普遍价值和必要价值

本文提出几个论点：重要的普遍价值必须是普遍必要价值;以＂关系＂作为分析单位才能够普遍有效地定义什么是普遍价值;验证普遍价值的最佳模式是普遍模仿。     

A Reconceptualization of Values Clarification: Values Conflict Resolution

Values Clarification (VC) waxed during the 1970s and waned during the 1980s. Today, psychology lacks an empirically based intervention for helping individuals to clarify their values. In this article, the meteoric rise and then precipitous decline of VC are first described. Conservative religious and political criticisms as well as conceptual flaws within VC are discussed. A reconceptualization of VC that addresses the criticisms and flaws is then proposed. The goal of the reconceptualization is to revitalize the topic of values conflict and clarification, to stimulate a new generation of research, and to establish an empirically based guidance for practice.     

Sharing Values

In this paper, we consider one of the ways in which shared valuing is normatively significant. More specifically, we analyze the processes that can reliably provide normative grounding for the standing to rebuke others for their failures to treat something as valuable. Yet problems with grounding this normative standing quickly arise, as it is not immediately clear why shared valuing binds group members together in ways that can sustain the collective pursuit of shared ends. Responding to this difficulty is no easy task, since doing so requires demonstrating that the standing to call on one's fellow participants because of shared forms of valuing is not merely a side effect of members authority to call on their fellow participants to do their fair share in a collective endeavor. This is, to the best of our knowledge, a problem that the sparse literature on shared valuing has yet to consider. We argue that the best way to address this difficulty is to consider the real‐world complexity of how forms of valuing come to be shared within well‐structured collectives and how members internalize the evaluative tendencies that sustain shared valuing. To accomplish those ends, we examine two different ways that shared valuing is cultivated within well‐structured groups and the corresponding ways that members internalize forms of valuing; specifically, we examine differences between forms of valuing that are passed downward from the top of a group, as they are in the U.S. Military, and forms of valuing that bubble‐up through local patterns of interaction, as they do among the Zapatistas of Chiapas.     

Development of the Brief Personal Values Inventory for Sense of Values

The Portrait Values Questionnaire (PVQ) is a widely used questionnaire for assessing sense of values; however, it is difficult to apply for children and adolescents. Therefore, the present study aimed to develop a questionnaire for sense of values, called the Brief Personal Values Inventory (BPVI), consisting of simple questions and fewer items compared to the PVQ. We first created 12 items for the BPVI and then tested criterion-related validity with values in the PVQ-57 in 167 Japanese general population participants (81 males, mean age [SD], range: 23.4 [8.2], 15–57 years). Each of these items was correlated with one or more of the values in the PVQ-57 and covered all higher-order values in Schwartz's theory (openness to change, self-enhancement, conservation, and self-transcendence). In summary, the BPVI adequately corresponded with Schwartz's value theory, indicating an acceptable criterion-related validity. This questionnaire is applicable to a wide population, including adolescents, and will be a useful tool for researchers to elucidate the developmental pathway of personal sense of values.     

Values at Work: The Impact of Personal Values in Organisations

This paper reviews and integrates past research on personal values in work organisations, seeking to portray the role personal values play in shaping the choices and behaviour of individuals in work settings. We start by addressing the role of values in the occupational choice people make. We then review research on the relationships of personal values to a variety of behaviours at work. We continue with discussing the multiple paths through which managers’ values affect organisations and their members. In the last section, we address the interplay between organisational levels, and discuss the congruency between personal and organisational values and its implications for organisations and their employees. Together, the research reviewed indicates how the broadness and stability of values make them an important predictor of behaviour at various levels of the organisation. We end by discussing directions for future research on values in organisations.     

The Importance of the Family in Forming Life Values and Personal Values

In this study, we found a significant relationship between college students' (N-363) evaluations of family (self, mother, father, and locus of control), as well as relationships approaching significance for their evaluations of stepparents, p = .06. We also found support for the importance of the family in the formulation of perceptions of parental figures as well as in the formulation of fundamental beliefs regarding self-esteem and personal control.     

Vilification and Values

Social values are an important foundation of political attitudes, yet political controversies often embody conflicts between values, placing the citizen in an awkward position of having to prioritize competing values. One strategy is to consider the groups that are symbolically associated with the competing values. Groups held in high esteem will enhance associated values; groups held in disregard will diminish associated values. Persuasive communicators exploit this process by assailing groups that have been publicly associated with certain issue positions or values as “extreme” or “radical.” Even if the group represents a consensus value like equal opportunity, the extremist label suggests the group's agenda embodies an excessive and uncompromising imposition of this value. This article reports on four experiments that investigated how the extremist label can undermine support for a group's position. We further examine how reputation affects judgments of value priorities.     

Understanding Appalachian Values

This paper, which is based on the Model of Human Occupation, examined Southern Appalachian subcultural values through a review of the literature and two case studies. The subjects for this study were one male and one female both over the age of fifty and of the working class, who had lived in the Southern Appalachian region from birth to the time of the study. Values were assessed through interviews which consisted of a series of questions written by the investigator and based on the literature review, the Values Orientation Interview Schedule and an Activity Configuration. Results supported the literature which discusses the values of persons of the Southern Appalachian region which differ from those of the typical middle class American. The study reinforced the importance of occupational therapists integrating information on values and culture into the treatment planning process.     

Creativity and Values

ABSTRACT

Barron (1997 Barron , F. ( 1997 ). Introduction . In F. Barron , A. Montuori , & A. Barron (Eds.), Creators on creating (pp. 1 – 21 ). New York : Tarcher/Putnam . [Google Scholar]) and Helson (1990 Hall , W. B. , & MacKinnon , D. W. ( 1969 ). Personality inventory correlates of creative accomplishments . Journal of Applied Psychology , 53 , 322 – 236 .[Crossref], [PubMed], [Web of Science ®] , [Google Scholar]) independently have suggested that a central element in all forms of creativity is the desire or goal to be creative, implying creativity as a core value. Based on these assertions and Schwartz's (1992 Schwartz , S. H. ( 1992 ). Universals in the content and structure of values: Theoretical advances and empirical tests in 20 countries . In M. P. Zanna (Ed.), Advances in Experimental Social Psychology ( Vol. 25 , pp. 1 – 26 ). San Diego , CA : Academic Press .[Crossref] , [Google Scholar]) theory, we tested the prediction that creative individuals will hold a different values system than their less creative counterparts. University students (N = 278) completed the Schwartz Values Survey (Schwartz, 1992 Schwartz , S. H. ( 1992 ). Universals in the content and structure of values: Theoretical advances and empirical tests in 20 countries . In M. P. Zanna (Ed.), Advances in Experimental Social Psychology ( Vol. 25 , pp. 1 – 26 ). San Diego , CA : Academic Press .[Crossref] , [Google Scholar]), as well as a behaviorally-based self-report measure of creative accomplishments. At separate occasions, 134 of these participants also devised three creative products rated by the consensual assessment method. In keeping with prediction, creative accomplishments and products correlated significantly not only with the self-direction value composite (both including and excluding the individual item creativity), but also universalism and stimulation. Accomplishments and products correlated negatively with the value composites of tradition, security, and power. These results support the view that creativity is grounded in values, and support Schwartz's model of the dynamic structure of values as a predictor of behavior.     

Values and personality

Personality and differential psychology have paid little attention to values research. Consequently, the constructs used in these subdisciplines have developed independently, and evidence regarding the relations of personality to values is minimal. This study seeks to advance our understanding of these relations and to arrive at a theoretical integration of constructs. Starting from recent developments in values theory (Schwartz, 1992; Schwartz and Bilsky, 1987, 1990) and drawing on Maslow's (1955) distinction between ‘deficiency’ and ‘growth’ needs, we elaborate theoretical links between personality and values with special emphasis on structural relations. A set of hypotheses regarding these relations is generated and tested next, using data from a study with 331 German students. These students completed both the Rokeach Value Survey (RVS) and the Freiburg Personality Inventory (FPI), measuring ten primary and two secondary personality variables, namely extraversion and emotionality. Joint Similarity Structure Analyses (SSAs) of values and personality variables were conducted. The findings reveal both meaningful and systematic associations of value priorities with personality variables, confirming the hypothesized structural relationships. The compatibility of our hypotheses with the complex findings of George (1954) using totally different indexes of both values (Allport–Vernon Study of Values) and personality (drawn from Eysenck and Guilford) further supports the theoretical connections proposed in this study.     

Relations Among and Between Career Values and Christian Religious Values

Empirical research and vocational theory indicate that values are important in career counseling and vocational choice. Development of these values is influenced by environmental factors, such as religion. However, there are few empirical investigations of the relation between religious values and career values. The purpose of this study was to investigate the relationship of career values to Christian religious values as they might be assessed in career counseling. Results indicate that there was some overlap between religious and career values, although only for specific extrinsic values.     

Diverging Perceptions of Personal Moral Values and the Values of One's Religious Group

A popular notion in many religions is that less pious individuals are also less moral. We sought to test the self-described moral values of religious and nonreligious individuals under the framework of Moral Foundations Theory. In Study 1, we found that atheists differ from Christians in some moral domains. We also found evidence that Christians’ self-ratings are consistently lower than what they perceive to be the moral values of other Christians. This finding contradicts previous findings that suggest that Christians may inflate their positive characteristics relative to their peers in other domains. In Studies 2 and 3, we tested several alternative explanations for this finding. Preliminary evidence suggests that Christians rate their moral values lower in comparison to Christian exemplars such as religious leaders, and not from a sense of humility. In contrast, atheists may not have exemplars for such a comparison.