Schneider Jannick, Striebing Clemens, Hochfeld Katharina, Lorenz Timo
Center for Responsible Research and Innovation, Fraunhofer Institute for Industrial Engineering, Berlin, Germany.
Department of Psychology, MSB Medical School Berlin, Berlin, Germany.
Front Psychol. 2024 Apr 5;15:1296282. doi: 10.3389/fpsyg.2024.1296282. eCollection 2024.
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.
Data were collected in a cross-sectional online-based panel survey. Individuals working more than 20 h per week were included ( = 1,049). Using a genetic algorithm, an economical and valid questionnaire was designed to assess work values.
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.
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.
鉴于缺乏德语工具，本研究旨在开发一份能够测量工作价值观的问卷。根据基本人类价值观理论（施瓦茨，1992年），通过涵盖社会、声望、内在和外在工作价值观这四个更广泛维度中的构念，对一份文化适配的问卷进行验证。评估收敛效度、区分效度和增量一致性效度。
数据通过基于网络的横断面小组调查收集。纳入每周工作超过20小时的个体（n = 1049）。使用遗传算法设计了一份经济有效的问卷来评估工作价值观。
11种工作价值观各用三个项目进行测量。它们与数据拟合良好，并支持严格的测量不变性。用于估计构念效度的实证关联总体上反映了与社会和个人主义工作动机、神经质、环境意识及基本价值观的预期关系。此外，与个人 - 组织契合度的价值一致性的关系支持了一致性增量效度，多维尺度分析支持了工作价值观假定的理论循环性。
本研究开发了一份能够基于理论对工作价值观进行有效测量的问卷。该问卷使从业者能够经济地收集有关员工或求职者价值结构的信息。未来的研究应考虑工作价值观随时间的发展，并调查更具独特性的构念是否能更好地适配于理论网络。
