Abstract
Do work values affect attitudes and intentions regarding career development? Differentiating between work centrality, intrinsic and extrinsic work values, and using original survey data from German respondents, this study shows that these work values differ in their effect on career development. The empirical analysis examines three outcome dimensions which comprise the respondents’ willingness to: move within the same country or to a different country (mobility); lower expectations regarding earning or responsibility (rewards); learn new skills or participate in a retraining program (skills). The multinomial and logistic regression models show that higher scores for work centrality increase the odds of mobility and seeking less rewards. Intrinsic work values have a positive relationship with the mobility and the skills dimensions. Extrinsic work values have a negative relationship with the rewards dimension, but a positive one with the skills dimension.
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Tosun, J., Parth, AM., Langer, A. (2022). Work Values and their Effects on Individuals’ Willingness to Take Action. In: Sauermann, J., Tepe, M., Debus, M. (eds) Jahrbuch für Handlungs- und Entscheidungstheorie. Jahrbuch für Handlungs- und Entscheidungstheorie. Springer VS, Wiesbaden. https://doi.org/10.1007/978-3-658-35878-5_2
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