Rozprawy doktorskie: „Personal values”

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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.

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The purposes of this study were to (1) describe the personal values and work values of nursing students in the last year of their present educational preparation, (2) to investigate the relationships between values, both personal and work, and selected demographic variables (type of educational institution, present educational preparation, job interests, and age), and (3) to examine the correlations between students' personal values and work values. Using the Profile of Life Values (PLV) and the Ohio Work Values Inventory (OWVI) , the personal and work values of 452 student nurses were examined, first as a total sample for means and standard deviations, then by selected demographic variables with MANOVA, ANOVA, and Scheffe at the .10 level of significance. In the sample were 43 students from graduate nursing programs, 143 students from baccalaureate nursing programs, and 266 students from associate degree programs, from both public and private educational institutions in two northwestern states. The order of the means for the total sample on the PLV scales from the highest to lowest were Considerate, Intellectual, Achievement, Recognition, Creative, Artistic, and Integrity. The order of the means for the total sample on the OWVI scales from highest to lowest were Task Satisfaction, Self Realization, Altruism, Security, Money, Independence, Ideas/Data Orientation, Object Orientation, Control, Prestige, and Solitude. In comparing the values on the PLV and OWVI by type of educational institution, the means were significantly higher for students enrolled in private educational institutions than for students from public educational institutions. When the values on the PLV and OWVI scales were compared by educational preparation, significant differences were found on the means, with graduate students placing more values on Intellectual, baccalaureate degree students placing more value on Recognition, Control, Independence, and Object Orientation, and associate degree students placing more value on Integrity, Security, and Money. When the means on the PLV and OWVI scales were examined by job interest, students interested in pediatrics placed more importance on Considerate, Achievement, and Intellectual; students interested in specialty areas, such as the operating room or emergency room placed more value on Object Orientation, just as students interested in critical care and pediatrics placed more value on Object Orientation than did the students interested in medical/surgical nursing, geriatrics, obstetrics, mental health, nurse practitioner or clinical specialist role. In the final comparison of the PLV and OWVI values with age, the 40-54 age group placed more value on Intellectual while the 20-29 age group placed more value on Recognition, Security, Control, Money, and Prestige. Using Chi-Square as the inferential test, educational preparation and job interests were found to be related. Graduate students were primarily interested in the nurse practitioner or clinical specialist role; students receiving a baccalaureate degree expressed more interest in critical care and pediatrics; students receiving an associate degree expressed more interest in medical/ surgical nursing and geriatrics. In examining the correlations between the PLV and OWVI, 58 of the 77 coefficients were significant at the .05 level. The correlations of the two instruments demonstrated a logical relationship exists between the instruments. These findings have implications for nursing education. The educational foundation for nursing is based on the fostering of personal well-being and continuing growth through interpersonal interactions. The nursing curriculum needs to be reviewed periodically for differentiation, interpretation, and clarification of values. In order to provide an education that is conducive to recognition of values, the faculty need to be aware of their own values, be able to recognize how their values relate to teaching, student learning, and professional practice, and periodically evaluate how they use values in the process. Teaching by relating values to subject matter, human differences, and practice enables student nurses to recognize and understand their own values as well as the values of other people. These findings have implications for further research, as values of faculty and students are in some ways related to age, specific interests, and educational preparation.

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Hewlett, 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.

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Trail, Galen Talbott. "Intercollegiate athletics : organizational goals, processes, and personal values /". The Ohio State University, 1997. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487947501136163.

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Cahill-O'Callaghan, Rachel. "The influence of personal values on legal judgments". Thesis, Cardiff University, 2015. http://orca.cf.ac.uk/90807/.

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Cases that reach the Supreme Court are ‘hard cases’ where the result is not clearly dictated by statute or precedent. To reach a decision in these cases, a judge must exercise discretion and the non-legal factors that influence discretion have been the subject of extensive debate. Theoretical and empirical studies examining the influences on judicial discretion have focused on demographic characteristics and facets of the judicial personality including political ideology and attitudes. Personal values are related to these factors and have been demonstrated to play a role in decision making. This thesis demonstrates a relationship between personal values and judicial decision making in the Supreme Court. This thesis translates theories and techniques used in psychological research to examine the role of personal values in judicial decision making. A novel method of assessment of value expression in judgments was developed. This method revealed a different pattern of values expressed in the majority and minority judgments of cases that divided the Supreme Court, demonstrating a relationship between values and judicial decisions (value: decision paradigm). This was confirmed by an empirical study of legal academics. Drawing on this novel method, a series of Supreme Court cases were analysed to develop a theory of discretion, division, uncertainty, and values, suggesting that the influence of values is mediated through largely subconscious instinctive responses in cases where the outcome is perceived as uncertain. The role of values has significant implications in the debates surrounding judicial diversity, which have centred on overt characteristics, how the judiciary are seen. The study of judicial values has revealed tacit diversity in the Supreme Court which is associated with judicial decision making. The value: decision paradigm provides a new framework to analyse judicial decision making, judicial division, and the exercise of judicial discretion and the subconscious influences on these processes.

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Pekki-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.

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Campos, Sánchez Alejandro. "The Role of Personal Values in the Entrepreneurial Process". Doctoral thesis, Universitat de Barcelona, 2014. http://hdl.handle.net/10803/289568.

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This work aims to explore different stages of the entrepreneurial process from the perspective of personal values as main predictors and guides of behavior. This work focuses on personal values for two main reasons: first, following the concept stated by Gartner (1988) about entrepreneurship being a role and a set of behaviors, and considering personal values as regulation agents for attitudes and thus for behavior. Second, personal values are desirable, trans-situational goals that vary in their importance as guiding principles in people’s lives and behavior (Schwartz, 1992). Thus the main objective of this research is to explore the role that personal values play as determinants of attitudes and behavior oriented to different stages of the entrepreneurial process, and learn how the influence of personal values in this process may affect the decisions that the entrepreneurs take within the organization as well as influencing the expected outcomes. To address this general objective the following specific objectives are proposed: - Analyze the literature of personal values and specifically those researches that have studied the role of entrepreneurs’ values on the entrepreneurial process. - Analyze the relationship between personal values, a positive attitude toward entrepreneurship, and entrepreneurial intentions. - Identify how an entrepreneur’s values can have a specific influence on the perception of growth and how these values have an impact on the process of growing of new ventures, specifically on the firm’s way of growing. - To show the case of a company where the entrepreneur’s personal values have strongly influenced organizational culture and the process of growing. In this sense, this work is focused on the role of personal values as factors that predict or influence attitudes towards the intention to create a new venture, the decision making regarding the creation process, and the way the entrepreneurs conceive of their company and decide to make it grow. Chapter 1 presents the introduction and main objectives of this research. In Chapter 2, a review of the literature concerning theories on values is presented in order to narrow down the origin of the study; a set of definitions of values is presented to contextualize the concept and another literature review is presented to analyze the state of the art of the study of personal values related to entrepreneurship. Chapter 3 presents an empirical quantitative research study conducted among students at the University of Barcelona exploring the influence that personal values have on attitudes towards entrepreneurship and the link between them and entrepreneurial intention. Chapter 4 describes the relation that exists between personal values and the perception and expectation of growth of founders of new high-technology ventures: this chapter explores the role that personal values play in the way these founders conceive of their firms and what type of growing process their goals are aimed at. This research follows The Functional theory for analyzing entrepreneur’s values. Chapter 5 presents an in-depth case study of one firm in particular of those mentioned in Chapter 4. This firm provides a clear example of how the personal values of the founder are transmitted to the organization and how these values govern the life of the company. This chapter highlights the role of personal values as the basis of the philosophy of the company and hence of the decision making and strategy designing processes. In this last case, personal values are the key factor for the subsistence and growth of the company. Finally Chapter 6 presents a general discussion and the conclusions of the research as well as the implications for theory and practice, limitations of the present study, and future lines of research.

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Innerarity, 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.

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The A. examines the question about the crisis of values under the light of the so-called postmaterialistic values and the ethics of care. Social individualization does not necessarily dissolve values but confers them a new form, which, such as the space of the promise, originates in the capacity of binding oneself freely. Thus, one shapes asort of security distance regarding oneself, thanks to which the immediate desire is overcome, other sirrupt in our valuations, and the wisdom of deception is found.
La 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.

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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.

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Llena, 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.

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L’enseignant est, dans son exercice professionnel, guidé par des motivations personnelles qui se nourrissent de ses propres valeurs. Celles-ci se traduisent par des comportements, des discours et des attitudes et in fine, caractérisent un style pédagogique. Leur importance est relative et crée une hiérarchie pouvant être différente d’un enseignant à l’autre. Dès lors, se pose la question de savoir si certaines valeurs permettraient d’être davantage en bien-être au travail. Plus encore, le fait d’agir en cohérence par rapport à ses valeurs dans son enseignement serait-il un facteur propice à ce bien-être ?L’objectif de la thèse consiste à étudier les relations entre le bien-être au travail et les valeurs des enseignants d’Éducation Physique et Sportive (EPS).En s’inscrivant dans le cadre théorique des valeurs de base de la personne (Schwartz, 1992), un outil de mesure a été conçu pour examiner les valeurs des enseignants d’EPS dans le contexte particulier de l’enseignement de l’EPS avec 599 enseignants d’EPS. Ensuite, le travail a été mené en deux temps. En premier lieu, 396 enseignants d’EPS de l’académie de Lille ont complété un questionnaire permettant d’identifier leur système de valeurs général, leur système de valeurs opérationnalisé en EPS et leur niveau de bien-être subjectif au travail.Les résultats issus des analyses statistiques multifactorielles montrent que les valeurs sont déterminantes pour expliquer le bien-être au travail. Ainsi, ils révèlent que les valeurs d’ouverture au changement et de dépassement de soi sont plus vertueuses que les valeurs de continuité pour le bien-être des enseignants d’EPS. Si la nature des valeurs permet, en partie, d’expliquer le bien-être au travail, le fait d’agir en accord avec son système général de valeurs est un facteur plus déterminant. Ainsi, la concordance entre ses valeurs et ses pratiques professionnelles apparaît comme un objectif prioritaire pour améliorer le bien-être au travail. De plus, les résultats permettent d’identifier quatre profils caractéristiques d’enseignants selon leurs systèmes de valeurs et leur niveau de bien-être : les harmonieux, les compositeurs, les désaccordés et les sans-partitions.Parallèlement à ces enquêtes, douze entretiens semi-directifs ont été menés auprès d’enseignants d’EPS typiques des profils identifiés (trois par profil).Les résultats issus de l’analyse des entretiens permettent non seulement d’affiner la compréhension des profils d’enseignants d’EPS mais également de mieux comprendre le lien entre leurs systèmes de valeurs et leur niveau de bien-être au travail. Par ailleurs, les résultats révèlent que le partage de valeurs avec ses pairs est un facteur médiateur du bien-être au travail des enseignants d’EPS.En conclusion, ce travail de recherche basé sur une méthodologie mixte permet d’amorcer une réflexion pédagogique et didactique autour de l’importance des valeurs et de leur concordance dans l’enseignement. Il soulève également l’importance de clarifier collectivement les valeurs au sein des équipes pédagogiques. Une réflexion et un travail sur ces deux aspects devraient permettre d’améliorer le bien-être au travail des enseignants
In 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

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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/.

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The objectives of this study are: (1) to explore the personal value systems of Jordanian managers; (2) to examine the relationship between the personal values of Jordanian managers and their behavior (i.e., decision making); and (3) to compare the personal value systems of Jordanian and American managers. To achieve the first and the second objectives, England's (1967) Personal Value Questionnaire (PVQ) and the Behavioral Measurement Questionnaire have been respectively utilized. To achieve the final objective, the behavioral relevance scores derived from this study are compared with those in England's (1975) study. Finally, demographic and organizational data are used to describe the characteristics of Jordanian managers and serve as covariates in the statistical analysis. In reference to the statistical techniques, England's scoring methodology, factor analysis and multiple regression, are used to determine the relationship between the personal value systems of Jordanian managers and their behavior (i.e., decisionmaking). England's (1975) "rule of thumb" (adjusted to 15 percent difference) and the Chisguare test are used to test the significant differences between the personal value systems of the Jordanian and American respondents. The findings of this study are as follows: 1. The primary value orientation of Jordanian managers responding to this study is moralistic in nature, while their secondary value orientation is pragmatic. Concerning the value profile, Jordanian managers have 34, 3, 8, and 21 concepts of the PVQ as operative, intended, adopted, and weak values respectively. Behavior relevance analysis indicates that Jordanian managers have emphasized certain value concepts which reflect their perception of economic need and their social value structure. 2. According to England's procedure, there is a qualified relationship between the personal values of Jordanian managers and their reported behavior, while there is a partial relationship according to factor analysis and multiple regression. 3. There are similarities and/or differences between the personal value systems of the two managerial groups linally, a summary of the findings, along with conclusions, implications, and suggestions are offered for individuals and organizations doing business in Jordan.

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Aitken, 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.

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Jarden, Aaron John. "Relationships between personal values, and depressed mood and subjective wellbeing". Thesis, University of Canterbury. Psychology, 2010. http://hdl.handle.net/10092/5205.

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The central objective of this thesis was to explore relationships between personal values, and depressed mood and subjective wellbeing, and to determine if the notion of values can be more useful in the fields of clinical and positive psychology. An initial literature review of values identified the potential importance of values in relation to mood and wellbeing, but also showed that more research was required to clearly establish such links. Two survey studies using Schwartz’s model of values (Schwartz, 1992), and one longitudinal study investigating relational aspects of values, were conducted to explore these relationships. Study 1 was a New Zealand paper-based study and investigated links between the importance of, and satisfaction with, values and depressed mood and subjective wellbeing. Study 2 was a larger international internet-based study which sought to replicate important findings from Study 1 and investigate links between people’s knowledge of their values and the extent to which they were living in alignment with values. Study 3 consisted of a sub-sample of participants from Study Two who completed a subset of Study 2 assessment measures six months later. This study explored how relational aspects of values (knowledge of values, living in alignment with values) related to changes in depressed mood and SWB over time. Cumulatively the results from these studies re-orientate our thinking towards an increased utility for the notion of values in the areas of clinical and positive psychology. Regarding depressed mood, these studies found links between greater depressed mood and lesser importance of Self-Direction, Stimulation and Hedonism value types. The importance of values as a whole was not associated with depressed mood; however being satisfied, knowing values, and living in alignment with values were associated with less depressed mood. Regarding subjective wellbeing, these studies found links between greater subjective wellbeing and greater importance of Self-Direction, Stimulation, Hedonism, and Benevolence value types. The importance of values as a whole was not associated with subjective wellbeing; however being satisfied, knowing values, and living in alignment with values were associated with greater subjective wellbeing. A causal relationship was found between living in alignment with values and latter subjective wellbeing, but not for knowledge of values and later subjective wellbeing. In addition, no major deviations in the coherence of values’ systems between individuals with and without depressed mood, or for individuals with and without high subjective wellbeing, were found. Strengths, implications, and limitations of the studies are noted for the fields of clinical and positive psychology, and suggestions for future research are made.

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Stark, Casarah. "EVALUATING THE RELATIONSHIP BETWEEN IMPULSIVENESS, PSYCHOLOGICAL FLEXIBILITY, AND PERSONAL VALUES". OpenSIUC, 2019. https://opensiuc.lib.siu.edu/theses/2531.

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Weston, Allan Leslie. "Vision, Interpersonal Orientation and Personal Values in Elementary School Principals". PDXScholar, 1993. https://pdxscholar.library.pdx.edu/open_access_etds/1177.

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This study looked at possible relationships which exist between three personal characteristics variables believed to be associated with effective leadership in elementary schools. The three variables were (1) Principal Vision, (2) Principal Interpersonal Orientation and, (3) Principal Personal Values. The relationship between selected teacher, principal and school demographic variables and teacher's perceptions of their principal's vision was also explored. Data were collected from 51 principals and 841 teachers in elementary schools from 10 school districts in the Portland, Salem and Vancouver metropolitan areas. Teachers were asked to score their perceptions of their principal's vision on the School Vision Inventory. The principal was also asked to complete the Mach V interpersonal orientation scale, the Profile of Life Values and, his/her predictions of teachers responses on the School Vision Inventory. Data were analyzed by using one or more of the following statistical tests: MANOVA; ANOVA; Chi-square; and Pearson Product Moment Correlation. The major conclusions are: (1) principals perceived teachers to be less positive than they in fact were in their perceptions of the principal's ability to encourage others to make personal sacrifices to accomplish the principal's vision; (2) male teachers perceive that their principals include them more in the vision building process than do female teachers; (3) teachers younger than 26 were less positive in their perceptions of their principal's Internalization and tended to be less positive on other scales; (4) principals communicate their vision more effectively with those teachers who are in their first year with their current principal than any other group for vision exchange, sacrifice and total vision; (5) school and principal demographics have little impact on teacher perceptions of principal vision; (6) principals value being sensitive to the needs of others more than any of the other personal values and they value artistic expression the least; (7) with the exception of the Artistic values, male and female principals are relatively similar in their personal values; (8) principal vision and personal values are moderately related; and (9) the relationship of interpersonal orientation of the principal to teacher perceptions of principal vision is not statistically significant.

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Marumoto, 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/.

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Pratt, 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.

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Lee, 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.

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Bourne, 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.

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The predominant assumption in the management literature is that corporate values are internalised into organisational members' personal value systems. Corporate values, viewed in this way, perform a controlling role in organisations, consistent with the characteristics of a deliberate strategy perspective. Theories concerning the nature of personal values challenge this assumption of corporate value internalisation. However, there is a lack of empirical research in the management field investigating the relationship between personal and corporate value systems. In this interpretive research study, I explore managers' interpretation of their organisation's corporate values, and relate these to their personal value priorities. Senior managers from three commercial companies took part in the study: one with no published corporate values statement; one with a recently introduced statement; and the third with a well established corporate values statement. I explore how managers interpret their organisation's corporate values through the description and meaning they give to value terms, and elicit their personal values by using an adaptation of the laddering technique, and by inferring values revealed in managers' narrative of their career histories. The findings show that managers feel they share their corporate values but interpret them in differing ways, both through those they identify as representing the corporate values, and through the meaning they give to value terms. The variation in interpretation is consistent with differences in their own personal value priorities, suggesting that managers adapt corporate values so that they more closely reflect their own. These findings challenge the notion that corporate values provide an effective means of normative control, and instead suggest they legitimise the worldview of individual managers, thus enabling differences to be accommodated within a broad framework of shared values. A model of value relationships is proposed, suggesting a way that corporate values may assist in bringing together deliberate and emergent strategy perspectives.

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Price, Vaughn. "Effects of priming personal values on empathic behaviour of NHS staff". Thesis, Cardiff University, 2016. http://orca.cf.ac.uk/94310/.

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Introduction: Individual values have been widely researched within psychology, but their application to empathy has been largely neglected. The Schwartz model of values (Schwartz, 2012) has been demonstrated as a robust construct for the measuring of value priorities and the priming of values (Maio, 2001). Aims: The current research aimed to investigate the relationships between values and empathy; burnout was also assessed as a covariate within this relationship. This study also investigated whether individuals primed with empathy related values (self-transcendence) showed more empathy than participants who were primed for values opposed to empathy (self enhancement). Methods: A between-subjects experimental design was employed, with 87 participants (self-transcendence values prime group, n=29; self enhancement values prime group, n=29; and control group, n=29). Descriptive statistics and inferential analyses were used to test the hypotheses. All participants completed a measure of values (PVQ-RR), a measure of burnout (MBI) and a test of empathy (MET-core-2). Results: Significant associations were found between all the variables. Self-transcendence values were positively correlated with emotional empathy and negatively correlated with burnout. Burnout was negatively correlated to emotional empathy and was shown to have a mediating effect on the relationship between values and empathy. Priming values was shown to have one significant effect; participants who reported lower levels of burnout and were primed for self-transcendence values displayed more emotional empathy compared with participants with high levels of burnout who were primed for self enhancement values. Conclusions: This study provides empirical support for considering how empathy is related to and can be affected by the priming of values. It also highlights the influence of burnout within this relationship. The results are discussed with reference to the existing literature and clinical implications are outlined. The strengths and limitations of the research and ideas for future research are presented.

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Yang, 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.

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Cresswell, 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.

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This dissertation explores the values of nature through the personal narratives of landowners in the Overberg area of Western Cape, South Africa. In the past, scholarly literature has imagined nature as separated from the human world. Historically, mainstream conservation methods have followed ideals of nature in forming environmental management policies and practices, aiming to create and maintain an isolated nature. This ideal of nature has largely ignored the roles of humans within the environment. A range of new fields of studies around identity, business and politics explore new ways of imagining nature, focusing on the human within nature and the nature within the human. Using these alternative imaginings, this research uncovers a variety of ways 'humanness' and nature are deeply embedded within each other. This research challenges the ideal of a pristine otherness whilst both supporting and filling in the gaps of contemporary alternative literature. The personal narratives of 34 landowners were gathered during 10 weeks of fieldwork. These stories offered an alternative portrayal of the relationship between humans, nature and conservation. Landownership was more than business as usual; land embodied deep and meaningful emotions, experiences and discourses of daily human life. Landscapes embodied personal emotions of owners through shaping their identities, spirituality, belonging and family histories. Dynamics of politics manifested in different forms such as fear, mistrust, corruption and exclusion throughout landowner's experiences and attitudes. These political factors, emotions and economic dynamics play a role in shaping landowners' attitudes, resistances and participation both towards conservation as well as nature, in turn influencing the way they organise themselves in relation to conservation bodies such as government run programmes as well as NGOs. It also affects how they organise, negotiate and manage themselves and their land. Conservation management of land should take into account these deeply complex, multidimensional and integrated complexities entrenched within daily narratives of landownership.

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Armstrong, Lauren. "Supervision, Clinical Training, Personal Growth and the Values of Novice Clinicians". Thesis, Pepperdine University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10283166.

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The 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.

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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.

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This study provides a better understanding of both adolescent Web-use and the factors that influence teen Web-consumption. To this end, a hierarchical, cognitive-behavioral decision-making model of personal values → innovativeness → Web-consumption was proposed and tested. More specifically, Web-consumption behavior was thought to dichotomize into hedonic and utilitarian domains. Two hundred high school students from a Southwestern state, representing various socio-economic and ethnic backgrounds, anonymously completed surveys. Exploratory and confirmatory analyses identified three latent factors of personal values (personal-self, ambition, power); four factors of innovativeness (vicarious-pensive, vicarious-future, adoptive, use); and two factors of global Web-consumption (hedonic, utilitarian). The global Web-consumption scales were cross-validated against specific Web-consumption behaviors. Global utilitarian behaviors were practical and obligatory, while global hedonic behaviors were experiential and discretionary. Specific hedonic Web-consumption included escape from reality, use with friends, and music activities, while specific utilitarian Web-activities included use for future planning, doing homework, and, coaching parental Web-searches. The two-stage structural equation model analysis with nested comparisons confirmed the hierarchical flow of the relationships. Results indicated that innovativeness served as a middle-level variable, and mediated between the Web-consumption behaviors of teens and their personal values. Each personal value factor displayed unique predictive power on unique factors of innovativeness, which, in turn, displayed unique paths to each Web-consumption factor. For instance, the "ambition" value predicted "vicarious-future" innovativeness which, in turn, predicted both "utilitarian" and "hedonic" Web-consumption. Also, the "personal self" value linked to "vicarious-pensive" innovativeness, which, in turn, predicted "hedonic" Web-consumption. The findings suggest that teens are intrinsically motivated to use the Web and benefit from computer use, even if the use is hedonic in nature. However, parents and educators may choose to monitor adolescent Web-consumption more closely. The paradox of technology can create cognitive dissonance, and teens report regular visits to sites that their parents would not approve of. The study has theoretical and practical import. New measures, and a confirmed a priori hierarchical structure, will be useful tools to researchers of consumer behavior. Professionals are advised to consider applications that would benefit adolescents, including structured after-school activities and curriculum that further integrates the Web and the classroom.

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Vlisides, 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/.

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The purpose of this study is to determine the personal values systems of senior restaurant managers and what differences there are among the following values; gender, marital status, level of education, country awarding the highest degree, major field of study, income and size of organization.

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25

Lee, 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.

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Hussin, 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.

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The research involves a cross-cultural exploratory research on personal values and identity structures of Malay and Chinese entrepreneurs as reflected in their cognitive functioning. The general focus of this research is to study personal values through indirect measures, as emerging constructs elicited from cognitive activities. This study adopts a different approach in that it moves away from the search for a single set of entrepreneurial traits. On the other hand, examining the personal values of entrepreneurs can be more fruitful. In this context, it is assumed that entrepreneurs undergo changes in personal values and identity due to changes in their personal and social situations. This research integrates nomothetic' (perspective of the general) and 'idiographic' (perspective of the particular) research methods. The techniques of data collection used are in-depth interviews, demographic data questionnaire, and Identity Structure Analysis. The data gathered were analysed using three different techniques namely quantitative and qualitative account analysis, statistical analysis using SPSS, and Identity Exploration (IDEX- IDIO and IDEX-NOMO) computer programs. The research reveals fifteen personal values common to Malay and Chinese entrepreneurs: 'personal independence, trustworthiness, a comfortable life, frugality, perseverance, hard work utilise and create opportunities, benevolence, versatility, fatalism, risk taking, self discipline, innovativeness, mutual obligation and reciprocity to family and kinship and high achievement'. The single personal value found specific to Malay entrepreneurs is 'religious piety'. On the other hand, the personal values revealed to be specific to Chinese entrepreneurs are 'sustaining growth and continuity as family business' and 'harmonious relationships with others'. The findings from this study show that there are similarities and differences in the identity structures between both groups of entrepreneurs. Most Malay and Chinese entrepreneurs have a high level of 'idealistic identification' with 'admired person', 'successful entrepreneur', and 'most Chinese entrepreneurs'. Chinese entrepreneurs sampled in this study have a 'moderate' level of 'idealistic identification' with Malay entrepreneurs. Malay entrepreneurs have a 'moderate' level of 'idealistic identification' with their 'father' whereas Chinese entrepreneurs' identification can be considered 'high'. Both groups of entrepreneurs have high self-confidence with regard to their roles as 'an entrepreneur', 'as a husband', and 'as a Malay/ Chinese'. This research has made considerable contribution to knowledge specifically in the field of entrepreneurial studies. This empirical research into personal values of entrepreneurs in general and in particular the linkage with entrepreneur's identity and role expectations broadened the psychological perspective of entrepreneurs. It is reasonable to qualify this research as one of the very few studies into personal values and identity structures of entrepreneurs. More specifically this is the first empirical research not only to compare personal values and identity of Malay and Chinese entrepreneurs but also Malay entrepreneurs in general. The study of personal values and identity of entrepreneurs is still in its infancy. Therefore, further research should be conducted to enrich existing knowledge in this area.

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Hussin, 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.

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The research involves a cross-cultural exploratory research on personal values and identity structures of Malay and Chinese entrepreneurs as reflected in their cognitive functioning. The general focus of this research is to study personal values through indirect measures, as emerging constructs elicited from cognitive activities. This study adopts a different approach in that it moves away from the search for a single set of entrepreneurial traits. On the other hand, examining the personal values of entrepreneurs can be more fruitful. In this context, it is assumed that entrepreneurs undergo changes in personal values and identity due to changes in their personal and social situations. This research integrates nomothetic' (perspective of the general) and 'idiographic' (perspective of the particular) research methods. The techniques of data collection used are in-depth interviews, demographic data questionnaire, and Identity Structure Analysis. The data gathered were analysed using three different techniques namely quantitative and qualitative account analysis, statistical analysis using SPSS, and Identity Exploration (IDEX- IDIO and IDEX-NOMO) computer programs. The research reveals fifteen personal values common to Malay and Chinese entrepreneurs: 'personal independence, trustworthiness, a comfortable life, frugality, perseverance, hard work utilise and create opportunities, benevolence, versatility, fatalism, risk taking, self discipline, innovativeness, mutual obligation and reciprocity to family and kinship and high achievement'. The single personal value found specific to Malay entrepreneurs is 'religious piety'. On the other hand, the personal values revealed to be specific to Chinese entrepreneurs are 'sustaining growth and continuity as family business' and 'harmonious relationships with others'. The findings from this study show that there are similarities and differences in the identity structures between both groups of entrepreneurs. Most Malay and Chinese entrepreneurs have a high level of 'idealistic identification' with 'admired person', 'successful entrepreneur', and 'most Chinese entrepreneurs'. Chinese entrepreneurs sampled in this study have a 'moderate' level of 'idealistic identification' with Malay entrepreneurs. Malay entrepreneurs have a 'moderate' level of 'idealistic identification' with their 'father' whereas Chinese entrepreneurs' identification can be considered 'high'. Both groups of entrepreneurs have high self-confidence with regard to their roles as 'an entrepreneur', 'as a husband', and 'as a Malay/ Chinese'. This research has made considerable contribution to knowledge specifically in the field of entrepreneurial studies. This empirical research into personal values of entrepreneurs in general and in particular the linkage with entrepreneur's identity and role expectations broadened the psychological perspective of entrepreneurs. It is reasonable to qualify this research as one of the very few studies into personal values and identity structures of entrepreneurs. More specifically this is the first empirical research not only to compare personal values and identity of Malay and Chinese entrepreneurs but also Malay entrepreneurs in general. The study of personal values and identity of entrepreneurs is still in its infancy. Therefore, further research should be conducted to enrich existing knowledge in this area.

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Mothilal, Rashem. "The values, personal traits and characteristics of leaders who get things done". Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/25260.

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The trait approach to leadership is arguably the most venerable intellectual tradition in leadership research, with decades of great prominence followed by years of scepticism and disinterest. Despite its checkered history, recent approaches to leadership have taken a trait perspective, which is supported by evidence showing consistent associations of specific traits with leader emergence and leadership effectiveness. The purpose of this exploratory research project was to employ qualitative methodology to identify the values, personal traits and characteristics of South African business leaders who get things done. The data for this research has been obtained via in-depth exploratory interviews, with selected business leaders who have had a track record of achieving sustained financial results. The research showed that there is a core list of traits that are associated with successful South African business leaders. Key leader traits that were identified include: drive, conscientiousness, self-confidence, openness, charisma and emotional intelligence. There was less clear evidence for traits such as extroversion and cognitive ability. In addition, the environment emerged as an important modifier of a leader‟s ability to get results. While the research showed that the possession of certain key traits alone does not guarantee leadership success, there was sufficient evidence to show that effective leaders are different from others in certain key respects. Copyright
Dissertation (MBA)--University of Pretoria, 2011.
Gordon Institute of Business Science (GIBS)
unrestricted

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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.

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Although the non-profit sector is now the third largest sector of the global economy, relatively little is known about the psychological processes that underlie decisions to donate to charity. Across five experiments, the present research explores two factors that are thought to underlie giving: social norms and personal values. Study 1 elicits personal values and manipulates descriptive social norm information and finds that both of these factors influence giving behavior. Study 2 replicates these findings with injunctive norms in place of descriptive norms. Study 3 manipulates both descriptive and injunctive social norms within a single study and finds that while both have an influence on giving, they do not interact in any meaningful way with each other. Study 4 manipulates descriptive and injunctive norm information in the context of a realistic online donation decision and finds that both injunctive norms influence rates of giving, but that descriptive norm information alone influences willingness to give. Study 5 experimentally manipulates the costs and benefits associated with viewing social information and finds that while participants are willing to view social information when there are no associated costs, willingness to view information decreases dramatically under even very small costs. We conclude in Chapter 6 by discussing the implications of these findings and potential directions for future research.

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KATO, 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.

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This study examined how vocational interests, vocational personal styles and work values impact on major satisfaction and specialization choice of 256 students in Master of Social Work programs from several regions of the United States. Participants completed the General Occupational Themes (GOTs) and the Personal Style Scales (PSSs) of the Strong Interest Inventory (SII; Donnay et al., 2005), the Values Scale (VS; Super & Nevill, 1989), and the modified Academic Major Satisfaction Scale (AMSS; Nauta, 2007). A series of logistic regression analyses were conducted to examine factors predicting major satisfaction, and a series of discriminant function analyses were conducted to investigate factors involved in distinguishing the three specialization groups (clinical social work-health/mental health/special population; clinical social work-children/youth/family; and non-profit organization administration/management, policy, community development). The results supported the importance of person-environment fit (P-E fit) in the membership of the MSW programs, the MSW students’ major satisfaction, and their specialization choices. The results also showed the validity and the utility of the GOTs, the PSSs, and the VS. Beyond three-letter Holland codes, further utilization of the GOTs and integration of the PSSs and the VS seem to be essential. Significant roles of work values of the VS were also noted. Implications for future research and career counseling are discussed. Recommendations for administrators of MSW programs are offered to more effectively recruit students, support their process of selecting a specialization, train them during the program, and provide additional training to professional social workers.

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Hession, 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.

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Vaughan, 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.

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Firmeza, 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.

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The theme social responsibility of organizations has had great projection nowadays. The companies that are considered socially responsible, among other actions, encourage voluntary work, encouragement that can vary from informal support, so that people can be volunteers out of timetable work; to the creation of formal programs of the company, in which the workers are invited to participate, using the normal time of working hours or other organizational resources. The workersâ participation, however, is still reduced in social projects that the companies develop. So, it is understandable that the personal values direct and guide the human behaviour and this research aims to verify the relation between personal values and the participation in social projects, supposing that the behavior of social participation is directly related to collective and mixed values. Thus, the research searched, supported by authors such as: Karkotli and AragÃo and Melo Neto and Froes (in the social responsibility field) Schwartz and Tamayo (concerning to values) and Bordenave and Arango (in the participation theme) and through its objectives, first to describe the social projects of the company researched, then, to identify the type and level of participation of its workers and to identify also the axiological priority of the participants of the social projects of the company. The research was through quantitative and qualitative nature, and by exploratory and descriptive feature. The investigation occurred by means of a case study in a business as of city transportation as of passengers that is notable by its social responsibility. The results related to the first specific aim become evident that the researched organization, through its actions of social responsibility, gives spaces of social participation for its workers. Concerning the workersâ participation, the data show that the company still has a reduced number of participants, although, they have a voluntary and conscious participation of their contributions in social matters. As for personal values related to participation in social projects, in a group of researched subjects, it was got as a result, the presence of values of collective interests, such as, conformity and benevolence, and the value of universalism, characterized by individual and collective interests.
Nos 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 atÃ 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 Ã 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 estÃ 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 Ã 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 Ã 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.

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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.

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The present study investigated the potential of personal values to segment business traveler markets in the hospitality industry. The study was conducted both in the U.S. and Korea. Mail surveys were sent to a random sample of one-thousand business travelers in each country. Two hypotheses were tested to examine the relationship between personal values and hotel choice criteria, and two other hypotheses were tested regarding cultural differences of personal value structures and hotel choice criteria. In the U.S. sample, two major value groups were identified with distinct hotel choice criteria whereas three value groups were found in the Korean sample. In the both samples, respondents' value structures appeared to be related to the importance of hotel choice criteria. Consumer groups with homogeneous value structures seemed to have similar needs and wants regarding hotel services. The influence of personal values on hotel choice criteria was identified across cultures. However, the specific value-to-choice criteria relationship appeared to be culture dependent, preventing generalization of value-choice criteria relationships across cultures. Results revealed considerable cross-cultural differences relative to consumers' value structures and hotel choice criteria. Findings of the present study suggested that personal values hold potential for market segmentation in the hotel industry both in the domestic and international market. Several implications regarding existing consumer behavior theory and application to marketing management practices in the hospitality industry were investigated.
Ph. D.

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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.

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The health care industry is undergoing significant change, particularly with the passage of the Patient Protection and Affordable Care Act in March of 2010. Using the Rokeach Value survey, the value priorities of the insured and uninsured respondents were assessed. The value priorities were also evaluated for the demographics of gender, ethnicity, education, income, and age group. The terminal value of health was culled out as a moderator variable relative to its influence in the decision to seek health care coverage. The most significant contribution of this study reveals an increased understanding of consumer value preferences and demographics and their influence on health care coverage choices. In turn, it advances personal value theory in a health care context and its implications to behavior and decision-making. The results establish the role of health as a significant moderator variable in the decision process. These findings reveal a multitude of insights, not only for the academic researcher, but for practitioners and policymakers alike who are commissioned to execute the new health care reform bill over the next several years. As health care reform is implemented over the next several years, a combination of legislative and market-based solutions will be necessary to curtail the rising number of the uninsured, and ensure there are parity, equity, and morality in the distribution of health care for all Americans.

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Hilpirt, 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/.

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Leadership behavior has been a popular research topic for many years. Much of this research has focused upon the identification of leader behavior that is interactional or determined by the situation which influences leadership style. Current leadership theories raise the question of the relationships between leadership behavior and personal work values. The problem of this research is to investigate the relationship of leadership style with an individual's values for working. The purpose of this study is to examine the relationship between variables which characterize leadership styles and variables related to working values. The hypotheses hold that work values will correlate positively with leadership style. Data were collected through the administration of three research instruments to ninety-two managers of five business firms. The instruments were the participant cover letter providing demographic characteristics, Leader Behavior Analysis II identifying style of leadership, and Values for Working identifying personal work values. Coefficients of determination were calculated to identify possible relationships between leadership style and personal work values. No significant statistical correlation was found. The conclusion is that leadership style appears to be a function of something other than an individual's work values.

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Strickler, 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.

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The study investigated the degree to which the personal values, morals, or ethics of educational leaders enter into their decision making processes. A review of the literature suggests that leadership preparation programs for educators do not adequately equip aspiring administrators for the ethical challenges in a global society. The scholarship of John Dewey and Donald Willower in the field of educational leadership laid the groundwork for the dual methodology pilot study conducted with high school administrators and retired superintendents. Retired division superintendents from Virginia were interviewed to yield a database of thematic strands for developing ethical construct statements. Demographic data was collected in the first portion of the survey. In the second portion of the instrument, respondents indicated strength of relevance for each of twenty valuation statements applied to each of the four ethical scenarios. The third section ended by respondents assigning one of four value labels to each of the ethical scenarios. Implications for further research include early administration to members of new leadership preparation cohorts for comparison at program completion.
Ed. D.

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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.

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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.

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Esta pesquisa, com caráter conclusivo descritivo, buscou verificar se os valores pessoais mudam ao longo da vida, comparando-se dois diferentes momentos – em torno dos 25 anos e em torno dos 60 anos. Tendo como principal referencial teórico os trabalhos de Schwartz (1992; 2005b) e de Bardi et al. (2009), questionaram-se 106 pessoas que vivem, predominantemente, na região metropolitana de Porto Alegre, através de survey (PVQ-21) aplicada em entrevistas face a face, sobre os valores pessoais hoje e, com perguntas com abordagem histórico-longitudinal, resgataram-se os valores pessoais em torno dos 25 anos. O comparativo intragrupo foge das abordagens que contrastam valores pessoais entre gerações diferentes. Nesta amostra, observou-se a constância dos valores “Hedonismo” e “Conformidade” – diferentemente da teoria que previa que o primeiro teria menor importância com o avançar da vida e que o segundo tornar-se-ia mais importante; portanto, observa-se a busca pelo prazer como constante na vida das pessoas e que, ao longo da vida, as pessoas permanecem respeitando as diferenças de status e as expectativas sociais. Replicando-se achados de outros autores, verificou-se também a grande similaridade e mistura entre os valores “Realização” e “Poder”. Além disso, os valores de “Autotranscendência” e “Abertura à Mudança” estiveram muito próximos nos dois períodos contrastados – o que pode indicar que fazer o bem para os outros pode dar prazer e ser estimulante. Por fim, constatou-se que o nível de escolaridade é uma circunstância que impacta em muitas mudanças de valores e que a mudança do valor “Segurança” foi a mais correlacionada a eventos da vida.
This 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.

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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.

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This study focuses on volunteers within the non-profit organization ‘WWOOF’ World Wide Opportunities on Organic Farming, which provides individuals the opportunity to experience a sustainable organic farming through volunteering. As sustainability needs to be more valued within society and as individuals are seen to develop similar values from their social surrounding, the study examines how being a volunteer on a WWOOF farm influences the volunteer’s personal development. The material findings of 20 semi-structured interviews from previous WWOOF volunteers were collected and indicated four main outcomes: increased environmental awareness, community awareness, a sustainable lifestyle and personal growth among the volunteers. The outcomes are discussed in relation to the following main theories and concepts: sustainable worldview theory, symbolic interactionism, social identity theory, the Third Space and narrative identity theory. The sustainable societal values achieved among the volunteers indicated that being a volunteer on a WWOOF farm, can contribute to improve the global community

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Weinberg, 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/.

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This doctoral thesis examines the personalities of national politicians and is the first of its kind to apply the socio-psychological model of Basic Human Values (Schwartz, 1994) to Members of the UK Parliament. In doing so this thesis departs from the dominant traditions of Historical Institutionalism and, more recently, interpretivism in UK parliamentary studies. Interdisciplinary insights and methods from political psychology are combined to examine a number of important questions and findings relevant to wider pools of literature on anti-politics, political behaviour and representation. Specifically, I investigate 'who' enters elite politics, 'how' they behave in elected office, and 'why' public perceptions of politicians' psychological characteristics might be inaccurate. To answer these questions, I collect and analyse original survey data on the basic values, ideologies, attitudes and demographics of a sample of 106 Members of Parliament (MPs). These surveys are supported by in-depth semi-structured interviews. Firstly, these data are analysed alongside comparative data on the public from the 7th round of the European Social Survey to reveal a process of psychological self-selection to elite politics in the UK. In demonstrating that certain citizens with particular value profiles are more likely to enter elected office, these results make an original contribution to prior research into political ambition and recruitment. Secondly, I build a theoretically-driven model of parliamentary behaviour and test it empirically to show that MPs' basic values impact significantly upon legislative behaviours as diverse as voting, asking written questions, and signing Early Day Motions. Thirdly, the results of a conjoint experiment with a large sample of the British public are presented to assess the relative importance of various attitudinal and demographic variables, alongside basic values, for voters’ ideal-type politicians. Compared with self-report data on UK MPs, this conjoint experiment reveals a 'perception gap' whereby citizens get MPs with the psychological characteristics they desire but do not perceive this congruence.

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Udoh, 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/.

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Anecdotal evidence, personal experience and existing literature suggest that staff members of development organisations experience a conflict between their personal and organisational values arising from the neo-liberal paradigm that underpins their activities. If not addressed, such conflicts can affect staff members’ commitment to institutional goals, encourage them to work at cross purposes and create a dissonance between the goals set by the organisation and the results it actually achieves. This study explored how Higher Education Professionals working for an African development institution experience this conflict and whether they consider the Bohm-Isaacs model of dialogue as a potential way of managing the conflict. In this study, the conflict of values was discussed with regard to the commercialisation of higher education. The research adopted a case study approach and spanned a period of one year. It involved a group of 11 purposively selected Higher Education Professionals, who were invited to go through three stages of the study. In stage 1, participants were asked to complete a semi-structured questionnaire on how they experience the conflict, if any, between their personal and organisational values and how they have attempted to address any conflict. Stage 2 was an open discussion and dialogue in a workshop, based on the theoretical propositions that guided the formulation of research questions. The Bohm-Isaacs model of dialogue was adopted for the discussion in stage 2. In the third stage of the study, participants were individually interviewed to obtain their perspectives on how useful the regular use of the dialogue modelled in stage 2 could be in addressing the conflict, if any, between their personal and organisational values. The data collected during this study was analysed thematically to obtain answers on: (a) whether Higher Education Professionals in the research site experience the conflict between their personal and organisational values; (b) how Higher Education Professionals in the research site experience the conflict between their personal and organisational values; (c) how they have attempted to address the conflict; and (d) whether they consider the Bohm-Isaacs model of dialogue as a potential way of addressing any such conflict. The findings of the study revealed that 7 of the 11 Higher Education Professionals that participated in the study reported some form of conflict between their personal and organisational values. They claimed to experience this conflict in complex and dialectical manner as shown by the themes that emerged from the study: Core academic values versus consumerism; Equity versus sustainability; Quality assurance versus profit motive; and Good Governance versus role differentiation. The study revealed that for cultural reasons, most of those who experienced the conflict avoided addressing it. Most of the respondents stated that they experienced the conflict in a procedural rather than substantive manner. The findings also suggest that, unless carefully managed, addressing the conflict between personal and organisational values can be sensitive and challenging, especially in the African context, where the articulation of personal values that might conflict with organisational values is problematic because of deeply held cultural values about hierarchies. It was, therefore, proposed and confirmed by the study that, as opposed to simply persuading staff members to adopt different values, adopting an instrument or way of working such as the Bohm-Isaacs model of dialogue can be useful in proactive conflict management. The result of the study revealed that all the research participants interviewed considered the Bohm-Isaacs model of dialogue as a useful way of managing the conflict between personal and organisational values, especially if used proactively. Although this study suffers from the lack of generalisability which is characteristic of case studies with a small number of participants, it is hoped that it will help to create an environment for proactive management of values conflict in the institution where the research is based.

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Kohl, Martina. "Social networks as glocal products: The case of Facebook". Master's thesis, NSBE - UNL, 2013. http://hdl.handle.net/10362/9815.

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A Work Project, presented as part of the requirements for the Award of a Masters Degree in Management from the NOVA – School of Business and Economics
The 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.

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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.

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The purpose of this research study was to understand better and reconstruct the concept of values-led principalship. In recent times, in response to constant change and uncertainty, there has been a consistent call for a new form of principalship: values-led principalship. Principals are now being urged to allow values to shape their principalship behaviour. In short, values-led behaviour is said to afford the principal the means of providing appropriate school leadership in unpredictable, and even ambiguous, times. However, the assertion that values can play a positive role in a principal’s performance needs to be substantiated. Despite their innate appeal, the nature and function of values in human endeavours remains somewhat unclear. This research study seeks to redress this lack of understanding by investigating how knowing personal values might help the principal to be led by these values and, thereby, be able to act more effectively as an educational leader. To this end, this research study is situated within the research paradigm of pragmatic constructivism and informed by the theoretical perspective of symbolic interactionism. The orchestrating perspective was case study with the boundaries of the case defined in terms of the system of secondary schools operating under the auspices of the Catholic Archdiocese of Brisbane. This case study included an open-ended questionnaire, two closed questionnaires, and a series of three semi-structured interviews with five principals. This research study began with a comprehensive review of literature from psychology, ethics and values theory to establish the relationship between values and behaviour. This review highlighted five important insights in respect to personal values. First, personal values are formed during the general experiences of life. Second, these personal values influence behaviour. Third, personal values are subjective inner-world phenomena that are more likely to be tacit and subliminal influences upon one’s behaviour. Fourth, having knowledge of one’s own personal values is not a natural or a common occurrence and the gaining of this particular form of self-knowledge is difficult and requires effort and appropriate processes. Finally, the appropriate process for gaining self-knowledge of one’s personal values is through self-reflection and introspection. Based on these insights, the researcher identified four research questions: How knowledgeable are the principals of their own personal values? How have the personal values of the principals been formed? Can a principal gain increased self-knowledge of his or her personal values and the relationship of these personal values to his or her educational leadership behaviour? Does an increased level of self-knowledge of personal values bring about values-led principalship? In general, the findings of this research study suggest that values-led principalship is a simplistic conceptualisation that does not reflect the complex relationships between the inner Self and behaviour. The concept of values-led principalship assumes self-knowledge of personal values and the deliberate application of this knowledge to influence personal behaviour. By not considering the formation of personal values and the inner antecedents of personal values within the Self, any self-knowledge of one’s personal values remains notional. Notional self-knowledge maintains the tacit, subliminal influence of personal values on behaviour. Thus, personal values are directing or driving behaviour resulting in values driven rather than values-led principalship. From an instrumental perspective, this finding raises a number of issues in respect to the professional development of principals. As a consequence, the following propositions are advanced: The professional development of principals should prepare them to incorporate regular self-reflective and introspective practices; The professional development of principals should challenge them to develop a rich knowledge of their inner Self; The professional development of principals should assist them to appreciate how their whole life experience is woven into their leadership behaviour; and Contemporary principals require formal professional mentoring programmes to assist them to more truly clarify and understand the antecedents of their leadership behaviours.

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Peng, 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.

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The intent of this study was to compare life value differences using the Life Values Inventory. Differences among non-psychedelic users and psychedelic users were examined. Participants, ranging from age 18 to 48 from the University of Central Florida (UCF), a large state university, were recruited on a voluntarily basis. This was primarily done through online message board, the Sona System, and classroom announcements. The study was presented through the Sona System provided by UCF. In addition, all participants were students of the university. Results indicated significant differences among three out of 14 life values measured. The three life values that were shown to be significantly different among the non-psychedelic users and psychedelic users were: 1) concern for others, 2) loyalty to family or group, and 3) responsibility. In addition, the life value of spirituality was only found to be marginally significant.
B.S.
Bachelors
Psychology
Sciences

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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.

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Antonio, 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/.

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A relação entre a compatibilidade de valores e o bem-estar subjetivo tem sido identificada em alguns estudos. No entanto, menor atenção tem sido dada à compreensão da relação direta entre conflito de valores e qualidade de vida no trabalho, principalmente na relação diática entre gestores e subordinados. A teoria da troca entre líder e liderado prevê que o líder diferencia seus subordinados e, consequentemente, estabelece relações de natureza distinta com cada um deles. Para diferenciar os indivíduos da equipe o líder utiliza, dentre diversos critérios possíveis, a compatibilidade de características. Líderes e liderados que compartilham valores estabelecem interações de alta qualidade e essas interações geram resultados positivos para cada um dos membros da díade. Nesse sentido, este estudo questionou como seu problema fundamental: quais são as relações entre a compatibilidade diática dos valores dos gestores e de seus subordinados e o estado pessoal de qualidade de vida no trabalho desses gestores e subordinados? Pesquisar a relação da compatibilidade de valores e o estado pessoal de qualidade de vida no trabalho das pessoas, principalmente no caso da díade entre gestor e subordinado, pode promover uma melhor compreensão da dinâmica do comportamento organizacional. Isso posto, este estudo teve como objetivos (a) investigar a associação entre a compatibilidade dos valores pessoais dos subordinados e os valores sociais dos subordinados com relação aos seus gestores (compatibilidade subjetiva) e o estado pessoal de qualidade de vida no trabalho desses subordinados e (b) pesquisar a associação entre a compatibilidade dos valores pessoais de gestores e dos subordinados (compatibilidade objetiva) e o estado pessoal de qualidade de vida no trabalho desses gestores e subordinados. Para tanto, utilizou-se um questionário eletrônico autoaplicado administrado aos egressos da Faculdade de Economia, Administração e Contabilidade da Universidade de São Paulo. O questionário foi composto pelos instrumentos PVQ-21 para delimitação dos valores humanos e o BPSO-96 para o estado pessoal de qualidade de vida no trabalho de gestores e subordinados. A amostragem realizada foi não-probabilística obtida por conveniência, limitando a capacidade de generalização do estudo. Ademais, os dados foram analisados pela técnica de regressão polinomial para determinação das associações entre a compatibilidade dos valores na díade gestorsubordinado e as percepções sobre estado pessoal de qualidade de vida no trabalho. A partir dos resultados, é possível considerar que a compatibilidade de valores entre os membros da díade gestor-subordinado, seja pela ótica subjetiva ou objetiva, está associada à qualidade de vida no trabalho de gestores e subordinados, principalmente no conflito das dimensões autotranscendência e autopromoção da teoria de valores de Schwartz (1992). Finalmente, este estudo propõe a utilização conjunta dos índices de compatibilidade algébricos, modulares e quadráticos para a interpretação dos resultados de regressões sobre a compatibilidade de valores e outras variáveis, diferentemente do que a literatura sobre o tema sugere. Pelos resultados do estudo, os coeficientes dos três modelos não se contradisseram, de tal maneira que suas magnitudes e sinais se conservaram nos três casos. Além disso, as variáveis que entraram nos modelos foram semelhantes. Esse fato sinaliza para uma leitura conjunta dos três modelos que deverão produzir interpretações mais informativas que a análise de um modelo isolado.
The 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.

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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.

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Thesis (Ph.D.)--University of Western Sydney, 2004.
A 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.

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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.

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Made available in DSpace on 2016-04-15T00:46:02Z (GMT). No. of bitstreams: 2 Sandra Ventura Maurino1.pdf: 3527008 bytes, checksum: 462f5c88c311d294ff24a391b005a97d (MD5) Sandra Ventura Maurino2.pdf: 1939968 bytes, checksum: 90aaee237781ef5b355e21fe58539f47 (MD5) Previous issue date: 2010-04-20
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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.

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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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