【作者】 张建人；

【导师】 秦启文；

【作者基本信息】 西南大学 ， 应用心理学， 2014， 博士

【摘要】 工作价值观是人们衡量某种职业的优劣和重要性的内心尺度,是个人对待职业的一种信念。工作价值观是个体人生价值观的有机组成部分,并为其职业选择和职业行为提供充分的理由。在当前世界多极化、经济全球化不断发展的国际背景下,随着我国改革开放的不断深入,引起了经济、政治、文化、社会各个方面的巨大改变,这些改变必然会导致处于文化核心地位的社会价值观的变迁。重要的是,这些变化将对人们的价值取向、择业观念产生重要的影响。尽管研究者们对工作价值观进行了很多研究。然而,以往研究主要考察的是当前的工作价值观,很少从时间的视角来考察工作价值观的发展变化和规律。本研究以社会变迁与个人生涯发展为切入点,拟从时间的视角揭示工作价值观的代际变迁与生涯发展的特点和规律；本研究将量的研究和质的研究相结合,采用访谈法、相关法与实验法等多种方法,力求多角度、多侧面地揭示工作价值观的代际变迁特点和生涯发展特点。整个研究分为6个子研究：研究一,通过对102名调查对象的开放式深度访谈,并结合内容分析的方法,初步了解时间视角下工作价值观的反应内容和结构。结果表明：①工作价值观内容分析的类目与分析单元确立为自我发展、职业魅力、薪酬福利、地位威望、利他价值、社会关系、人际关系、家庭家族维护八大类42子类；②在八个反应类目中,薪酬福利、职业魅力、自我发展三个方面是人们进行职业选择时主要考虑的因素；③在42个反应子类中,薪酬、工作地点、能力匹配与发挥、稳定安全、环境舒适、照顾家人、压力小、符合兴趣、学习成长、晋升、福利、社会地位、休闲旅游、同事关系、工作自由等15项是最主要、最具代表性的工作价值观要素；①不同所属代被试择业时考虑的因素基本相同,不同代际工作价值观的结构是基本一致的；⑤随着个体生涯的发展,过去、现在、未来择业时考虑的因素基本相同,已经形成的工作价值观呈现出一定的稳定性。研究二,通过对403名调查对象的结构访谈,对人们在找工作时主要考虑的15个工作价值观因素进行重要性排序的分析,来探讨工作价值观各要素之间的相对重要性是否表现出代际变迁和生涯发展的差异。结果发现：①存在代际差异,90年代被试择业时较看重稳定安全、环境舒适、压力小、社会地位,而60年代和70-80年代被试择业时更加看重能力匹配与发挥、符合兴趣、学习成长、晋升；②存在生涯发展差异：A.60年代被试过去更看重工作地点、能力匹配与发挥、学习成长、晋升、社会地位、酬薪等要素,现在和未来更看重照顾家人、压力小、休闲旅游、工作自由等要素。B.70-80年代被试过去和现在择业更加看重薪酬、能力匹配与发挥、学习成长、晋升等要素,而未来择业时更看重和注重稳定安全、照顾家人、休闲旅游、工作自由等；C.90年代被试过去和现在择业时更加看重能力匹配与发挥、符合兴趣、学习成长、晋升、薪酬等要素,未来择业时更看重稳定安全、照顾家人、休闲旅游、工作自由等。研究三,旨在编制适用于考察时问视角下的工作价值观量表。结合研究一开放式访谈,并参考国内外有关量表,按照标准测验编制流程,拟定包含61个题项的问卷初始条目,通过初试、正式测试、项目分析、探索性因素分析得到“压力小”、“内在价值”、“外在价值”、“社会地位”、“家庭与生活”5因子38个题项的正式问卷,并以内部一致性、重测、内部相关、验证性因素分析、效标效度检验其信效度。结果表明,量表具有较好的信度和效度,符合心理测量学标准,可以作为评估时间视角下的工作价值观的工具。研究四,用研究三编制的工作价值观量表对1867例有效样本进行问卷调查。进一步深入探讨随着社会变迁和个人生涯发展工作价值观的变化特点及规律(稳定性与变化性)。结果发现：①在代际差异比较上,压力小、内在价值、外在价值、社会地位4个因子3个年代组之间差异显著,而家庭与生活因子3组问无显著差异。②工作价值观的生涯发展分析结果显示：A.在工作价值观的压力小、内在价值、外在价值、社会地位、家庭与生活5个因子上,生涯主效应均显著,从过去、现在到未来,得分呈逐步升高的趋势；B.“压力小”的生涯与代际交互作用显著,60年代、70-80年代、90年代三组之间在过去、现在生涯点上的“压力小”因子得分差异较大,而在将来生涯点上三组间差异较小；“外在价值”的生涯与代际交互作用显著,在过去和现在生涯点上,60年代组的“外在价值”因子得分显著低于70-80年代组和90年代组,在未来生涯点上,60年代、70-80年代、90年代三组间均差异显著,60年代组得分<70-80年代组<90年代组；“社会地位”的生涯与代际交互作用显著,在过去和现在生涯点上,60年代、70-80年代、90年代三组在“社会地位”因子上的得分无显著差异,只有未来生涯点上,三组得分有显著差异,表现为60年代组得分显著低于70-80年代组和90年代组；“家庭与生活”的生涯与代际交互作用显著,在现在生涯点上,60年代组在“家庭与生活”因子的得分显著高于90年代组,在其他生涯点上均不存在任何组间差异。③过去、现在与未来工作价值观的相关分析显示：A.对于60年代和70-80年代被试,过去工作价值观与现在工作价值观之间,以及现在工作价值观与未来工作价值观之间呈高度显著相关,但过去工作价值观与未来工作价值观之间相关程度较低。B.对于90年代被试,其工作价值观过去、现在、未来之间均呈高度正相关。研究五,通过对60年代、70-80年代、90年代被试各30人(男女各半)进行工作价值观代际变迁的内隐实验研究,从无意识层面探讨工作价值观在社会变迁时间维度上的特点与规律。结果表明：在社会变迁时间维度上,60年代、70-80年代、90年代的内隐工作价值观不存在显著性差异。研究六,通过对70-80年代20名被试(男女各半)进行工作价值观生涯发展的内隐实验研究,从无意识层面探讨工作价值观在个体生涯发展时间维度上的特点与规律。结果表明,在个体生涯发展时间维度上,70-80年代被试的过去、现在、将来内隐工作价值观不存在显著性差异。本研究得到如下主要结论：1.不同所属代被试在不同生涯发展时期择业时考虑的要素基本相同,工作价值观结构呈现出一定的代际稳定性和生涯稳定性。2.社会变迁和个人的生涯发展使得具体价值倾向之问的相对重要性发生了升降,呈现出代际变迁的差异和生涯发展的差异。3.工作价值观随社会变迁的代际变化趋势表现为：越年长的一代选择工作时越重视工作的轻松、简单、少压力；越年轻的一代选择工作时越重视能力发挥、兴趣相符、实现个人理想等方面；60年代组相较于较年轻的两组,选择工作时不太注重福利待遇和晋升等外在回报。4.工作价值观随个体生涯发展的变化趋势表现为：①整体上说,随着个人生涯的发展,个体在选择工作时越来越重视工作的轻松、愉快、能否发挥个人的潜能与创造力、是否与个人志趣相符、物质回报、社会地位、尊重、声望、工作对于家庭与生活的促进等因素。②相对于70-80年代和90年代两组,60年代被试未来择业时不再重视工资、福利晋升等物质价值,也较少考虑社会地位因素。5.在无意识层面,内隐工作价值观认同的内容与外显工作价值观是一致的,但是,内隐工作价值观不存在代际差异和生涯发展的差异。本研究的主要创新点：1.研究视角创新：本研究以社会变迁与个人生涯发展为切入点,对时间视角下工作价值观的变迁与发展特点进行了系统探讨,研究视角具有重大创新。2.方法创新：采用质的研究与量的研究相结合,临床访谈、相关研究和实验研究相结合,对时间视角下工作价值观的代际变迁与生涯发展的特点和规律进行了多角度、多侧面的实证研究。研究方法具有重要突破。进一步研究方向：时间视角下工作价值观是在时间向度下的研究领域。时间变量所包含的意义是多重的,也就是说,影响工作价值观发生改变的因素有很多。这些因素是如何交互作用导致了工作价值观的变迁是值得关注的问题。未来将通过追踪研究设计对时问视角下的工作价值观形成机制进行深入探讨。更多还原

【Abstract】 Work value is a belief about a particular occupation and an inner measure of occupation merits and faults. It is ingredient of individuals’life values, and would be reasons for career choices.With the development of world multi-polarization and economic globalization, the reform and opening-up policy of our country gives rise to immense changes in various fields, including economy, politics, culture and society. Importantly, those changes lead to transitions in social values, the core part of culture, and would affect people’s value orientation and job finding orientation. Despite the wealth of studies on woke value, there is surprising little empirical research investgating work value from time perspective. Thus, the current study intended to eplore the the characteristics and law of the development of work values from time perpective. Specifically, from objective and mental time perpective, we exmimed work values of individuals from objective different generation (’60s,’70-80s,’90s) and mentaly different mental time (past, present, future). Through the combination of quantitative and qualitative research methods, the current study employed multiple methods, including interview, questionnaires and experimental method, to reveal the trajectories of inter-generational change and life stage development of work value.Regarding social change and personal life stage development, combining clinical method, correlation method and experimental method, the current study attempts to reveal the trajectories of inter-generational change and life stage development of work value.The entire study was divided into6branched studies:In study1,102participants were recruited in an open-ended interview. Content analysis was conducted to preliminarily understand the contents and structure of work values from time perspective.In study2, we recruited403participants for structured interview, and rank the15major factors according their importance when people are looking for a job. The aim of this study is to find out whether the relative importance of those factors could reflect the differences of inter-generational change and life stage development.In study3, we aim to develop a work value scale from time perspective. Combining the results from the open-ended interview conducted in study1, referring other domestic and overseas scales, we designed a questionnaire including61items, according to standard scale compilation process. After preliminary test, formal test, item analysis and confirmatory factor analysis, a formal questionnaire was established with38items including5factors, lower working pressure, inner worth, external worth, social status and family&life. Reliability and validity of the questionnaire were examined in tests of internal consistency, test retest, internal correlation coefficients, confirmatory factor analysis and test of criterion validity. The results showed that our scale with good reliability and validity which accord with the standard of psychometrics. The results indicated that the scale is an efficient tool of evaluating work value from time perspective.In study4, to further explore the stability and instability in work value with social change and personal life stage development,1867valid samples were assessed using work value scale that designed in study3.In study5, participants are’60s,’70-80s,’90s (30for each, split evenly between the genders). They were recruited in a implicit experiment, to investigate unconscious work value differences for social change.In study6, participants are20’70-80s (split evenly between the genders). They were recruited in an implicit experiment, to investigate unconscious work value differences for personal development.Conclusions:1. In job finding, the factors of people’s rating from different ages were almost the same. A certain inter-generation stability and life stage stability were shown in work value structure.2. Because of social change and personal life stage development, the ranks of values’relative importance changed, and showed differences in inter-generation and life stages.3. There were inter-generation differences in work value. Specifically, older people are more likely to take easiness, simpleness and less pressure into consideration in job finding. However, younger people are more likely to take ability development, interests and dream fulfillment into consideration in job finding. Comparing the other two groups,’60s group do not pay attention to external pay back such as salary and promotion.4. There were also Individual’s life stages differences in work value.1) In general, individual pay more a attention to easiness, joyfulness, fulfillment for potentiality and creativity, interests, material pay back, social status, respect, reputation, promotion for family and life.2) Comparing’70-80s and’90s groups,’60s group no longer pay attention to salary, promotion or other material benefits, and do not regard social status as important as well.5. In the unconscious level, the contents of implicit work value were consistent with those of explicit work value. However, no inter-generation difference and life stages difference were found in implicit work value.Innovations in this study:1. Innovation in research perspective:the current study systematically explored work value changes from time perspective, such as aspects of social change and personal life stages alteration.2. Innovation in method:this study combined qualitative research with quantitative research, combined clinical interview, correlational research with experiment to conduct an empirical research for work value from, multi-dimension and multi-aspect perspectiveFurther directions:the time includes multiple meanings, which means factors affect on work value alteration are various. Therefore, it is useful to find out how those factors interact with each other. Further studies could be longitudinal design to thorough explore the mechanism of work value.更多还原