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When it comes to Chinese transformational leadership behavior, the focus seems to be Confucian work value; nonetheless, it represents only one of the Chinese traditions. In order to have a better understanding the relationship between Chinese traditional values and transformational leadership behavior, Taoist work value should also be taken into consideration. Thus, this study firstly develops Confucian and Taoist work value scale (study 1) and then applies this scale to examine its relationship with transformational leadership (study 2). The results show that while Confucian work value is the most consistent predictor of core transformational leader behavior and high-performance expectations, Taoist work value is the most consistent predictor of intellectual stimulation.

Work values act as guiding principles for individuals’ work-related behavior. Economic self-sufficiency is an important predictor for psychological well-being in adulthood. Longitudinal research has demonstrated work values to be an important predictor of economic behavior, and consequently of self-sufficiency. Socialization theories designate parents an important role in the socialization of their children to cultural values. Yet, extant literature is limited in demonstrating the role families play on how youth develop agentic pathways and seek self-sufficiency in transition to adulthood. This study presents a meta-analytic review investigating the intergenerational transmission of work values, which is frequently assessed in terms of parent–child value similarities. Thirty studies from 11 countries (N = 19,987; Median child age = 18.15) were included in the analyses. The results revealed a significant effect of parents on their children’s work values. Both mothers’ and fathers’ work values, and their parenting behavior were significantly associated with their children’s work values. Yet, similarity of father–child work values decreased as child age increased. Our findings suggest a moderate effect, suggesting the influence of general socio-cultural context, such as generational differences and peer influences, in addition to those of parents on youth’s value acquisition. Our systematic review also revealed that, despite its theoretical and practical importance, social science literature is scarce in comprehensive and comparative empirical studies that investigate parent–child work value similarity. We discuss the implications of our findings for labor market and policy makers.

Purpose Work values are a representation of people’s priorities as they reflect what is pertinent for them and what they want to accomplish. In light of this, the purpose of this study is to understand the priorities given to work values (extrinsic and intrinsic) by employees and also to explore whether these work values vary with the levels of work engagement and job burnout. Design/methodology/approach The study was based on the survey responses of 386 officers working in Indian manufacturing organisations engaged in different areas. Findings The findings reveal that security officers give much priority to extrinsic work values than intrinsic work values (IWVs). Moreover, IWVs vary with different levels of work engagement along with job burnout. The security officers belonging to the engaged group differ significantly with those belonging to the job burnout group in terms of IWVs. Moreover, work values also have a negative correlation with job burnout and a positive correlation with work engagement. Originality/value This study explores the variation in work values of security officers working in Indian manufacturing organisations with changes in levels of job burnout and work engagement, which is a novel contribution in the field. The findings also advocate that it is crucial for human resource managers, supervisors and key people in organisations to find out employees showing early signs of job burnout (exhaustion or disengagement) or early stages of strain and frustration as the priorities of work values of the employees are affected by these parameters. Such identified employees should be provided with required managerial support and necessary work resources immediately.

In this study, we examine two research questions: Are the work values of young people determined by the work values of their parents? Is the transmission of work values conditioned by the young adults’ gender? We use original survey data for respondents aged 18–35 and their parents in Denmark, Germany, Turkey, and the UK to explore these questions. Our findings reveal a robust pattern: in all four countries and for all four types of work values we measure, young adults’ work values are strongly influenced by their parents’ work values. We also find a gender effect among German respondents: work plays a more central role in the lives of young men than in the lives of young women. Gender helps to explain attitudes toward female labor force participation in all of the countries we studied, and we find no evidence that gender conditions the effect of the intergenerational transmission of work values except for in the UK, where gender does condition the effect of family attitudes on young peoples’ extrinsic work values and their views on work centrality.

Elucidating nurses’ work values will contribute to creating a work environment consistent with individual nurses’ work values and help them overcome challenging situations. This study aimed to create a short version of the Nurses’ Work Values Scale and verify its psychometric properties and usability among nurses, public health nurses, midwives, and licensed practical nurses. The short version was developed in three steps. In Step 1, a 12‐item scale was created from the original 30‐item Nurses’ Work Values Scale via a multidimensional item response theory based on data obtained from 1587 nurses. In Step 2, we modified the wording of the items and verified the scale’s content validity. In Step 3, we obtained new data from 1220 nurses, public health nurses, midwives, and licensed practical nurses who worked in various settings. Subsequently, we verified the psychometric properties of the 12‐item scale. The developed scale made it possible to measure work values among nurses working in hospitals, nursing care facilities, visiting nursing settings, and public health nurses. Simultaneously, the burden of responding to surveys was reduced. In the future, it is hoped that this scale will be used on a large longitudinal cohort of nurses working in various workplaces to track life events and changes in family background, thereby clarifying changes in work values and the factors that influence them. In addition, by knowing nurses’ values, nursing managers can take measures such as adjusting work to match each nurse’s work values. This could help promote alignment between the values of individuals and organizations and reduce turnover rates.

Ethical issues such as value decadence, moral laxity, and negative attitudes to work among Nigerian employees such as teachers remain worrisome trends especially with regards to professional integrity. These problems in workplace settings could be associated with negative perceptions of organizational demands, values, and principles. Given this, this study examined the effect of rational emotive occupational intervention on the perceptions of work value and ethical practices among primary school teachers in Nigeria. A group-randomized control intervention with 148 primary school teachers as participants was employed. Participants were allocated to the treatment group (n = 74) and waitlisted control group (n = 74). The participants in the treatment group received a 12-week program whereas the comparison group was waitlisted, evaluated at three points. The results showed that rational emotive behavioral occupational intervention was significant in the work values of primary school teachers in Nigeria as measured by Organizational Values Scale and Value Congruence Scale. Rational emotive occupational intervention was significant in the ethical sensitivity of primary school teachers in Nigerian as measured by Ethical Sensitivity Scale. It was also found that the rational emotive behavioral occupational intervention has long-term significant effects on work value and ethical practices among primary school teachers in Nigeria as measured by Organizational Values Scale, Ethical Sensitivity Scale, and Value Congruence Scale. Therefore, we conclude that rational emotive behavioral occupational intervention is effective in reducing the negative perceptions of work value and ethical practices among primary school teachers in Nigeria.

Given the need to guarantee sustainable, high-quality preschool education and considering preschool teachers’ central role in children’s learning and growth, the effective development of preschool teachers requires serious attention. This study explored the current intention to stay and the factors predicting retention intention among 214 urban preschool teachers in China using a retention intention scale, work value scale, and workload scale. The results showed that the preschool teachers’ retention intentions were above average, with age, marital status, major, years of experience, weekly working hours, salary, working relationship with the preschool, and the type and rank of the preschool significantly influencing this intent. Educational background, qualification certificate, and job title did not affect these intentions. The results indicated that workload was negatively associated with ECTs’ retention intentions, whereas work values were positively associated. Although the interaction between overall workload and total work values was not significant, further analysis of subdimensions revealed that intrinsic values amplified the negative effect of workload on retention intentions, while extrinsic values mitigated it. No significant moderating effect was found for external rewards. The findings highlight potential avenues for improving retention intention by focusing on intrinsic and extrinsic values and alleviating teacher workload in preschools and governmental institutions. This can, ultimately, have developmental benefits for both children and ECTs. Plain Language Summary Factors influencing professional persistence: The role of workload and work value The retention of preschool teachers is a critical factor in fostering professional development and enhancing the quality of early childhood education. This study investigates the impact of workload and work values on preschool teachers’ job retention intentions. A survey of over 200 teachers from diverse kindergarten settings revealed a significant negative correlation between workload intensity and retention willingness. Conversely, teachers demonstrated higher retention intentions when they perceived their work as meaningful, experienced a harmonious organizational climate, and maintained positive collegial relationships. Although the interaction between overall workload and total work values was not significant, further analysis revealed that interactions between workload and specific work value dimensions significantly influenced retention intentions. The findings suggest that preschool administrators and policymakers should implement strategies to reduce workload burdens, cultivate supportive work environments, and provide enhanced professional development opportunities to improve teacher retention rates.

Napjainkban a munkaerőpiacra egyre nagyobb számban belépő, a digitális világot adottságnak tekintő Z generáció munkapiaci sajátosságaival számos kutatás foglalkozik, mert a fiatalok más elvárásokkal és kompetenciákkal rendelkeznek, melyhez illeszkedve a munkaerő megszerzése és megtartása új kihívások elé állítja a vállalatokat. A szervezetek humánerőforrás-állományának biztosításához megfelelő ösztönző rendszert kell kialakítani, ehhez ismerni kell a munkavállalók értékrendszerét, melyet az elmúlt évek gazdasági változásai is formálnak. Jelen kutatás célja a Z generációhoz tartozó, hamarosan munkapiacra lépő, jelenleg gazdasági területen felsőoktatási tanulmányokat folytató fiatalok munkával kapcsolatos preferenciáinak megismerése a Super-féle munkaérték-kérdőív segítségével. A 355 elemű mintán végzett empirikus vizsgálatok eredményeként főkomponens elemzés segítségével megalkotható egy munkaérték-piramis, mely jól tükrözi a fiatalok munkapiaci preferenciáit, illetve azok hierarchikus strukturálódását. A munkaértékek új szemléletű, statisztikai vizsgálatokon alapuló rendszerezése rávilágít arra, hogy a fiatalok motiválása új szemléletet követel meg, melyhez alkalmazkodva a vállalatok hatékonyabb ösztönző rendszereket alakíthatnak ki a tehetséges munkaerő megszerzése és megtartása érdekében.

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. Instrument development and validation study. 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. 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. Patients or members of the public were not involved in this study.

Despite the increasingly diverse ethnic composition of the British labor force, there is no research investigating whether ethnic minorities have different work values from the White British demographic (White British). Using nationally representative data (2012–2013), this article fills this gap by comparing extrinsic and intrinsic work values between White British and five ethnic minorities, while distinguishing between first and second generations. The results show that both first- and second- generation minorities have stronger extrinsic work values than White British, but the ethnic differences are more pronounced for the second generations. Compared to White British, while first-generation minorities have weaker intrinsic work values, the second generations have stronger intrinsic work values. Differences in extrinsic work values are partly explained by differences in age, education and income, while differences in intrinsic work values are largely explained by age, education and job autonomy. These results hold significant implications for understanding the career choices of ethnic minorities and labor market outcomes.