Testing a Modified Version of Schwartz’s Portrait Values Questionnaire to Measure Organizational Values in a University Context

2020 ◽  
Vol 26 (3) ◽  
pp. 209-227
Author(s):  
Daniela Wetzelhütter ◽  
Chigozie Nnebedum ◽  
Jacques De Wet ◽  
Johann Bacher
Keyword(s):  
Personal Values ◽  
Theoretical Work ◽  
Organizational Values ◽  
Value Orientations ◽  
Human Values ◽  
Cultural Value ◽  
Societal Values ◽  
New Instrument ◽  
Sociology Departments ◽  
Valid Instrument

Schwartz developed his Theory of Basic Human Values and corresponding instruments, the portrait values questionnaire (PVQ) and the Schwartz values survey (SVS), in order to measure personal values. He uses these instruments (in a slightly modified form) in conjunction with his Theory of Cultural Value Orientations to measure cultural or societal values. His theoretical work is also used in studying organizational values; however, none of these instruments seem suitable to compare personal and perceived organizational values. If the PVQ is widely used to measure personal values, and we need commensurate measures of the person and organization for comparative analysis, then can we not minimally adjust the PVQ to measure organizational values? In this article we discuss the testing of one such adjusted PVQ used for gauging universities’ organizational values. We developed the PVQ-uni to measure university values as perceived by students. We collected data from sociology departments at two universities, one in Austria ( n = 133) and one Nigeria ( n = 156). We then tested the reliability and the validity of the new instrument. Based on the data collected, we found that the PVQ-uni is a reliable and valid instrument; however, further refinements are needed for the instrument to be used successfully in Africa.

scholarly journals Development and Validation of the Personal Values Dictionary: A Theory–Driven Tool for Investigating References to Basic Human Values in Text

2020 ◽  
Vol 34 (5) ◽  
pp. 885-902
Author(s):  
Vladimir Ponizovskiy ◽  
Murat Ardag ◽  
Lusine Grigoryan ◽  
Ryan Boyd ◽  
Henrik Dobewall ◽  
...  
Keyword(s):  
High Reliability ◽  
Personal Values ◽  
Science Research ◽  
Political Orientation ◽  
Value Orientations ◽  
Human Values ◽  
Automatic Assessment ◽  
Psychological Constructs ◽  
Theoretical Predictions ◽  
Blog Posts

Estimating psychological constructs from natural language has the potential to expand the reach and applicability of personality science. Research on the Big Five has produced methods to reliably assess personality traits from text, but the development of comparable tools for personal values is still in the early stages. Based on the Schwartz theory of basic human values, we developed a dictionary for the automatic assessment of references to personal values in text. To refine and validate the dictionary, we used Facebook updates, blog posts, essays, and book chapters authored by over 180 000 individuals. The results show high reliability for the dictionary and a pattern of correlations between the value types in line with the circumplex structure. We found small to moderate ( rs = .1–.4) but consistent correlations between dictionary scores and self–reported scores for 7 out of 10 values. Correlations between the dictionary scores and age, gender, and political orientation of the author and scores for other established dictionaries mostly followed theoretical predictions. The Personal Values Dictionary can be used to assess references to value orientations in textual data, such as tweets, blog posts, or status updates, and will stimulate further research in methods to assess human basic values from text.

Understanding the Millennials’ Integrated Ethical Decision-Making Process: Assessing the Relationship Between Personal Values and Cognitive Moral Reasoning

2017 ◽  
Vol 58 (8) ◽  
pp. 1671-1706 ◽  
Author(s):  
James Weber
Keyword(s):  
Decision Making ◽  
Moral Reasoning ◽  
Ethical Decision ◽  
Ethical Decision Making ◽  
Personal Values ◽  
Strong Relationship ◽  
Value Orientations ◽  
Decision Making Processes ◽  
The Relationship ◽  
Cognitive Moral Reasoning

Focusing on millennials, individuals born between 1980 and 2000 and representing the largest generational population in our history, this research seeks to understand their ethical decision-making processes by exploring the distinctive, yet interconnected, theories of personal values and cognitive moral reasoning. Utilizing a decision-making framework introduced in the 1990s, we discover that there is a statistically supported relationship between a millennial’s personal value orientation and stage of cognitive moral reasoning. Moreover, we discover a strong relationship between three of the four value orientations and a corresponding stage of cognitive moral reasoning. The theoretical and practical research implications of our discovery about millennials’ decision making are discussed.

scholarly journals IDENTIFIKASI FAKTOR PENYEBAB KEMISKINAN DI KOTA SEMARANG DARI DIMENSI KULTURAL

2011 ◽  
Vol 12 (1) ◽  
pp. 28
Author(s):  
Tri Wahyu Rejekiningsih
Keyword(s):  
Real Life ◽  
Cultural Factors ◽  
Value Orientations ◽  
Cultural Dimensions ◽  
Cultural Value ◽  
Poor People ◽  
Cultural Dimension ◽  
Positive Behaviors ◽  
Real Work ◽  
Low Educated

This research is used to describe and identify the characteristics of poor people in Semarang. We select poor people from 4 villages in Semarang as sample, Bubakan, Krobokan, Genuksari, and Tandang village. In general, factors that cause poverty can be divided into 3 dimensions, natural, structural, and cultural factors. Poverty studies in this research will be analyzed by Cultural dimension approach. From the result we know that the characteristics of poor people in Semarang, are: most of the households’ leaders are low educated (elementary graduated), work as labors, and have some responsibilities to three persons. Besides, we know that there is no equal level on support distribution to poor people. Related to the analysis from cultural dimensions, we know that in Semarang, poor people have cultural value orientations and positive behaviors to see the real life, real work, real time, and the connections between nature and human.

scholarly journals Development and validity of the Value-based Stigma Inventory (VASI): a value-sensitive questionnaire for the assessment of mental health stigma

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Sophia Rieckhof ◽  
Christian Sander ◽  
Sven Speerforck ◽  
Elke Prestin ◽  
Matthias C. Angermeyer ◽  
...  
Keyword(s):  
Mental Health ◽  
Mental Illness ◽  
Item Difficulty ◽  
Psychometric Evaluation ◽  
Value Orientations ◽  
Mental Illness Stigma ◽  
Normative Values ◽  
Mental Health Stigma ◽  
Confirmatory Factor Analyses ◽  
New Instrument

Abstract Background It has been hypothesized that mental illness stigma differs according to what matters most to people, and that this results in value-based differences in stigma within societies. However, there is a lack of stigma measures that account for a broad range of values, including modern and liberal values. Methods For the development of the Value-based Stigma Inventory (VASI) a preliminary item-pool of 68 VASI-items was assembled by mental health and stigma experts. For psychometric evaluation, we tested the VASI in an online sample of the general population (n = 4983). Results Based on item-characteristics as well as explorative and confirmatory factor analyses, a final version of the VASI was developed, comprising 15 items and 5 subscales. The VASI shows good psychometric properties (item difficulty = 0.34 to 0.67; mean inter-item correlation r = 0.326; Cronbach’s α = 0.879). Medium to high correlations with established stigma scales (SDS, SSMI), medium associations with instruments assessing personal values (PVQ, KSA-3) and small to no associations with a social desirability scale (KSE-G) attest to good convergent and discriminatory validity of the new instrument. Normative values for the VASI subscales are presented. Conclusions The developed VASI can be used to assess public stigma of mental illness including personal stigma-relevant value orientations.

scholarly journals Cultural Value Orientations and Alcohol Consumption in 74 Countries: A Societal-Level Analysis

2017 ◽  
Vol 8 ◽  
Author(s):  
Richard A. Inman ◽  
Sara M. G. da Silva ◽  
Rasha R. Bayoumi ◽  
Paul H. P. Hanel
Keyword(s):  
Alcohol Consumption ◽  
Value Orientations ◽  
Cultural Value ◽  
Societal Level ◽  
Level Analysis

When does benevolent leadership inhibit silence? The joint moderating roles of perceived employee agreement and cultural value orientations

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Xiaobei Li ◽  
Lu Xing
Keyword(s):  
Power Distance ◽  
Value Orientations ◽  
Cultural Value ◽  
Hierarchical Regression ◽  
Leader Behaviors ◽  
Content Type ◽  
Power Distance Orientation ◽  
Benevolent Leadership ◽  
Employee Silence ◽  
Simple Slope

PurposeThis study's purpose is to examine benevolent leadership's effect on employee silence, as moderated by perceived employee agreement on leader behaviors and cultural value orientations.Design/methodology/approachTwo-wave survey data were collected from 240 Chinese employees working in various industries. Hierarchical regression and simple slope analysis were used to test the hypotheses.FindingsBenevolent leadership was negatively related to employee silence. When perceived employee agreement on leader behaviors was high, employees with high power-distance orientation or low vertical individualism were more sensitive to benevolent leadership and engaged in less silence.Practical implicationsManagers are advised to exhibit benevolent behaviors to mitigate employees' tendency to remain silence. Organizations and managers can also design interventions to encourage employees with low power distance or high vertical individualism to speak up.Originality/valueThis study advances the understanding of the relationship between benevolent leadership and employee silence. By highlighting the moderating role of employees' perception of leader behaviors and their cultural value orientations, this study helps explain the conditions that when employees choose to keep silence or not.

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