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Bellarts, Stella Beach. "Personal Values, Work Values, and Job Interests of Nursing Students". PDXScholar, 1992. https://pdxscholar.library.pdx.edu/open_access_etds/4669.
Pełny tekst źródłaHewlett, Sarah. "Values, disability and personal impact in rheumatoid arthritis". Thesis, University of Bristol, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.310640.
Pełny tekst źródłaTrail, Galen Talbott. "Intercollegiate athletics : organizational goals, processes, and personal values /". The Ohio State University, 1997. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487947501136163.
Pełny tekst źródłaCahill-O'Callaghan, Rachel. "The influence of personal values on legal judgments". Thesis, Cardiff University, 2015. http://orca.cf.ac.uk/90807/.
Pełny tekst źródłaPekki-Erikkila, Susanna Terhikki. "Personal values and value conflicts in the work environment : a study of subjective experience". Thesis, Birkbeck (University of London), 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.397766.
Pełny tekst źródłaCampos, Sánchez Alejandro. "The Role of Personal Values in the Entrepreneurial Process". Doctoral thesis, Universitat de Barcelona, 2014. http://hdl.handle.net/10803/289568.
Pełny tekst źródłaInnerarity, Daniel. "Exchange Values. Suggestions foran Ethical Formation of Personal Freedom". Pontificia Universidad Católica del Perú - Departamento de Humanidades, 2013. http://repositorio.pucp.edu.pe/index/handle/123456789/113126.
Pełny tekst źródłaLa cuestión acerca de la crisis de valores es reconducida a un examen de los denominados valores postmaterialistasy la nueva ética del cuidado. La individualización social no disuelve necesariamente los valores sino que les confiere una nueva forma. aquélla que, como el espacio de la promesa, tiene su origen en la capacidad de obligarse libremente. Se contigura así una especie de distancia de seguridad respecto de sí mismo gracias a la cual es superado el deseo inmediato, los otros irrumpen en nuestras valoraciones y se adquiere la sabiduría de la decepción.
Kapfenberger-Poindl, Ursula [Verfasser]. "Importance and Impact of Personal Values in Leadership : With consideration of the relationship between leadership style, personal value structure and personal role models / Ursula Kapfenberger-Poindl". München : GRIN Verlag, 2020. http://d-nb.info/1219574430/34.
Pełny tekst źródłaLlena, Clément. "Enseigner ce que l’on est : quand la concordance de valeurs rime avec bien-être au travail. : Le cas des enseignants d’EPS de l’académie de Lille". Thesis, Bordeaux, 2019. http://www.theses.fr/2019BORD0251.
Pełny tekst źródłaIn their professional practice, personal motivation often guide teachers based on their personal values. These translate into behaviours, discourses, attitudes, and in fine, characterize a pedagogical style. Their importance is relative and creates a hierarchy that may differ from one teacher to another. In this thesis, we examine to what extent specific values may contribute to the increase of well-being at work. Also, is acting following one’s values while teaching a factor leading to well-being? The purpose of this thesis was to examine the relationship between values and well-being at work in Physical Education (PE) teachers.Within the theoretical framework of basic human values (Schwartz, 1992), one questionnaire was developed with 599 PE teachers to examine the professional values of french PE teachers in the area of PE teaching. Then the work was conducted in two steps.First, 396 PE teachers from Lille Academy completed a questionnaire to identify their profile of values, their values operationalized in PE, and their level of subjective well-being at work.Multifactorial statistical analyses show that values are a crucial variable to explain and predict well-being at work. Teachers scoring high in openness to change and self-transcendence higher-order values reported significantly higher well-being levels than those exhibiting high scores in conservation for PE teachers. One’s values are more determinant and significant. Concordance between values and professional practices should thus be an essential goal to reach in order to improve well-being at work.Besides, we identified four characteristic PE profiles according to their value systems and level of well-being: "harmonious," "composers," "detuned," and "without musical scores".Alongside these surveys, we conducted twelve semi-structured interviews with PE teachers taken from the profiles identified (three per profile).Analyses of the interviews helped to refine the understanding of PE teachers’ profiles and the link between their value systems and their level of well-being at work and confirms the findings of the questionnaire. Otherwise, they demonstrate that sharing values with their PE pedagogical team is a mediating factor for their well-being at work.In conclusion, this research, based on a mixed-method, allows starting a pedagogical and didactic reflection about the importance of values and their concordance in teaching. It also highlights the need to clarify collectively the values shared by the members of a pedagogical team. A reflection and work on both issues would improve teachers' well-being at work
Hayajneh, Abdalla F. (Abdalla Farhan). "Personal Value Systems of American and Jordanian Managers: A Cross-Cultural Study". Thesis, University of North Texas, 1990. https://digital.library.unt.edu/ark:/67531/metadc330783/.
Pełny tekst źródłaAitken, Paul. "The relationships between personal values, leadership behaviour and team functioning". Thesis, Henley Business School, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.426236.
Pełny tekst źródłaJarden, Aaron John. "Relationships between personal values, and depressed mood and subjective wellbeing". Thesis, University of Canterbury. Psychology, 2010. http://hdl.handle.net/10092/5205.
Pełny tekst źródłaStark, Casarah. "EVALUATING THE RELATIONSHIP BETWEEN IMPULSIVENESS, PSYCHOLOGICAL FLEXIBILITY, AND PERSONAL VALUES". OpenSIUC, 2019. https://opensiuc.lib.siu.edu/theses/2531.
Pełny tekst źródłaWeston, Allan Leslie. "Vision, Interpersonal Orientation and Personal Values in Elementary School Principals". PDXScholar, 1993. https://pdxscholar.library.pdx.edu/open_access_etds/1177.
Pełny tekst źródłaMarumoto, Glen S. "A preliminary investigation into the personal values of selected military officers /". Maxwell Air Force Base, Ala. : Springfield, Va. Air Command and Staff College, Air University ; National Technical Information Service [distributor], 1998. http://www.ntis.gov/.
Pełny tekst źródłaPratt, Rebecca. "Values, attitudes and behaviour : personal values and attitudes towards authority among delinquent and non-delinquent adolescents". Title page, table of contents and abstract only, 1997. http://web4.library.adelaide.edu.au/theses/09ARPS/09arpsp917.pdf.
Pełny tekst źródłaLee, Kam-ming. "A study of values and value teaching in personal and social education among boys' social development schools". Hong Kong : University of Hong Kong, 1999. http://sunzi.lib.hku.hk/hkuto/record.jsp?B21305158.
Pełny tekst źródłaBourne, Humphrey. "An exploration into the relationship between managers' personal values and their interpretation of their organisation's corporate values". Thesis, Cranfield University, 2002. http://hdl.handle.net/1826/3595.
Pełny tekst źródłaPrice, Vaughn. "Effects of priming personal values on empathic behaviour of NHS staff". Thesis, Cardiff University, 2016. http://orca.cf.ac.uk/94310/.
Pełny tekst źródłaYang, Boxu. "Personal values and electronic media adoption & postadoption in urban China". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/tape15/PQDD_0002/NQ35374.pdf.
Pełny tekst źródłaCresswell, Naomi Jayne. "The values of nature: personal narratives of conservation in South Africa". Master's thesis, University of Cape Town, 2016. http://hdl.handle.net/11427/27921.
Pełny tekst źródłaArmstrong, Lauren. "Supervision, Clinical Training, Personal Growth and the Values of Novice Clinicians". Thesis, Pepperdine University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10283166.
Pełny tekst źródłaThe purpose of this qualitative, autoethnographic study was to identify and explore the values that promoted personal growth and that emerged out of the clinical training and supervision experience of novice clinicians within one clinical psychology doctoral program. Participants included three first-year doctoral students in clinical psychology, one of whom was the primary researcher. Participants completed journal entries approximately twice monthly for seven months, resulting in a total of 54 entries that were examined using a content analysis approach. Content analysis, conducted by the primary researcher, involved coding data for themes and patterns that were representative of values, as well as indications that these values oriented the participant toward personal growth. Journal entries were first analyzed and coded based on whether they fit the definitional criteria of a value and then coded secondarily for the value itself. Specifically, cited in descending order, content analysis identified the following values: (a) awareness; (b) knowledge; (c) bravery; (d) competence; (e) learning; (f) humility; (g) community; (h) acceptance; (i) openness; and (j) curiosity. Awareness, as it related to self-regulation and to skill development was the most highly identified value. Future researchers may consider expanding on these results with a larger and more heterogeneous sample of novice clinicians.
Hartman, Jonathan B. "Hierarchical influence of personal values and innovativeness on adolescent Web consumption". Diss., The University of Arizona, 2004. http://hdl.handle.net/10150/280610.
Pełny tekst źródłaVlisides, C. E. (Constantine Eleas). "Personal Values Systems of Senior Corporate and Partnership Restaurant Managers and Higher Education Programs Implications". Thesis, University of North Texas, 1993. https://digital.library.unt.edu/ark:/67531/metadc278837/.
Pełny tekst źródłaLee, Kam-ming, i 李錦明. "A study of values and value teaching in personal and social education among boys' social development schools". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1999. http://hub.hku.hk/bib/B31961071.
Pełny tekst źródłaHussin, Habruzah. "Personal values and identity structures of Malay and Chinese entrepreneurs in Malaysia". Thesis, Cranfield University, 1995. http://dspace.lib.cranfield.ac.uk/handle/1826/9935.
Pełny tekst źródłaHussin, Habrizah. "Personal values and identity structures of Malay and Chinese entrepreneurs in Malaysia". Thesis, Cranfield University, 1995. http://dspace.lib.cranfield.ac.uk/handle/1826/9935.
Pełny tekst źródłaMothilal, Rashem. "The values, personal traits and characteristics of leaders who get things done". Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/25260.
Pełny tekst źródłaDissertation (MBA)--University of Pretoria, 2011.
Gordon Institute of Business Science (GIBS)
unrestricted
Kvaran, Trevor Hannesson. "The Influence of Social Norms and Personal Values on Charitable Giving Behavior". Diss., The University of Arizona, 2012. http://hdl.handle.net/10150/247271.
Pełny tekst źródłaKATO, YUKA. "INTERESTS, PERSONAL STYLES, VALUES, SPECIALTY CHOICE, AND MAJOR SATISFACTION AMONG MASTER OF SOCIAL WORK STUDENTS". OpenSIUC, 2015. https://opensiuc.lib.siu.edu/dissertations/1138.
Pełny tekst źródłaHession, Mark R. "The relationship of values and norms an analysis of personal freedom in law /". Theological Research Exchange Network (TREN), 1986. http://www.tren.com.
Pełny tekst źródłaVaughan, C. R. W. "Personal values, store image and shopping orientation : A study in international market segmentation". Thesis, University of Bradford, 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.375084.
Pełny tekst źródłaFirmeza, JÃlia de Souza. "Personal values and involvement in social projects in the context of social responsibility". Universidade Federal do CearÃ, 2007. http://www.teses.ufc.br/tde_busca/arquivo.php?codArquivo=3534.
Pełny tekst źródłaNos dias de hoje, cada vez mais aufere destaque o tema da responsabilidade social das organizaÃÃes. Empresas consideradas cidadÃs ou socialmente responsÃveis, entre outras aÃÃes, estimulam o trabalho voluntÃrio, incentivo este que pode variar do apoio informal para que as pessoas se dediquem ao voluntariado espontÃneo fora do horÃrio de trabalho atà a criaÃÃo de programas formais da empresa, nos quais os funcionÃrios sÃo convidados a participar, utilizando tempo da jornada normal de trabalho ou outros recursos organizacionais. A participaÃÃo dos funcionÃrios, contudo, ainda à reduzida, nos projetos sociais que as empresas desenvolvem. Compreendendo que os valores pessoais orientam e guiam o comportamento humano, esta pesquisa tem por objetivo verificar a relaÃÃo entre os valores pessoais e a participaÃÃo em projetos sociais, supondo que o comportamento de participaÃÃo social està diretamente relacionado com valores coletivos e mistos. Para tanto, buscou, apoiado em autores como, Karkotli e AragÃo e Melo Neto e Froes (no campo da responsabilidade social), Schwartz e Tamayo (no tem valores) e Bordenave e Arango (na temÃtica participaÃÃo) e mediante seus objetivos, primeiramente descrever os projetos sociais da empresa pesquisada, identificar o tipo e grau de participaÃÃo de seus funcionÃrios e identificar a prioridade axiolÃgica dos participantes dos projetos sociais da empresa. A pesquisa foi de natureza quantitativa e qualitativa, de carÃter exploratÃrio e descritivo. A investigaÃÃo ocorreu por intermÃdio do estudo de caso em uma empresa de transporte urbano de passageiros que se destaca em responsabilidade social. Os resultados referentes ao primeiro objetivo especÃfico evidenciam que a organizaÃÃo pesquisada, por meio de suas aÃÃes de responsabilidade social, faz-se espaÃo de participaÃÃo social para seus funcionÃrios. No que concerne à participaÃÃo dos funcionÃrios, os dados demonstram que a empresa ainda conta com reduzido nÃmero de participantes, embora tenham uma participaÃÃo voluntÃria e consciente da contribuiÃÃo nas questÃes sociais. Quanto aos valores pessoais relacionados à participaÃÃo em projetos sociais, no grupo de sujeitos pesquisados, obteve-se como resultado a presenÃa dos valores de interesses coletivos, como conformidade e benevolÃncia, e o valor de universalismo, caracterizado por interesses individuais e coletivos.
Lee, Myoungwha Choi. "Cross-cultural investigation of the relationship between personal values and hotel selection criteria". Diss., Virginia Tech, 1993. http://hdl.handle.net/10919/40032.
Pełny tekst źródłaPh. D.
Lamb, Linda Carol. "VALUES AND HEALTH CARE: THE RELATIONSHIP BETWEEN UNINSURED AND INSURED STATUS PURSUANT TO THE ROKEACH VALUE SURVEY". NSUWorks, 2010. http://nsuworks.nova.edu/hsbe_etd/55.
Pełny tekst źródłaHilpirt, Rod E. "An Analysis as to the Causation of Leadership Style Based Upon Value System Determinants". Thesis, University of North Texas, 1989. https://digital.library.unt.edu/ark:/67531/metadc332356/.
Pełny tekst źródłaStrickler, Mark Rosen. "Educational Leaders' Decision-Making: Presence, Influence, and Strength of Personal Values, Morals, and Ethics". Diss., Virginia Tech, 2009. http://hdl.handle.net/10919/26940.
Pełny tekst źródłaEd. D.
Martinez, Naylia de Brito. "Social and entrepreneurial values profiles". reponame:Repositório Institucional do FGV, 2014. http://hdl.handle.net/10438/11508.
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The person of the entrepreneur has intrigued academics for years. Consequently, numerous approaches have been applied to understand who the entrepreneur is, his personality and behaviors. The main schools debating about this topic are the psychological traits school and the processes or behaviors school. However, the academy still lacks an agreed upon definition of the individual triggering the entrepreneurial phenomenon. Consequently, in an attempt to clarify this issue, this research suggests a new approach for understanding the individual of the entrepreneur on the basis of Schwartz’s personal values. Hence the objective of this study is to understand the values profile of social and commercial entrepreneurs in order to determine their similarities which guide their common entrepreneurial behavior and their differences which generate their different entrepreneurial focus, one aiming at social and the other at private wealth. For this purpose, the shorter version of Schwartz’s Profile Values Questionnaire was administered to a sample of 44 social entrepreneurs and 71 commercial entrepreneurs. The first proposition of this study was that social and commercial entrepreneurs possess a value profile. The second was that this value profile was determined by the anxiety organizing principle with preponderance of the anxiety-free over the anxiety-based values. The third proposition was that commercial as well as social entrepreneurs attribute highest importance for the self-direction value. The fourth proposition was that social entrepreneurs give higher importance than commercial entrepreneurs for benevolence and universalism values because these values presume appreciation of others, preservation and enhancement of the welfare of 'in group' people as well as of any living being in general. The results of descriptive analyses and hypotheses testing point to the validation of all propositions except the last one. Nevertheless, although not statistically confirming the last proposition, a slight tendency of social entrepreneurs giving higher importance than commercial entrepreneurs for the selftranscendence values was identified. Consequently, other studies with larger and randomized samples should be conducted to better clarify this topic.
O empreendedor tem intrigado acadêmicos há anos. Portanto, inúmeras abordagens têm sido aplicadas para entender quem é o empreendedor, sua personalidade e comportamentos. As principais escolas de estudo sobre o tema são a escola de traços psicológicos e a escola de processos ou comportamentos. No entanto, a academia ainda carece de uma definição concreta do indivíduo responsável pelo fenômeno do empreendedorismo. Em uma tentativa de esclarecer essa questão esta pesquisa sugere uma nova abordagem para a compreensão da pessoa do empreendedor com base nos valores pessoais de Schwartz. O objetivo da tese é compreender o perfil de valores de empreendedores sociais e comerciais a fim de determinar as semelhanças e diferenças nas suas preferências de valores que orientam o comportamento empreendedor de ambos e o enfoque social de um e privado do outro. Para este fim a versão mais curta do Questionário de Perfil Valores de Schwartz foi aplicada a uma amostra de 44 empreendedores sociais e 71 comerciais. A primeira proposição da tese era que os empreendedores sociais e comerciais possuiriam um perfil de valores. A segunda era que este perfil de valores seria determinado pelo princípio organizador da ansiedade com preferência pelos valores 'livres de ansiedade' em decorrência das características empreendedoras que enfatizam busca pela auto-expansão, crescimento e promoção do alcance de metas. Dessa forma os valores mais importantes para ambos os tipos de empreendedores seriam auto-determinação, estimulação, hedonismo, universalismo e benevolência. A terceira proposição era que os empreendedores sociais e comerciais atribuiriam a mais alta importância ao valor auto-determinação. A quarta propunha que os empreendedores sociais dariam maior importância do que os comerciais para benevolência e universalismo visto que esses valores presumem apreciação pelos outros, preservação e valorização do bem-estar das pessoas mais próximas bem como de qualquer ser vivo em geral. Os resultados das análises descritivas e dos testes de hipóteses apontam para a validação de todas as proposições menos a última. No entanto, apesar da quarta proposição não haver sido estatisticamente comprovada, houve uma leve tendência dos empreendedores sociais darem maior importância do que os comerciais aos valores de auto-transcendência. Conseqüentemente, para maiores esclarecimentos sobre esse tópico, outros estudos com amostras maiores e randômicas devem ser realizadas.
Duschitz, Caroline da Costa. "Mudança dos valores pessoais ao longo do ciclo de vida das pessoas". reponame:Biblioteca Digital de Teses e Dissertações da UFRGS, 2013. http://hdl.handle.net/10183/80517.
Pełny tekst źródłaThis conclusive descriptive research aimed to verify whether the personal values change throughout life, comparing two different times - around 25 years and about 60 years. With the main theoretical work of Schwartz (1992, 2005b) and Bardi et al. (2009), 106 people that mostly live in Metropolitan Region of Porto Alegre were questioned, through survey (PVQ-21) applied in face to face interviews, about their personal values today and, with questions with longitudinal-historical approach, were rescued personal values when interviewed were around 25 years. The intra-group comparison differs from approaches that contrast personal values between different generations. In this sample, we observed the constancy of values "Hedonism" and "Conformity" – unlike the theory have predicted that the first would reduce importance with advancing life and the second would become more important; hence, the pursuit of pleasure was understood as a constant in people's lives and that throughout life, people remain respecting the differences of status and social expectations. Replicating the findings of other authors, it was also find the great similarity and mixing between the "Achievement" and "Power". Moreover, the values of "Self-Transcendence" and "Openness to Change" were very close in the two contrasted periods - which may indicate that doing good for others can be stimulating and pleasuring. Finally, it was found that the level of education is a condition that impacts many changes in values and change the value "Security" was the most correlated with life events.
Husung, Alina. "Impacts through ‘WWOOFing’ on the volunteer’s personal development : Increasing awareness of sustainable societal values". Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-38971.
Pełny tekst źródłaWeinberg, James. "The personal side of politics : a study of basic human values in the UK parliament". Thesis, University of Sheffield, 2018. http://etheses.whiterose.ac.uk/21673/.
Pełny tekst źródłaUdoh, S. "Managing the personal and organisational values of Higher Education professionals in an African development institution". Thesis, University of Liverpool, 2016. http://livrepository.liverpool.ac.uk/3001698/.
Pełny tekst źródłaKohl, Martina. "Social networks as glocal products: The case of Facebook". Master's thesis, NSBE - UNL, 2013. http://hdl.handle.net/10362/9815.
Pełny tekst źródłaThe appropriateness of following a globally standardized or locally adapted strategy in global marketing has been subject of an on-going debate for several decades. However, little research exists of how to follow standardization and adaptation (s/a) simultaneously and to take advantage of both strategies, in brief how to follow a GloCal approach. Thus, the purpose of this case study is to generate theoretical insights of how to follow a GloCal strategy, based on the case of Facebook. After reviewing critical points of current knowledge in the field of s/a, qualitative research via open-ended in-depth interviews from a sample of Facebook users from 16 different countries was conducted. The outcome supports that common needs and individual usage behavior of Facebook users favor a strategy that is simultaneously standardized and adapted, within different aspects of the product element. Results are presented narratively intertwined with theory and prior study results. Findings reveal that Facebook is following a GloCal approach. By abstracting from the case of Facebook to a general level theoretical insights are gained of how to follow s/a simultaneously. This work contributes to existing theory, since it is a starting point to close the research gap of how to follow s/a simultaneously in international marketing. Additionally, it exhibits the significance and importance of the GloCal approach. Regarding practitioners this work provides guidance on how to create synergies, while considering differences within their international marketing strategies.
Branson, Christopher Michael, i res cand@acu edu au. "An Exploration Of The Concept Of values-Led Principalship". Australian Catholic University. School of Educational Leadership, 2004. http://dlibrary.acu.edu.au/digitaltheses/public/adt-acuvp64.25092005.
Pełny tekst źródłaPeng, Lin. "The Effects of Life Values Among Non-Psychedelic Drug Users and Psychedelic Drug Users: A Comparison Study on Life Values". Honors in the Major Thesis, University of Central Florida, 2014. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/1634.
Pełny tekst źródłaB.S.
Bachelors
Psychology
Sciences
Christopher, Michael. "An interpretive study of values regarding health, quality of life, and personal relationships held by coronary heart disease patients". Thesis, University of Bristol, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.263894.
Pełny tekst źródłaAntonio, Fábio Alessandro Affonso. "A díade gestor-subordinado: as relações entre a compatibilidade dos valores humanos e o estado pessoal de qualidade de vida no trabalho". Universidade de São Paulo, 2011. http://www.teses.usp.br/teses/disponiveis/12/12139/tde-27012012-191354/.
Pełny tekst źródłaThe relationship between the fit of values and subjective well-being has been identified in past research. However, minor attention has been focused on understanding the direct relationship between conflicting values and quality of work life, especially in the managersubordinate dyad. The theory of leader-member exchange predicts that the leader differentiates his subordinates and thus establishes a distinctive relationship with each of them. To discern between individuals from his team the leader uses, among several possible criteria, the compatibility of features. Leaders and followers who share values establish high quality interactions, generating positive results for each member of the dyad. In this sense, this study questioned as its fundamental problem: what are the relationships between the dyadic compatibility of values of managers and their subordinates and the personal state of quality of work life of managers and subordinates? Studying this relationship, especially in the case of the dyad between manager and subordinate, can promote a better understanding of the dynamics of organizational behavior. That said, this study aimed to (a) investigate the association between the compatibility of subordinates\' personal values and social values (subjective fit) and their personal state of quality of work life, and to (b) investigate the association between the compatibility of the personal values of managers and subordinates (objective fit) and their personal state of quality of work life. For this purpose, a selfadministered electronic survey was sent to the alumni database of the Faculty of Economics, Administration and Accounting from the University of São Paulo. The questionnaire was composed of the instruments PVQ-21 for the definition of human values and BPSO-96 to the measurement of the perception of personal state of quality of work life of managers and subordinates. Sampling was carried out non-probabilistically, obtained by convenience, composing one of the limitations to the generalizability of the results of this study. Furthermore, the data were analyzed using polynomial regression to determine the associations between the compatibility of values in the manager-subordinate dyad and the perceptions of personal state of quality of life at work. From the results, it is possible to consider that the subjective and objective fit of values among members of the managersubordinate dyad is associated with their quality of work life, especially in the conflict dimensions of self-transcendence and self-enhancement from the value theory of Schwartz (1992). Finally, this study proposes the joint use of the algebraic, modular and quadratic indexes of compatibility for the interpretation of the results of regressions on studies of the compatibility of values and other variables, unlike the literature on the subject suggests. In this study, the coefficients of the three models do not contradict. Their magnitudes and signs were conserved in all three cases. In addition, the variables that entered the models were similar. This fact points to a joint reading of the three models so that interpretations of results should produce more informative scenarios than the analysis of an isolated model.
Lagan, Attracta. "Interiority and exteriority in the workplace : an exploratory journey into the realm of personal, workplace and societal values as they impact on each other /". View thesis, 2004. http://handle.uws.edu.au:8081/1959.7/46081.
Pełny tekst źródłaA thesis presented to the University of Western Sydney, College of Arts, Education and Social Sciences, in fulfilment of the requirements for the degree of Doctor of Philosophy. Includes bibliographies. Electronic version is also available at: http://handle.uws.edu.au:8081/1959.7/46081.
Maurino, Sandra Ventura. "A influência de valores pessoais e de realização de valores pessoais no ambiente organizacional (RVP) nos valores organizacionais". Universidade Presbiteriana Mackenzie, 2010. http://tede.mackenzie.br/jspui/handle/tede/2558.
Pełny tekst źródłaFundo Mackenzie de Pesquisa
The aim of this study was to assess the influence of personal values and achievement of personal values in the organizational environment (RVP) in the organizational values perceived by employees as charged. Personal values are desirable goals that serve as guiding principles in people's lives, while organizational values are goals shared by the employees that guide the life of the organization. The achievement of personal values in the organizational environment (PVR) is the intensity with which personal values are held by individuals in the organization in which they operate. The research, descriptive and exploratory and quantitative, was held in three companies, two of the technology industry and financial services through the application of an instrument containing three questionnaires, personal values, organizational values and PVR, developed from the theory of basic values of Schwartz. According to this theory, the values of social entities individual or collective, are categorized into four poles or higher- rder values, opposed two by two (self-transcendence versus self-promotion, openness to change versus conservation). For the treatment of data we used descriptive statistics, correlation analysis and multiple linear regression, and the technique of Multidimensional Scaling for validation of theoretical constructs. Three organizational values of second order (openness to change, conservation and self-promotion) regression models showed statistically significant, and variables to hold personal values in the organizational environment that most appear as independent variables in relation to personal values. However, the coefficients of determination low point in the direction that other factors, in addition to personal values and their implementation in the organizational environment influence organizational values.
O objetivo deste estudo foi verificar a influência de valores pessoais e de realização de valores pessoais no ambiente organizacional (RVP) nos valores organizacionais percebidos pelos empregados como praticados. Valores pessoais são metas desejáveis que servem como princípios na vida do indivíduo, enquanto valores organizacionais são metas compartilhadas pelos empregados, que orientam a vida da organização. A realização dos valores pessoais no ambiente organizacional (RVP) é a intensidade com que os valores pessoais são realizados pelos indivíduos na organização na qual atuam. A pesquisa, de natureza descritivo-exploratória e de tipo quantitativo, foi realizada em três empresas multinacionais, duas do segmento de tecnologia e uma de serviços financeiros, por meio da aplicação de instrumento contendo três questionários: de valores pessoais, RVP e valores organizacionais, desenvolvidos a partir da teoria de valores básicos de Schwartz. Segundo esta teoria, os valores de entidades sociais individuais ou coletivas, encontram-se categorizados em quatro pólos ou valores de ordem superior, que se opõem dois a dois (autotranscendência versus autopromoção; abertura à mudança versus conservação). Para o tratamento de dados utilizou-se estatística descritiva, análise de correlações e regressão linear múltipla, além da técnica de Multidimensional Scaling para validação teórica dos construtos. Três valores organizacionais de segunda ordem (abertura à mudança, conservação e autopromoção) apresentaram modelos de regressão estatisticamente significativos, sendo as variáveis de realização de valores pessoais em ambiente organizacional as que mais aparecem como variáveis independentes significantes relativamente aos valores pessoais. No entanto, os coeficientes de determinação baixos, apontam na direção de que outros fatores, além de valores pessoais e sua realização no ambiente organizacional influenciam os valores organizacionais.
Aavik, Toivo. "Lexical analysis of Estonian personal values vocabulary and relation to socially desirable responding and parenting practices /". Tartu, Estonia : Tartu University Press, 2006. http://dspace.utlib.ee/dspace/bitstream/10062/1230/5/aaviktoivo.pdf.
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