalence of unproctored IBT and proctored PPT of personality, using a within-sample design. Undergraduate students ( n = 407) completed both an Internet and a paper-and-pencil version of a measure of the Big Five, with a 1 to 3 week interval. The proctored paper-and-pencil assessment was completed in class and the unproctored Internet assessment was completed at the time and place chosen by the participants. Results showed effect sizes for mean differences to vary from null to small. Skewness and kurtosis indices, reliability coefficients, intercorrelations magnitudes, as well as factor solutions, were highly similar across formats. Respondents did not prefer IBT over PPT on a series of statement about their perceptions and reactions to IBT. In conclusion, results suggest that IBT and PPT of the Big Five personality traits are equivalent, and that the data obtained are comparable across formats. [ABSTRACT FROM AUTHOR]