Work values across generations: Development of the New Work Values Scale (NWVS) and examination of generational differences

Barbara Stiglbauer · Marlene Sophie Penz · Bernad Batinic

36 citations0/0 files storedFrontiers in Psychology

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Generational Differences and Trends Job Satisfaction and Organizational Behavior Employer Branding and e-HRM

Abstract

The “battle for talent” requires organizations to more strongly focus on employer branding strategies, and, thus, on work values or work orientations of potential candidates. We therefore developed and validated the New Work Values Scale (Study 1; n = 316), a brief, 28-item, rating scale that covers a broad set of both, instrumental and symbolic, values, relevant for the appraisal of an employers’ attractiveness. We also applied the scale to a sample representative to the German online population, to explore the controversially discussed generational differences in work values (Study 2; n = 956). Results revealed that work values associated with sustainable organizational development or basic needs were highly similar across generations. Younger and older generations only differed significantly with regard to how much they valued clarity, money, career, development, stimulation, and relating, all of which are highly plausible from a lifecycle perspective.

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References

1992Universals in the Content and Structure of Values: Theoretical Advances and Empirical Tests in 20 Countries 2017Self-Determination Theory in Work Organizations: The State of a Science 1997Jobs, Careers, and Callings: People's Relations to Their Work 2004Conceptualizing and researching employer branding 2016A Review of Self-Determination Theory’s Basic Psychological Needs at Work 2019Constructing validity: New developments in creating objective measuring instruments.2010A Review of the Empirical Evidence on Generational Differences in Work Attitudes 2003THE RELATION OF INSTRUMENTAL and SYMBOLIC ATTRIBUTES TO A COMPANY'S ATTRACTIVENESS AS AN EMPLOYER

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