Person-organization fit: Testing socialization and attraction-selection-attrition hypotheses

Using the socialization and attraction-selection-attrition (ASA) frameworks, this study examined the relation between employees’ work values and their organization’s values (person-organization fit). With a two year time interval, 140 respondents participated in a longitudinal study. After entry, socialization served to enhance homogeneity. The work values underwent small changes and the perception of fit with the organization grew. Despite high retention rates results confirmed the attrition effect. Results indicated that the lower the perceived match between own and organizational values at entry, the more likely it was that someone left the organization over time. We concluded that socialization as well as attrition mechanisms were present at the same time.     

On Conservative Extensions in Logics with Infinitary Predicates

If the language is extended by new individual variables, in classical first order logic, then the deduction system obtained is a conservative extension of the original one. This fails to be true for the logics with infinitary predicates. But it is shown that restricting the commutativity of quantifiers and the equality axioms in the extended system and supposing the merry-go-round property in the original system, the foregoing extension is already conservative. It is shown that these restrictions are crucial for an extension to be conservative. The origin of the results is algebraic logic. Presented by Daniele Mundici Supported by grant OTKA T43242.     

What Do Happiness Studies Study?

What do, or should, happiness studies study? Everything to which we refer with the word ‘‘happiness’’ is worth some study. But the study of subjective states covers only part of the ground covered by the word ‘‘happiness’’ and by no means all the ground central to understanding happiness. On the central use of ‘‘happiness,’’ to be happy is to be glad or satisfied or content, which suggests subjectivity, with having a good measure of what is important in life, which suggests objectivity. We find the same suggestion of both subjectivity and objectivity in the list of what enhances the quality of life. There are strong arguments in favour both of the subjectivity of what enhances life and of its objectivity. I argue that neither is right, that the story is more complicated. The conclusion of the story is that there is a list of several non-reducible features that contribute to the quality of a characteristic human life, and that anything that contributes to the quality of any human life will be one or other of these features. But there is a problem. When we speak of the quality of a human life, there may be no one thing we have in mind. Perhaps some of us are not disagreeing with one another over the nature of a ‘‘happy’’ life but speaking of different things.     

Stability and change in work values among male and female nurses and engineers

Gender related changes of work values were analyzed in a longitudinal questionnaire study of 173 male and 48 female engineers and 353 female and 31 male nurses at three measurement occasions covering about four and half years from the end of their vocational education. At all occasions, Social relations were rated as more important by women than by men and Altruism was given higher ratings by the nurses than by the engineers. Within both occupations women's mean Altruism ratings were higher than men's mean ratings, and in all groups except male engineers the mean ratings dropped between the three occasions. Women's ratings of Benefits and career and Influence were strengthened in both occupations, thereby eliminating an initial gender difference. The stability of work values is discussed in terms of challenges and norms in working life.     

生育价值观的理论构建及问卷的初步编制

通过文献综述、开放式调查、专家咨询和小样本测试的统计分析等提出了生育价值观的理论构想,以此为基础自编了育龄青年生育价值观问卷,并对正式问卷调查结果进行了探索性因素分析和验证性因素分析,结果表明：生育价值观是一个多层次和多维度的体系,包括3个二阶因素和9个一阶因素。该研究所构建的生育价值观理论结构比较合理,初步编制的量表需修订和完善。本研究可以为继续探讨人们的生育价值观特征提供有意义的基础。     

Science, Values and the Human Dimensions

The presented paper substantiates the principle that values are an immanent component of science and any rational cognitive activity. This principle belongs to the European cultural tradition starting from the book of Genesis of the Old Testament, the values of certainty in the antique Greek philosophy and Francis Bacon's coincidence of knowledge and power. Values in science form complicated structures inconnection with different types of knowledge including “the knowledge that”, empirical evidence, various types of generalizations or rules, methods, directions, algorithms, “the knowledge how”, “the knowledge why” or other types of knowledge. Since the assignments of different types of values are the products of a decision-making, it is useful to distinguish many types of decision-making, especially semantic decision-making, information decision-making and decision-making with distinctly pragmatic dimensions. The values assignable to scientific activities and their results also include their social recognition, respect and prestige granted to knowledge and bearers of knowledge by society and social groups or communities. Knowledge generation and the rational and justified application of the achieved and acceptable impacts are also connected with decision-making procedures, values and criteria of social acceptance. This revised version was published online in August 2006 with corrections to the Cover Date.     

The Value of Knowledge/Rationality or the Knowledge/Rationality of Value?: Implications for Education

This paper reviews and augments important work in philosophy of education on intrinsic aims for education, of knowledge, of knowledge of values, and of rationality. A contemporary conception of knowledge as ``rationality's `data-base' is proposed and an in-depth section on the intrinsic value of rationality is incorporated.     

Are Nativists a Different Kind of Democrat? Democratic Values and “Outsiders” in Japan

This paper combines three elements: a discussion of democratic values and the status of outsiders in Japanese political culture, the development of new measures to examine sensitive issues of nativism and foreigner perception in Japan, and an empirical exploration of the relationship between democratic values and antipathy toward outsiders. Two forms of democratic orientation were investigated in a sample of about 1,000 university students in Japan: a defensive version, which adheres to the formalistic requirements of democracy but is exclusionary and illiberal, and a universalist version that is liberal and tolerant. A defensive orientation is associated with greater chauvinism, a greater sense of threat emanating from foreigners, and a heightened anxiety about economic competition. A universalist orientation is associated with low perceived threat and low chauvinism, a lack of fear of economic competition, and a positive view of the cultural contributions of outsiders. Nativism may indeed be compatible with democratic values, but only with the defensive, exclusionary form. In short, the defensive form is democracy for xenophobes. Such an orientation is not unique to Japan, but is likely to be found in developing democracies as well as in advanced democracies that feel threatened.     

Uncovering the links between brand choice and personal values among young British and Spanish girls

This paper presents empirical research which demonstrates how snacks brands can satisfy certain personal values for female 11–12 year‐old British and Spanish consumers. The qualitative research design uses a means‐end approach, based on a laddering technique, to uncover the links between brand choice and personal values. After reviewing the means‐end model and other relevant theory, the research methodology and design are presented in detail. The findings reveal significant scope for positioning snacks brands using the values of well being and fun and enjoyment (UK and Spain), while the value of friendship and belonging emerges as an extra dimension for the British respondents. Copyright © 2001 Henry Stewart Publications.     

Can We Really Have It All? The Attainment of Work and Family Values

We discuss the role values and value attainment play in the complex and dynamic process of balancing work and family demands. We contend that an individual experiences conflict between work and family demands because of value incongruence between that individual and a pivotal family member (i.e., lack of value similarity) or because of the incongruent values between that individual and the organization (i.e., lack of value congruence). We further argue that work-family conflict leads to job and life dissatisfaction for individuals because this conflict frustrates the attainment of important work and family values. We develop and propose a conceptual model, capturing both work and family values as they relate to work-family conflict, value attainment, and outcomes.