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This article discusses a study conducted by Emmanouil Papavasileiou and Dimitrios Stergiou on the work values of Millennials in the tourism industry in Greece. The study found that work values can change during the transition from school to work, and that these changes may vary between generations. The research also revealed differences in work values between pre-career and working Millennials, particularly in terms of intrinsic and social work values. The study challenges the notion of a "global" Millennial generation, as it found significant differences in work values between Greek and Canadian Millennials. The study suggests that the transition from school to work has an impact on career development for Greek Millennials. [Extracted from the article]

Socially engaged, participatory music making is slowly establishing itself as a complement to musicians' portfolio careers, although it may still be considered of less value than established concert hall practices. To gain a better understanding of the drivers toward socially engaged practice in music field, we analyzed 20 semi-structured interviews with musicians in Finland, using the lenses of work values and career orientations. The abductive, theoretical reading analysis shows that the musicians viewed the social-relational nature of their work as a fundamental feature of the practice and sought congruence between their work values and other personal values. The interviewees renounced the hierarchy between intrinsic (autonomy, creativity, variety, achievement, challenge, and intellectual stimulation) and social work values (interacting with people, altruism, and contribution to society), and found participatory practice to be artistically freeing and personally rewarding. Their work appeared less driven by extrinsic values (economic gain and status); hence, their self-directed and values-driven orientation resonates strongly with the notion of the protean career. Although their sociopolitical stance involved the risk of weakening their professional status and they had to constantly justify their work amongst their colleagues, they all expressed conscious counternarratives to what they considered the elitism of expert culture in traditional music institutions. The study argues that the practice of socially engaged musicians can help the professional field of music reconsider and transform its stubborn value hierarchies in the complex social, political, ethical, and moral landscapes of contemporary society. [ABSTRACT FROM AUTHOR]

This study was conducted to determine the best-fit model on school culture of teachers as estimated by adversity quotient of teachers, leadership capability and work values of teachers among public elementary schools in Region XI, Philippines. The study used quantitative, non-experimental correlational research using Structural Equation Model (SEM). The 400 teachers among public elementary schools were determined using the stratified sampling procedure. Mean, Pearson r, and SEM as statistical tools. Moreover, adapted survey questionnaires were used to contextualize to the local setting. The result showed that the level of adversity quotient of teachers was high while the level of leadership capability, work values of teachers and school culture were very high. Further, when each exogenous variable is correlated to school culture, results showed that the adversity quotient of teachers, leadership capability and work values of teachers were correlated with school culture. Model 3 came out as the best-fit model that predicted the school culture of teachers. Further, results showed that the best fit model was model 3 showing the direct causal relationships of adversity quotient, leadership capability and work values on school culture of teachers. Furthermore, structure modifications revealed that school culture of teachers was defined by its retained indicators: professional collaboration, affiliative collegiality, and self-determination/efficacy. On the other hand, adversity quotient was described by its domains: control and endurance. Leadership capability was determined by its retained indicators: cognitive capability and role specific and generic competence. Finally, work values of teachers was determined by its retained indicators: competence and growth, comfort and security and status and independence. Findings of the study may be a significant baseline for faculty development programs of educational institutions. [ABSTRACT FROM AUTHOR]

The present study aimed to investigate the relationship between active work behaviors, work values, transformational leadership style, interactive leadership style, work engagement of vocational school teachers with the mediating role of innovation culture and autonomous motivation using SEM. The results showed that the variables of active work behaviors, work values, and transformational and interactive leadership style were related to work engagement. Moreover, the mediating roles of autonomous motivation and innovation culture on work engagement were confirmed. The findings highlighted the importance and role of active work behaviors, work values, and transformational and interactive leadership style in increasing work engagement of vocational school's teachers through autonomous motivation and innovation culture. [ABSTRACT FROM AUTHOR]

This article analyses the driving factors behind the formation of individual work values in European welfare states. By comparing relative preferences for extrinsic and intrinsic work values, we shed light on the discussion of the effects of intergenerational transmission and the structuring effects of labour market policies and regional opportunity structures on the formation of work values. Therefore, a multilevel analysis is applied using the innovative CUPESSE data set, which provides data on young adults and their parents in 65 NUTS‐1‐regions from 11 European countries. The results show that individual work values of young Europeans are most substantively shaped by the respective values of their parents. Furthermore, we demonstrate that individual characteristics such as sex, education and personal unemployment experiences determine preferences for work values. Finally, the paper shows that the local labour market context and welfare state arrangements also play a decisive role in the formation of individual work values. [ABSTRACT FROM AUTHOR]

Purpose: In recent years, there has been a growing trend of individuals willingly opting for employment positions that do not fully use their education, skills and abilities, a phenomenon known as voluntary overqualification. This study aims to investigate the factors that influence and the formation mechanism of this emerging phenomenon. Drawing upon social cognition theory, this study explores the relationship between work values and voluntary overqualification while also examining the mediating role of the future work self and the moderating role of perceived marketability. Design/methodology/approach: This study used a longitudinal approach, collecting data through questionnaires administered at multiple time points. The sample consisted of 607 employees from various departments of five Chinese companies. Regression analysis using the PROCESS macro in SPSS was used to test the research hypotheses. Findings: The results indicate a positive relationship between employees' work values and voluntary overqualification. Furthermore, this relationship is mediated by the future work self. Additionally, perceived marketability plays a moderating intermediary role in the whole model. Originality/value: This study contributes to the overqualification literature by introducing a novel type of overqualification and unveiling the mechanism by which work values influence voluntary overqualification. The findings provide insights for understanding and managing employees who are voluntarily overqualified. [ABSTRACT FROM AUTHOR]

Amidst the Covid-19 pandemic, educators play an essential role in instructing students. This study aimed to assess the correlation between work, values, engagement, and satisfaction among secondary school teachers in the municipality of Aleason during the School Year 2022-2023. The study's results reveal that the extent of work values, work environment, work interaction, and work activities amid the pandemic show that they are always engaged in their work in terms of vigor, absorption, and dedication. Teachers are constantly engaged in their work in terms of vigor, absorption, and dedication. The study revealed that teachers indicate satisfaction with their work from the perspective of intrinsic and extrinsic factors, and it shows a significant relationship between work values and the engagement of standard school teachers. The result also found that the teacher respondents performed well and took responsibility in compliance with their desire to be fulfilled with their work. The pandemic did not hinder them from performing their tasks. [ABSTRACT FROM AUTHOR]

The main thrust of the study was to find out the mediating effect of teaching effectiveness on the relationship between teamwork skills and the work values of teachers in public schools. This study employed a non-experimental quantitative design utilizing the descriptive correlation technique. This study was conducted in Alabel 3 District, Division of Sarangani for the school year 2022-2023. Based on the results, the level of teaching effectiveness was high in terms of content knowledge and pedagogy, learning environment, curriculum and planning, assessment and reporting, and personal growth and professional development, while neither agree nor disagree. In terms of plus factors. The level of teamwork skills was high in terms of communication, time management, problem-solving, listening, critical thinking, collaboration, and leadership. The extent of the work values of teachers was observed all the time in terms of strong work ethics, responsibility, integrity, honesty, reliability, adaptability, accountability, and self-motivation. There was a significant relationship between teamwork skills and work values, teamwork skills and teaching effectiveness, and teaching effectiveness and work values. Lastly, teaching effectiveness on the relationship between teamwork skills and work values was significant but partial. [ABSTRACT FROM AUTHOR]

Enacting occupational values is vital to expert professionals' solidarity and sense of purpose. Yet, many professionals face audiences in their relational contexts—especially powerful clients—who can hold incongruent values and may threaten professionals' jurisdictional control. How can experts enact their values without jeopardizing their jurisdictional control amid clients holding incongruent values? We examine career advisers in undergraduate business schools, whose occupational values often contrasted with values common among their student clients. Through an ethnography of one school's career advisers, combined with interviews of such advisers throughout the United States, we find that advisers navigated interactions by discerning student values and accordingly modulating their value-enactment practices through masking, moderating, or magnifying their values. This allowed advisers to uphold their jurisdictional control when facing students exhibiting incongruent values, while enacting their values with students exhibiting unclear or congruent values. We contribute to the relational perspective on occupations and professions by positing how discernment and modulation help experts navigate relational tensions by recognizing and drawing on intraclientele heterogeneity, unpacking how professionals might not entirely resist or change amid incongruence but instead pursue a more mixed approach, and highlighting when and how experts mask or moderate rather than overtly enact their values. [ABSTRACT FROM AUTHOR]

Work values is a key concept in understanding generational identity in workplace settings. Drawing on a systematic literature review (N = 30), we capture, describe and synthesize the factorial space of work values for the Millennials’ (post 80s) generation in tourism research. The findings reveal a disparate space of more than 70 different factors, derived mostly from inductive approaches. Using a “start with theory” approach drawn on basic human values theory as applied in tourism work settings, we synthesize these factors along four dimensions – instrumental, cognitive, affective, and prestige. This unifying conceptualization brings clarity, enabling tourism scholars to contribute more refined, accurate, and comprehensive work values conceptualizations for intra and cross-generational inquiries in tourism work contexts. [ABSTRACT FROM AUTHOR]

This study examines how markets affect personal culture in the context of postsocialist China. Drawing on several bodies of literature, I argue that China's transition to a market economy promotes materialist values via two causal pathways. First, market transition entails a process of economic liberalization, which accentuates economic incentives and exacerbates existential insecurity. Second, market transition also entails a process of commodification that, by immersing individuals in market relations, crowds out intrinsic motives and normalizes the pursuit of material self-interests. My empirical analysis uses repeated cross-sectional data from a large-scale national survey to demonstrate the effect of market transition through the lens of work values. Taking advantage of China's regional variations in the pace of institutional change, I show that, between 2005 and 2015, provinces where market transition had made greater progress tended to experience a sharper rise in materialist work values. Additional analyses reveal significant differences in work values between state-sector employees and workers in the market sector, and that the relationship between market transition and materialist values extends beyond the work domain. These findings contribute to the theoretical literature on the cultural consequences of markets and the empirical knowledge on cultural change in contemporary China. [ABSTRACT FROM AUTHOR]

A discrepancy between individual values and social support received influences a low degree of career adaptability. This research 122 post-internship students enrolled at the State Islamic Religious College in Sumatra, Indonesia. Work Values Inventory, Multidimensional Scale of Perceived Social Support, and Career Adapt-Abilities Scale (CAAS) were employed as the research instruments using a quantitative design, and multiple regression analysis was adopted to analyse the data. The results showed a significant positive relationship between work values, social support, and career adaptability. Furthermore, the regression model predicted 64.1% of career adaptability, highlighting the synergistic effect of the variables. The results underscored the potential of career counselling interventions in empowering post-internship students by providing essential skills and knowledge for successful career navigation. Implications for career counselling were also discussed, and future analysis was suggested. [ABSTRACT FROM AUTHOR]

Many organizations and career guidance professionals are curious about what personality traits can tell them about a person’s potential, qualities and attitude to work. This study assessed the personality traits, work values and vocational interests of university students. The relationships between these three constructs were investigates, and more specifically, the extent to which personality traits and work value can predict vocational interest. Vocational interest determines one’s career development and work choice. The study included 304 participants with a mean age of 25.4 years (SD=8.11). In our analysis, we used the HEXACO personality questionnaire, the Work Value Questionnaire measuring 15 subcategories and the RIASEC Vocational Interest Questionnaire. The aim of this study is to get a clearer picture of the relationship between personality traits, work values and vocational interests. The results show that personality traits are also predictive, but together with work value, they are stronger predictors of vocational interest. The results are presented in the light of career development. [ABSTRACT FROM AUTHOR]

Leadership practices play a crucial role in sustaining work engagement among Generation Z (Gen Z) employees. The challenge of recruiting and retaining talented employees within companies is currently at its peak, presenting a significant concern for leaders across all levels. The main driving force behind this study is to comprehend effective leadership practices according to Gen Z individuals, identifying factors that would foster their motivation to remain within an organization and those that would prompt them to seek alternative opportunities. This research employs an exploratory model, utilizing a qualitative research design; data was collected through face-to-face and telephonic interviews with 104 Gen Z individuals working in the IT industry. Conditional sampling criteria ensured participants were born on or after 1997, aged 20 or above, and employed full-term in the IT sector, excluding interns. The study reveals that Gen Z values authenticity, meaningful work, and work-life balance in their leaders, with subtle variations based on gender. The study also reveals that "Me Time" and meaningful work are important indicators of employee engagement, and without them, employees would be forced to look outside for opportunities. Overall, this study contributes to understanding Gen Z's work values and leadership preferences, offering guidance for organizations to attract, retain, and motivate this emerging workforce effectively. [ABSTRACT FROM AUTHOR]

The collective changes resulting from the COVID-19 pandemic impacting both individual workers and their environment suggest that changes occurred in workers' person-environment fit. Drawing from the Theory of Work Adjustment and job crafting theory to examine how the pandemic may have shifted workers' needs and the environmental reinforcers that lead to satisfaction, the purpose of this study was to explore how members of the U.S. workforce have adapted to the personal and environmental changes resulting from the COVID-19 pandemic. A total of 439 participants were recruited through Prolific to participate in the study. Regression analyses were conducted to predict workers' changes in values, occupational reinforcers, P-E fit, and adjustment styles. Results indicated (a) that participants who changed jobs during the pandemic reported greater job satisfaction with their new position, (b) that some work values changed for participants, and (c) that workers engaged in job crafting and distinct types of adjustment to increase satisfaction during the pandemic. Implications for future research and applications for career development professionals are discussed. [ABSTRACT FROM AUTHOR]

A persistent teacher shortage obstructs equitable education in the United States. Ample empirical research has identified myriad (often system-level) variables that predict retention of special education teachers (SETs). However, three teacher-level psychological factors have yet to be examined: the moral identity of SETs, basic psychological needs (BPN) satisfaction from special education work, and intrinsic/extrinsic motivation for special education work. This exploratory study conducted multiple regression modeling on 202 cases of practicing SETs to determine the extent that the three factors relate with SET retention as measured by total years special education teaching experience. Results present preliminary empirical evidence that internalized and symbolized moral identity relate with SET retention—but with inverse negative and positive relationships. Furthermore, BPN satisfaction and intrinsic/extrinsic motivation appear to not relate with SET retention. Results point to the potential in considering proximal teacher-level psychological factors to describe and address teacher retention. [ABSTRACT FROM AUTHOR]

Objectives: Addressing the lack of German-language instruments, this study aims to develop a questionnaire that enables the measurement of work values. According to the theory of basic human values (Schwartz, 1992), a culturally fitting questionnaire is validated by covering constructs in the four broader dimensions of Social, Prestige, Intrinsic, and Extrinsic work values. Convergent, discriminant and incremental congruent validity are assessed. Method: Data were collected in a cross-sectional online-based panel survey. Individuals working more than 20 h per week were included (N = 1,049). Using a genetic algorithm, an economical and valid questionnaire was designed to assess work values. Results: The 11 work values are measurable with three items each. They provide a good fit to the data with support for strict measurement invariance. The empirical associations to estimate construct validity overall reflect expected relations to social and individualistic work motives, neuroticism, environmental awareness, and basic values. Furthermore, congruent incremental validity is supported with relations to value congruence of the person-organization fit, and multidimensional scaling supports the assumed theoretical circularity of the work values. Implications: This study developed a questionnaire that enables a theory-based valid measurement of work values. The questionnaire allows practitioners to economically collect information about the value structure of employees or applicants. Future research should consider the development of work values over time and investigate whether more distinctive constructs provide a better fit in the nomological network. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to explore how the competence-based vocational education and training (VET) curricula facilitate shaping of work values of VET students. It discusses methodological and ideological orientations of competence-based VET in teaching work values and discloses the typical characteristics of teaching work values in the VET system of Lithuania. Design/methodology/approach: A quantitative research approach leading to a survey method is adopted to investigate how VET students acquire and apply work-related values and attitudes to work. Findings: The survey of the VET students has disclosed that students are open to accepting different values of work, including cognitive values, social prestige and altruist values. However, orientation of the VET curricula to and provision of instrumental values lead to relatively weak internalization of the work values related to societal and spiritual dimensions. Originality/value: The paper provides empirical evidence regarding the implications of the competence-based curricula for teaching students work values in the school-based VET. [ABSTRACT FROM AUTHOR]

This study examines how individuals understand spiritual calling to work. We draw on theoretic insights from Max Weber and Karl Marx to analyze 186 in-depth interviews with religious individuals in the United States. We argue that these classical frameworks can help us to better understand contemporary religious interpretations of calling in relationship to work. We propose a framework for categorizing ways of viewing work as a calling that consists of intrinsic/extrinsic meanings in work and goals that are proximal/distal to the workplace. While focusing primarily on Christian respondents, we note that some respondents from Jewish and Muslim traditions did not resonate directly with the term "calling" but had alternate ways of viewing their work that closely aligned with Christian conceptions of calling. We ultimately argue for the theoretical benefit of a Weberian conception of calling for contemporary understandings of how meaning is attached to work, but also highlight that seeing work as calling may be a double-edged sword because doing so may provide benefits to workers while simultaneously obscuring their own oppression. [ABSTRACT FROM AUTHOR]

The Generational Theory, on the other hand, has been used uniformly in numerous studies without taking into account the historical, social, and cultural variations from one place to another. Because Generation X, and Millennials are currently the most significant generational cohorts for the employment market, this study aims to investigate from a historical perspective the fundamental and work value, leadership styles, and work attitudes of these generations, taking into account regional differences between the North America and European nations. The review indicates that an increasing number of studies have adopted the assumption that, regardless differences in social and economic situations of different nations, generational cohorts have the same patterns and biases. The research conducted in this article contributes to enhancing the approach of generational theory in organizational behaviors studies and highlighting the idea of stark disparities across various areas and nations based on various historical occurrences. [ABSTRACT FROM AUTHOR]

Since the days of Hofstede (1980), cross-cultural comparisons of countries based on societal-level work values have been a norm. This approach has been represented more recently in Ronen and Shenkar's (2013) 11 clusters of country cultures. However, more contemporary research found within-country heterogeneity of values/behaviors is substantial and growing exponentially across today's twenty-first century businessworld. We investigated, across a sample of 39 societies, whether work values variance within societies was greater than work values variance across societies, and whether individual work values differences contributed more to predictions of behavioral performance criteria than the society in which the individuals lived. Both sets of analyses addressed how work values conceived at societal-levels are relevant in understanding the twenty-first century businessworld. Our findings revealed first that there was substantial within-society values heterogeneity, which resulted in the failure to replicate Ronen and Shanker's (2013) societal cluster aggregations. Second, we found individual-level values contributed significantly to the prediction of employees' behaviors, while societal-level values contributed substantially less. These findings strongly suggest that cross-cultural studies of work values predictive power are most relevant when conducted at the individual-level. Finally, we also make available for future investigators a 51-society database containing 11,780 individual-level records. [ABSTRACT FROM AUTHOR]

The development and implementation of information systems strategy in multi-national corporations (MNCs) faces particular challenges—cultural differences and variations in work values and practices across different countries, numerous technology landscapes and legacy issues, language and accounting particularities, and differing business models. This article builds upon the existing literature and in-depth interviews with eighteen industry practitioners employed in six MNCs to construct an operational model to address these challenges. The research design is based on an inductive, qualitative approach that develops an initial conceptual framework—derived from the literature—into an operational model, which is then applied and refined in a case study company. The final model consists of change components and process phases. Six change components are identified that drive and underpin IS strategy—business strategy, systems projects, technology infrastructure, process change, skills and competencies, and costs and benefits. Five core process phases are recognized—review, align, engage, execute, and control. The model is based on the interaction between these two dimensions—change components and process phases—and an action list is also developed to support the application of the model, which contributes to the theory and practice of information systems deployment in MNCs. [ABSTRACT FROM AUTHOR]

The main thrust of the study was to determine the teachers' technology-based teaching practices in terms of instructional planning, instructional delivery, classroom management, teacher-learner interaction, subject content, evaluation, and professional responsibility in relation to teachers' competence and work values in the Province of Bohol during the School Year 2021-2022. Further, this study sought to determine the significant relationship among variables. The study utilized the descriptive-correlational research design with the aid of online survey questionnaires to gather the needed data. It was conducted among the 24 public central elementary schools in the Division of Bohol with six hundred sixty-one (661) teachers. The gathered data were treated using the percentage formula and weighted mean. The significant relationships were computed using the Chi-square and Spearman's Rank Correlation Coefficient. The results of the study revealed that teachers highly practiced technology based teaching and using technology-based tools/equipment in teaching. In addition, it was found out that there was a significant relationship between the teachers' implementation of technology-based teaching practices, teachers' competence and work values. The researcher concluded that the elementary school teachers in public schools of Province of Bohol generally highly implemented the technology-based teaching practices and considered to be highly competent in using technologybased resources in teaching and learning during the COVID-19 pandemic. Thus, practicing technology-based teaching play a significant role towards honing teachers' competence and work values that contribute to innovation in education and professional development. Hence, it is recommended that the Department of Education may provide more technology-based equipment/resources for each school such as laptops and desktop computers to better enhance the teachers' level of implementation of technology-based teaching practices and their teaching competence. Administrators may conduct school-based/district-based technology-based teaching practices trainings and encourage them to undergo massive open online courses/face-to-face to enhance the student learning and will be aware about modern trends and innovation in education. [ABSTRACT FROM AUTHOR]

Objective: The aim of this study was to analyze the differences related to work values and attitudes toward the technology of Generation Z in Brazil and Germany. Method: The proposed hypotheses were tested in a survey of 122 Brazilian and German participants. The data were analyzed using t-test and logistic regression models. Main Results: The results present differences between Brazilian and German Generation Z, challenging the literature that analyzes Generation Z as a global generation and reinforcing cultural differences between nationalities. The Brazilian sample presents more instrumental and prestige work values and is more positive and less negative regarding technology than the German sample. Relevance/Originality: The paper’s contribution provides evidence of Generation Z’s differences according to nationalities relevant to shaping their relationship with work and technology. The analysis of both constructs is interesting nowadays because of their interrelationship and the current changes in global work boundaries. Theoretical/Methodological Contributions: The literature predominantly presents that Generation Z is a global generation. Comparing participants from two countries with different levels of development provides an insight into their differences regarding work values and attitudes, which can be valuable for business management literature. Practical/Social Contributions: Recommendations for businesses are provided to improve attraction and retention strategies to tackle the shortage of skilled workers. This implies management strategies for firms with multicultural teams. [ABSTRACT FROM AUTHOR]

The increasing ethical infringements, moral violations, and disciplinary problems among employees point to the deteriorations in employee values. Hiring employees merely on common competency-based recruitment (CBR) versus value-based recruitment (VBR) ignores the critical role of values in guiding employee behaviours, thus contributing further to the problems. This study involves a qualitative approach using NVivo text analysis tool to analyse texts and word frequency from 44 references, including 35 journal articles, six policy papers, two books or book chapters and one conference proceedings. The results show that Public Sector ICT Management Review was the top journal with the highest coverage of the study's main themes, followed by the Journal of Education for Teaching, the Human Resource Management Review, and the Advances in Health Science Education indicating the importance of the value-based workforce in these four areas of employment (i.e., public sector, education, human resource, and health). The word frequency analysis also shows the five most-used words were "values," "work," "based," "selection," and "recruitment." These findings show that the references used in this study are valid and reliable relevant to the study's main themes. Value-based workforce relates to value-based recruitment -- building a value-based workforce begins with a good recruitment strategy. In the Islamic context, Islamic work values are highly influential and Islamic work-related values have been used as recruitment conditions for hiring employees during the Prophet Muhammad's (pbuh) time and the rightly guided caliphs. If incorporated into the value-based model of recruitment, Islamic-related work values could potentially build a value-based workforce. This study has a significant implication to managers especially in finding good employees for the success of the organisation. Recruiting employees through value based recruitment and selection is believed could reduce many work-related issues and improve organisational effectiveness. This study adds to the body of knowledge on value-based hiring by incorporating theories and Islamic work ideals, which can be used as a guide for future research. [ABSTRACT FROM AUTHOR]

This study aims to determine employee motivation, work performance, and client perception in the accounting department of the Palawan Provincial Government. Specifically, it identifies the employees' motivational factors, the employees' work performance, and the client's perceptions of the employee's work performance. The study likewise analyzes the significant relationship between the demographic profile of the employees and the motivational factors. It analyzes the significant relationship between work performance by the employees and the perception of their clients about the work performance of the employees. Finally, identify the issues and concerns of the employees and clients. The descriptive correlation method was used. The data were analyzed using frequency counts, percentages, Likert scale, t-test, and Pearson r. The intrinsic motivation factor of the employees is fairness in treatment at the workplace. Whereas the extrinsic motivation factor is safe working at their workplace. The work performance provided by the employees is generally performing well in their jobs in terms of professionalism, ethics, operating procedures, and promptness of service. The perception of their clients about the work performance of the employees is very high. This is evident in the very high ratings for all categories of work performance, including promptness of service, operating procedures, communication, accuracy and attention to detail, professionalism and ethics, and problem-solving and assistance. Furthermore, the results revealed no significant relationship between the work performance provided by employees and their client's perception of the employee's work performance. The findings revealed that some of the employees' issues and concerns are training and lack of office equipment. At the same time, some of the clients' issue and concern is the automation of repetitive tasks. [ABSTRACT FROM AUTHOR]

This study examines the effects of intrinsic work values, financial reward, work environment, professional training, professional recognition, social values, labor market considerations, personality, and spirituality on students’ interest in working in Islamic entities. The population of this study is 4,022 accounting students in the even semester of the 2021 academic year from four Islamic Universities in the special region of Yogyakarta. 148 students were selected as the research sample using the convenience sampling method. Based on the multiple linear regression analysis, the results of this study conclude that the intrinsic values of work, financial reward, and professional training have significant and positive effects on student’s interest in working in Islamic entities. The most dominant variable influencing students’ interest in working in Islamic entities is the intrinsic values of work. Meanwhile, work environment, professional recognition, social values, labor market considerations, personality, and spirituality do not affect students’ interest in working in Islamic entities. The results of this study contribute to Islamic entities to improve the system of employee recruitment to get the employees with the qualifications expected.

Generational differences in work values, specifically in India, are now having an impact on organizational effectiveness and workplace environments. Even though a wide range of perspectives, experiences, and skill sets might be valuable to a business, generational mixing can also lead to conflict and a lack of agreement in the workplace. Such disagreements have a negative effect on the workplace since they reduce productivity and negatively damage employee morale. To solve the problems of inefficiency caused by the generation gap, different generations in the workplace must understand the differences between the three generations and be able to get along with each other.

Abstract Aim This study aimed to develop the nurses' Work Values Scale (WVS) to determine how important certain values are for nurses and to psychometrically test the scale. Design Instrument development and validation study. Method A two‐phase scale development process comprising item generation, scale improvement and psychometric property evaluation was used. In the first phase, scale items were identified. In the second phase, item and exploratory factor analyses were performed in Study 1, and confirmatory factor analysis, validity verification and reliability verification of the nurses' WVS were performed in Study 2. Results As a result of the analysis, a scale of 30 items with four subdomains was developed. In convergent validity and reliability verification, it was shown that the nurses' WVS has acceptable validity and reliability. No Patient or Public Contribution Patients or members of the public were not involved in this study.

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Understanding work values and their impact on career behavior is crucial in organizational settings. This study aimed to investigate Filipino work values among school heads in selected elementary schools in the Division of Zambales and its relationship to job satisfaction. Utilizing survey questionnaires, data was collected from school head-respondents to assess their work values and job satisfaction levels. Result showed that Filipino work values were rated as highly important by the school head-respondents, and overall job satisfaction was reported to be high. Significant differences in Filipino work values were observed based on various factors. Specifically, environmental work values varied significantly when grouped according to monthly income, familial work values varied significantly based on position/designation and monthly income, and organizational work values differed significantly when grouped according to sex. However, no significant differences in job satisfaction were found when school head-respondents were grouped based on profile variables such as job security, work environment, job responsibilities, and community linkages/attachments. Based on these findings, it is recommended that the Human Resource Management (HRM) Office may consider thorough evaluation of work values prior to promotion of employees. Furthermore, future researchers may conduct further studies on the strategies on Filipino work values and job satisfaction among school heads involving a wider scope of sample and research locale to validate the findings obtained from this study. Understanding and promoting Filipino work values can lead to a more fulfilled and effective school leadership, ultimately benefiting the educational environment and overall school performance. [ABSTRACT FROM AUTHOR]

The study investigates the relationship between work values and job satisfaction among teachers, aiming to understand how teachers' values influence their overall job satisfaction. Specifically, the focus is on Filipino work values among elementary school teachers in the Division of Zambales. A survey questionnaire was employed to assess the work values and job satisfaction of teacher-respondents. Results revealed a demographic profile of primarily female teachers in the early middle-aged group, married, Roman Catholic, Master's degree holders, with substantial teaching experience, occupying the position of Teacher I, and earning an entry-level monthly income. Filipino work values received high ratings, emphasizing their significance in shaping professional attitudes. Teacher-respondents expressed a high level of job satisfaction. Significant differences in Filipino work values were identified, including intellectual achievement orientation, interpersonal values, managerial values, material values, occupational values, religious values, organizational values, and variety values, based on various demographic factors. Similarly, significant differences in job satisfaction were noted concerning job security and job responsibilities. The study established a significant relationship between Filipino work values and job satisfaction among elementary teacher-respondents. Recommendations include a thorough evaluation of work values by the Human Resource Management (HRM) Office before employee promotion. Future research should expand the scope to validate and generalize findings, contributing to a more comprehensive understanding of Filipino work values and job satisfaction among teachers. [ABSTRACT FROM AUTHOR]

To understand human behavior, social scientists need people and data. In the last decade, Amazon's Mechanical Turk (MTurk) emerged as a flexible, affordable, and reliable source of human participants and was widely adopted by academics. Yet despite MTurk's utility, some have questioned whether researchers should continue using the platform on ethical grounds. The brunt of their concern is that people on MTurk are financially insecure, subject to abuse, and earn inhumane wages. We investigated these issues with two representative probability surveys of the U.S. MTurk population (N = 4094). The surveys revealed: (1) the financial situation of people on MTurk mirrors the general population, (2) most participants do not find MTurk stressful or requesters abusive, and (3) MTurk offers flexibility and benefits that most people value above other options for work. People reported it is possible to earn more than $10 per hour and said they would not trade the flexibility of MTurk for less than $25 per hour. Altogether, our data are important for assessing whether MTurk is an ethical place for research. [ABSTRACT FROM AUTHOR]

Interface models of diamond-coated cemented carbide tool WC-Co / SiC/ Diamond with Co mass fraction of 6%, 8%, 10% and 12% were constructed. The influences of different deposition temperatures on the interface bonding strength were simulated with the molecular dynamics method, and the reasons were analyzed from perspectives of adhesion work and bond length distribution. The adhesion work analysis indicates that, compared with the other three Co content interface models, the two interfaces in WC-6% Co / SiC/ Diamond interface model have the highest adhesion work values at seven deposition temperatures. At different deposition temperatures, both interfaces of WC-6% Co / SiC and SiC/ Diamond in WC-6% Co / SiC/ Diamond have the highest adhesion work values of 2. 468 and 5. 394 J / m² at 1 123 and 1 173 K, respectively. The analysis results of bond length distribution indicate that, at any deposition temperature, compared with the other three Co content interface models, the maximum value of the bond length distribution range at each interface of WC-6% Co / SiC/ Diamond is smaller. The interface model obtained by sequentially depositing SiC layer on WC-6%Co substrate at 1 123 K and diamond coating on SiC layer at 1 173 K has the shortest interface bond length, the largest bond energy, and the best interface bonding property. Key words: diamond-coated cemented carbide; WC-Co / SiC/ Diamond; deposition temperature; Co content; interface [ABSTRACT FROM AUTHOR]

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