Готові списки джерел за темами / Value of work

Добірка наукової літератури з теми "Value of work"

Автор: Grafiati
Опубліковано: 19 червня 2021
Оновлено: 25 квітня 2022

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Зміст

  1. Статті в журналах
  2. Дисертації
  3. Книги
  4. Частини книг
  5. Тези доповідей конференцій
  6. Звіти організацій

Статті в журналах з теми "Value of work":

1

Mohamad, Bahtiar, Jafri Zulkepli, Ahmed Rageh Ismail, and Hassan Abu Bakar. "A Model for Malaysian Work Value to Improve Level of Work Value among Malaysian Graduate." International Journal of Psychosocial Rehabilitation 24, no. 02 (February 13, 2020): 4299–321. http://dx.doi.org/10.37200/ijpr/v24i2/pr200751.

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2

Uçanok, Başak. "Understanding the importance of work: the effects of work values and work-value congruence." European J. of Cross-Cultural Competence and Management 2, no. 1 (2011): 32. http://dx.doi.org/10.1504/ejccm.2011.042675.

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3

Sa, Yongjin. "The Study on Relationship between Satisfaction with FLEXIBLE-WORK Arrangement, Job Satisfaction and Decision Making." J-Institute 6, no. 3 (September 30, 2021): 41–48. http://dx.doi.org/10.22471/value.2021.6.3.41.

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4

Sa, Yongjin. "The Study on Relationship between Satisfaction with FLEXIBLE-WORK Arrangement, Job Satisfaction and Decision Making." J-Institute 6, no. 3 (September 30, 2021): 41–48. http://dx.doi.org/10.22471/value.2021.6.3.41.

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5

Carlstrom, Aaron H. "Living the Good (Work) Life: Implications of General Values for Work Values." NACADA Journal 31, no. 2 (September 1, 2011): 33–43. http://dx.doi.org/10.12930/0271-9517-31.2.33.

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Advances in the understanding of general values from personality and social psychology apply to work values. In this paper, I introduce the concepts of values, value priorities, motivational goals, value types, and personal value systems used to clarify work values. I also introduce the terms basic and broad value and work value types. Second, I organize O*NET work values with Schwartz's 1992 structural model of general values and discuss the implications. Third, I discuss issues to consider when addressing work values, such as life roles, developmental levels, work and life experiences as well as context and cultural variables. Fourth, I conclude the article by providing student learning outcomes about work values for career advising.
6

Fehér, János. "Value Work and Leadership Practices." Gazdaság és Társadalom 2015, no. 4 (2015): 17–31. http://dx.doi.org/10.21637/gt.2015.4.02.

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7

Szép, Katalin. "Economic value of domestic work." Legal Culture 1, no. 1 (December 12, 2018): 114–30. http://dx.doi.org/10.37873/legal.2018.1.1.14.

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The article analyses the economic value of domestic work, followingthe logic of the statistical examination: describing the phenomena andtheir appropriate measures, defining the terminology and fitting it intothe existing system of statistical concepts. The author draws attentionto important sources of data and indicates the methods of their mea-surement.Then the data sources are looked for and the methods devel-oped. The results are illustrated with the Household Satellite Accountof Hungary with some European perspectives.
8

Hamilton, Nora. "The Value of Collective Work." Latin American Perspectives 40, no. 6 (October 17, 2013): 69–70. http://dx.doi.org/10.1177/0094582x13505845.

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9

Brown, George, and Yussuf Ahmed. "The value of work placements." Enhancing the Learner Experience in Higher Education 1, no. 1 (December 15, 2009): 19. http://dx.doi.org/10.14234/elehe.v1i1.4.

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10

Ventzek, Al J. "The Value of Hard Work." Emergency Medicine News 31 (September 2009): 1. http://dx.doi.org/10.1097/01.eem.0000360912.29599.d7.

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Статті в журналах Дисертації Книги

Дисертації з теми "Value of work":

1

Friis, Anders. "An examination of the relationship between work value similarity, work value fulfilment, leader-member exchange quality and work outcomes." Thesis, Aston University, 2013. http://publications.aston.ac.uk/25549/.

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As existing research on leader-follower value similarity and leader-member exchange (LMX) has shown varying results, this thesis has set out to explore whether the relationship between work values, LMX and work outcomes could be examined using another approach. Building on person-environment fit and discrepancy theories of job satisfaction research, this thesis proposes that similarity between the leader’s and the follower’s work values (work value similarity) and the leader’s fulfilment of the follower’s work values (work value fulfilment) are positively related to LMX and work outcomes (follower’s satisfaction with the leader, job satisfaction, organisational commitment, task performance and organisational citizenship behaviour). Related to this, it is proposed that LMX plays a mediating role on the relationship between work value similarity and work outcomes, just as LMX is proposed to play a mediating role on the relationship between work value fulfilment and work outcomes. Furthermore, it is proposed that work value fulfilment compared to work value similarity is more strongly related to LMX. To test the hypothesised relationships, two studies were conducted at a consumer products manufacturer in the UK and Denmark. The first study is cross-sectional and consists of 167 followers from the UK. The second study is longitudinal and data for this study were collected in two waves with a five-month interval from followers and leaders in Denmark. At time 1, the longitudinal study had a sample of 468 followers, of which 206 were rated by their immediate manager. At time 2 the study had a sample of 316 followers, of which 140 were rated by their immediate manager. Work value similarity and work value fulfilment were measured using direct and indirect measures of congruence, and the thesis uses structural equation modelling, relative weight analysis, and polynomial regression analysis. Across the studies, the thesis has generally found support for the hypothesised relationships. Findings of the thesis show that work value similarity and work value fulfilment are positively related to LMX and work outcomes, and that LMX plays a mediating role on the relationship between work value similarity and work outcomes, just as LMX plays a mediating role on the relationship between work value fulfilment and work outcomes. Furthermore, findings show that work value fulfilment compared to work value similarity is more strongly related to LMX. Generally, the results have been found by using crosssectional and longitudinal data, single-source and multi-source data, direct and indirect measures of congruence, and by using different advanced approaches for studying congruence. The implications of these findings for theory and practice are discussed.
2

Koh, Chee Wee. "Work-Value Profile and Career Success." Scholar Commons, 2016. http://scholarcommons.usf.edu/etd/6281.

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Work values, defined as the end states people desire and expect to realize through work, appear to play a role in career success, but the small number of past studies have reported conflicting results, some of which may be attributed to research methodology. Using a person-centered approach to model the conjoint effects of intrinsic and extrinsic work values, the present study inductively investigated the association between work-value profile and career success using a three-panel longitudinal dataset consisting of 905 lawyers from the After the Juris Doctorate (AJD) study. Latent profile analysis identified five work-value profiles: (i) Neither Intrinsic nor Extrinsic (NIE); (ii) Moderately Intrinsic and Extrinsic (MIE); (iii) Highly Intrinsic (HI); (iv) Highly Intrinsic, also Extrinsic (HI[E]); and (v) Highly Extrinsic, also Intrinsic (HE[I]). Measurement invariance was established across gender, but gender was an antecedent to profile assignment, with males being more likely to belong to the NIE, MIE, or HE[I] profiles compared to the HI profile. The work-value profile construct displayed intuitive and meaningful relationships with objective and subjective career success indicators over time. The results exposed the inadequacies of methods that examine the effects of intrinsic and extrinsic work values separately. The two sets of values appeared to interact in a non-linear fashion in their associations with career variables, such that modelling them simultaneously, but only linearly, might also be misleading. Contrary to claims made by studies based on the self-determination theory, the HI profile was not positively associated with subjective career success. Generally, the more successful lawyers from early to mid-career also tended to report high intrinsic and high extrinsic work values i.e., those with the HI[E] and HE[I] profiles; the former enjoyed higher subjective career success while the latter exhibited the highest objective career success. The absence of the highly extrinsic profile among this sample of lawyers reinforced past calls to restructure the transactional rewards systems in large law firms.
3

Inks, Lawrence W. "An interactionist perspective on work value change /." The Ohio State University, 1992. http://rave.ohiolink.edu/etdc/view?acc_num=osu148777621079325.

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4

Sharma, Garima. "Corporate Social Initiatives: Signification Work for Value Creation." Case Western Reserve University School of Graduate Studies / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=case1370521564.

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5

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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6

Ode, Egena. "Making co-creation work in mobile financial services innovation : what capabilities are needed and what practices work best in developing countries?" Thesis, University of Manchester, 2018. https://www.research.manchester.ac.uk/portal/en/theses/making-cocreation-work-in-mobile-financial-services-innovation-what-capabilities-are-needed-and-what-practices-work-best-in-developing-countries(0ad4071d-e58a-41f0-b1e2-50109f47aa46).html.

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Анотація:
This thesis addresses existing shortcomings in the co-creation literature by proposing organisational capabilities that support co-creation in financial service firms. A developing country perspective is taken and the context is Nigeria, a West African Country. In this thesis, the Resource-based view and Knowledge-based view are integrated with the Dynamic Capability perspective to identify capabilities required to manage the dyadic interactions during co-creation. First, a conceptual model is developed through an in-depth literature review, before testing, refining and validating the model through a mixed-method research approach, involving both qualitative and quantitative research steps. The conceptual model identified a set of capabilities - namely the firm's innovation, knowledge management and relational capability and their effect on co-creation practice. The aim of the qualitative research step was to improve the conceptual model through exploratory research. This step involved in-depth interviews (n=9) with key informants and a focus group discussion with users (n=7). In the quantitative step, empirical data was collected via a questionnaire (n=261) using a drop-off-pick-up (DOPU) technique. The data is analysed using structural path analysis, hypotheses testing and model re-specification. The results of the qualitative phase indicate that co-creation in financial services is dependent on regulation, user need and the structure of financial services in Nigeria. The results also confirm the influence of innovation, knowledge management and relational capabilities on co-creation practice. Nevertheless, qualitative findings also show that knowledge management capability emerged as a vital capability upon which other value creation activities in financial service firms depend. These findings were further tested and validated in the quantitative phase. In line with the resource-based view (RBV) and the knowledge-based view (KBV), empirical findings confirm that the firm`s resource endowments explain, in part, value co-creation in firms. Principally, the findings of this study show that the capacity of financial service organisations to provide sustainable value creation for its clients and itself depend on the degree to which they possess specific dynamic capabilities. The findings also show the relative importance of co-creation practices and how they are effective only in certain conditions and specific environments.
7

Thombs, Daniel. "Determining the Value of Handwritten Comments within Work Orders." NSUWorks, 2010. http://nsuworks.nova.edu/gscis_etd/324.

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In the workplace many work orders are handwritten on paper rather than recorded in a digital format. Despite being archived, these documents are neither referenced nor analyzed after their creation. Tacit knowledge gathered though employee documentation is generally considered beneficial, but only if it can be easily gathered and processed. This study attempted to determine if value exists within these handwritten documents; in this case from a public work organization possessing work orders. As employees make notes in the field, they generate work orders containing free-form handwritten comments. These work orders are brought back and, after their initial review, are no longer used. To assess these work orders, the researcher created a model that allows an expert panel to systematically assess the value of the handwritten comments. This model followed a recursive procedure in order to form a general consensus. From this consensus, the results were compared to the experts' suggestions of value within an acceptable significance range. The model was also analyzed for repeatability both in a single instance as well as across multiple implementations. Once the prototype system had been tested, a secondary implementation of the instrument was used to further validate the model. Through a quantitative test and a qualitative survey, the researcher was able to determine that the work order assessment process was valid for this study. The consensus ratings were found to have statistically significant similarities, and this was further strengthened by the feedback from the expert panel. While there was some concern over the cost effectiveness of the survey, the expert panel agreed that the process was generalizable for other topics and repeatable for future implementations. A quantitative test based on metrics defined by the expert panel revealed that the overall value of the repositories was less than the minimum threshold. Despite a lack of positive results for overall value, the researcher proposed future work and discussed potential areas of study that may still be applicable to the domain of handwritten comments.
8

Chi, Jinhao. "What Do Work Value Differentiation and Profile Elevation Predict?" Thesis, The University of Southern Mississippi, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10638184.

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Using a sample of 251 college students, it was found that 1) when differentiation (D) of work values was calculated using three indices, high-low D, Iachan D, and variance D, only Iachan D positively related to indecision but high-low D and variance D did not, 2) none of the three indices of D related to career maturity, 3) work values profile elevation (PE) positively related to extraversion, openness, and negatively related to depressive symptoms and career indecision but was unrelated to career certainty and neuroticism and 4) work values PE moderated the relationship between Iachan D and career indecision. The findings from this study benefit both vocational counselors and clients by improving the utility of individuals’ work values results so that they can provide additional information to understand a person’s work values profile.

9

Bissett, Megan Frances. "The role of values and value congruence for job satisfaction, person organisation fit, work engagement and resilience." Thesis, University of Canterbury. Psychology, 2014. http://hdl.handle.net/10092/9171.

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There has been a recent increase in research investigating the relationship between values and value congruence in the workplace and how this leads to positive organisational outcomes. This study investigated the congruence between employees’ values and their perceptions of organisational values, and how this relates to the organisational outcomes of job satisfaction, work engagement, person organisation fit and resilience. Participants were asked to rate eight values related to the workplace, in relation to how they thought about the values individually and how they perceived their organisation rated the eight values. These ratings were then used to analyse the relationship between values and value congruence and each of the four organisational outcomes. The proposed relationships were tested using data collected from an online survey of 120 employees from nine New Zealand based organisations. The results of hierarchical regression analyses showed that values and values congruence is significantly related to job satisfaction, work engagement, person organisation fit and resilience. However the significant relationships were dependent on certain values for each of the four outcomes. Which implies certain values are more salient for each of the outcomes. The results were also discussed in terms of the practical implications for organisations and areas of possible future research.
10

Basson, Devon. "Equal pay for equal work and work of equal value : bridging the gender pay gab." Diss., University of Pretoria, 2019. http://hdl.handle.net/2263/73163.

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Bridging the gender wage gap-South African history on women and the disadvantages suffered-South African legislation governing discrimination-international instruments governing equal pay between genders-international instruments on how to bridge the gender wage gap-consider international instruments in South Africa to bridge the gender wage gap
Mini Dissertation (LLM)--University of Pretoria, 2019.
Mercantile Law
LLM
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Книги з теми "Value of work":

1

Secretariat, Saskatchewan Women's. The value of unpaid work. [Regina]: Saskatchewan Women's Secretariat, 1995.

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2

Rønnow-Rasmussen, Toni, and Michael J. Zimmerman, eds. Recent Work on Intrinsic Value. Dordrecht: Springer Netherlands, 2005. http://dx.doi.org/10.1007/1-4020-3846-1.

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3

Bryant, W. Keith. The dollar value of household work. [Ithaca, N.Y.]: College of Human Ecology, Cornell University, 1993.

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4

Webb, Stephen A., and Mel Gray. Ethics and value perspectives in social work. New York: Palgrave Macmillan, 2010.

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5

Stevens, Carl H. The value of a finished work relationship. Baltimore, MD: Grace Publications, 1999.

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6

Gray, Mel, and Stephen A. Webb, eds. Ethics and Value Perspectives in Social Work. London: Macmillan Education UK, 2010. http://dx.doi.org/10.1007/978-0-230-31357-6.

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7

New Brunswick Advisory Council on the Status of Women. Equal pay for work of equal value. Moncton, N.B: The Council, 1985.

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8

Marcotte, Marilee. Equal pay for work of equal value. Kingston, Ont., Canada: Industrial Relations Centre, Queen's University, 1987.

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9

Stock, James H. Pensions, the option value of work, and retirement. Cambridge, MA: National Bureau of Economic Research, 1988.

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10

Guy, Richard. Last in line: A teachers' work value study. Boroko, Papua New Guinea: National Research Institute, 1999.

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Частини книг з теми "Value of work":

1

Griffiths, M. R., and J. R. Lucas. "Work and Employment." In Value Economics, 127–42. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/978-1-137-54187-1_7.

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2

Oppl, Stefan, and Christian Stary. "Value-Oriented Articulation." In Designing Digital Work, 83–131. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-12259-1_3.

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3

Thompson, Neil. "The value base." In Understanding Social Work, 125–51. London: Macmillan Education UK, 2009. http://dx.doi.org/10.1007/978-1-137-06649-7_5.

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4

Thompson, Neil. "The value base." In Understanding Social Work, 124–49. London: Macmillan Education UK, 2015. http://dx.doi.org/10.1007/978-1-137-49710-9_5.

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5

Chisholm, R. M. "Intrinsic Value." In Recent Work on Intrinsic Value, 1–10. Dordrecht: Springer Netherlands, 2005. http://dx.doi.org/10.1007/1-4020-3846-1_1.

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6

Beardsley, M. "Intrinsic Value." In Recent Work on Intrinsic Value, 61–75. Dordrecht: Springer Netherlands, 2005. http://dx.doi.org/10.1007/1-4020-3846-1_7.

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7

Michaelson, Christopher. "Work: The value(s) of work." In Activities for teaching positive psychology: A guide for instructors., 35–40. Washington: American Psychological Association, 2013. http://dx.doi.org/10.1037/14042-006.

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8

Thompson, Neil, and Sue Thompson. "The Value Base." In The Social Work Companion, 138–47. London: Macmillan Education UK, 2016. http://dx.doi.org/10.1007/978-1-137-50218-6_10.

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9

Doel, Mark. "Value Conflicts." In Rights and Wrongs in Social Work, 47–63. London: Macmillan Education UK, 2017. http://dx.doi.org/10.1057/978-1-137-44127-0_4.

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Jordan, Bill. "Reaffirming the value of social work." In Social Work, 65–73. London: Macmillan Education UK, 2009. http://dx.doi.org/10.1007/978-1-137-08215-2_6.

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Тези доповідей конференцій з теми "Value of work":

1

Carroll, John M., and Victoria Bellotti. "Creating Value Together." In CSCW '15: Computer Supported Cooperative Work and Social Computing. New York, NY, USA: ACM, 2015. http://dx.doi.org/10.1145/2675133.2675270.

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Glazyrin, Valery Alekseevich. "Why Do Anti-Corruption Institutions Work or Do Not Work." In XIV European-Asian Congress "The value of law" (EAC-LAW 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.201205.019.

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3

Li, Hanlin. "Making Data's Economic Value Transparent." In CSCW '20: Computer Supported Cooperative Work and Social Computing. New York, NY, USA: ACM, 2020. http://dx.doi.org/10.1145/3406865.3418381.

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4

Livingston, Ian J., Carl Gutwin, Regan L. Mandryk, and Max Birk. "How players value their characters in world of warcraft." In CSCW'14: Computer Supported Cooperative Work. New York, NY, USA: ACM, 2014. http://dx.doi.org/10.1145/2531602.2531661.

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5

Poretski, Lev, and Ofer Arazy. "Placing Value on Community Co-creations." In CSCW '17: Computer Supported Cooperative Work and Social Computing. New York, NY, USA: ACM, 2017. http://dx.doi.org/10.1145/2998181.2998301.

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6

Joshi, Swapna. "Robots for Communities -- A Value Framework." In CSCW '19: Computer Supported Cooperative Work and Social Computing. New York, NY, USA: ACM, 2019. http://dx.doi.org/10.1145/3311957.3361860.

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7

Kacane, Ilze. "THE VALUE OF WORK VIRTUE: AN INTERGENERATIONAL PERSPECTIVE." In 13th annual International Conference of Education, Research and Innovation. IATED, 2020. http://dx.doi.org/10.21125/iceri.2020.0975.

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8

Marshall, Catherine C., and Frank M. Shipman. "Exploring the Ownership and Persistent Value of Facebook Content." In CSCW '15: Computer Supported Cooperative Work and Social Computing. New York, NY, USA: ACM, 2015. http://dx.doi.org/10.1145/2675133.2675203.

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9

Chen, Yanyu, Long Ye, and Ming Guo. "Research on the relationship between work value and work performance of online sales staff." In 2016 International Conference on Logistics, Informatics and Service Sciences (LISS). IEEE, 2016. http://dx.doi.org/10.1109/liss.2016.7854411.

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10

Umanets, Natalia. "Transformation of the value of parenting in modern society." In SOCIOLOGY – SOCIAL WORK AND SOCIAL WELFARE – REGULATION OF SOCIAL PROBLEMS. NDSAN (MFC - coordinator of the NDSAN), 2020. http://dx.doi.org/10.32437/sswswproceedings-2020.nu.

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Звіти організацій з теми "Value of work":

1

Stock, James, and David Wise. Pensions, The Option Value of Work, and Retirement. Cambridge, MA: National Bureau of Economic Research, August 1988. http://dx.doi.org/10.3386/w2686.

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2

Chen, M. Keith, Judith Chevalier, Peter Rossi, and Emily Oehlsen. The Value of Flexible Work: Evidence from Uber Drivers. Cambridge, MA: National Bureau of Economic Research, March 2017. http://dx.doi.org/10.3386/w23296.

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3

Perron, Rebecca. The Value of Experience: AARP Multicultural Work and Jobs Study. AARP Research, July 2018. http://dx.doi.org/10.26419/res.00177.000.

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4

Suh, Jooyeoun, Changa Dorji, Valerie Mercer-Blackman, and Aimee Hampel-Milagrosa. Valuing Unpaid Care Work in Bhutan. Asian Development Bank, November 2020. http://dx.doi.org/10.22617/wps200065-2.

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Анотація:
A growing body of scholarly literature has attempted to measure and value unpaid care work in various countries, but perhaps only the government statistical agencies in the United States and the United Kingdom have seriously undertaken periodic and systematic measures of the time spent on unpaid work at the national level, and partially incorporated those values into their gross domestic product(GDP). One country that has been ahead of its time on aspects of societal welfare measurement is Bhutan, which produces the Gross National Happiness (GNH) Index. However, until the first GNH Survey, in 2008, Bhutan did not have any sense of the size and distribution of unpaid work, despite its strong societal norms about the value of volunteering and community work. This paper is the first to estimate the value of unpaid care work in Bhutan. It shows the pros and cons of various approaches and their equivalent measures of unpaid care work as a share of GDP. As with similar studies on the topic, this paper also finds that women spend more than twice as much time as men performing unpaid care work, regardless of their income, age, residency, or number of people in the household. The paper also provides recommendations for improving the measurement of unpaid care work in Bhutan.
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Perron, Rebecca. The Value of Experience: AARP Multicultural Work and Jobs Study: Annotated Questionnaire. AARP Research, July 2018. http://dx.doi.org/10.26419/res.00177.004.

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6

Perron, Rebecca. The Value of Experience: AARP Multicultural Work and Jobs Study: Methodology Report. AARP Research, July 2018. http://dx.doi.org/10.26419/res.00177.005.

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7

Dayson, Chris, Sarah Pearson, and Elizabeth Sanderson. Evaluation of Making It Work: an assessment of impact and value for money. Sheffield Hallam University, June 2017. http://dx.doi.org/10.7190/cresr.2017.5337382782.

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8

Mas, Alexandre, and Amanda Pallais. Labor Supply and the Value of Non-Work Time: Experimental Estimates from the Field. Cambridge, MA: National Bureau of Economic Research, October 2017. http://dx.doi.org/10.3386/w23906.

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9

Autor, David, David Dorn, and Gordon Hanson. When Work Disappears: Manufacturing Decline and the Falling Marriage-Market Value of Young Men. Cambridge, MA: National Bureau of Economic Research, February 2017. http://dx.doi.org/10.3386/w23173.

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10

Perron, Rebecca. The Value of Experience: AARP Multicultural Work and Jobs Study: Chartbook for Total Respondents. AARP Research, July 2018. http://dx.doi.org/10.26419/res.00177.003.

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