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Abstract of Research Paper Name of Research Paper Program / Department Date of Graduation Postgraduate Adviser : A study of the relationship among the work values, career development and organizational commitment of middle- and old-aged career changing workers ¡V Taking the private security guards of Kaohsiung City as the main scope : Executive Master of Public Policy Program, College of Social Sciences, National Sun Yat-Sen University : The 2nd semester of the academic year 2004 : Han-Yung Chiu : Dr. Bih-Shiaw Jaw The purpose of this study is to investigate the interrelationship among the work values, career development and organizational commitment of the middle- and old-aged career changing workers in the private security industry so as to let the enterprises understand the working attitudes of the security guards currently working in their organizations, and explore the difference of population statistical variable on the career development, organizational commitment and work values, as well as the effects of work values on organizational commitment and the planning of career development. Apart from investigating the establishment of the structure of this study through literature, this study takes the private security guards of Kaohsiung City as the research targets for verifying the above theoretical structure. The acquired information is applied to the quantitative analysis by statistical method. And multiple-regression analysis is conducted under the control of population statistical variable. This study is finally concluded as follows: 1. The middle- and old-aged employees in the private security industry are mostly the job-ceased workers who start working again. The main reason for the cessation of their previous jobs is the termination of business. After observation, the reason of their current employment is still mainly the ¡§basic economic need of family.¡¨ 2. The work value that the middle- and old-aged employees in the private security industry stress most is ¡§social interaction and economic orientation,¡¨ implying that they have a high extent of concern for whether reasonable economic returns can be obtained from work as well as whether the company can offer a complete system to satisfy their sense of security. 3. As to the career development of the middle- and old-aged employees in the private security industry, the average scores of each construct is above average. The construct of career development that the employees stress most is ¡§ability exertion.¡¨ Especially the employees at a younger age, they are more concerned about whether their abilities can be exerted than the older employees. 4. The loyalty of the middle- and old-aged employees in the private security industry towards their servicing organization is above average, with emotional commitment getting the highest average scores, and the next items being regulative commitment and continuous commitment. It can be seen that the middle- and old-aged employees¡¦ loyalty towards organization is due to their emotional dependence on, understanding of and involvement in the organization. They even think that their loyalty should be a must in their posts of private security guards. As to the extent of their remaining in their organizations, it is rather low due to the consideration of cost. Key words: Work Values, Career Development, Organizational Commitment

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Companies need to respond to the changing wants of their employees in order to attract and maintain top talent. In order to do this, understanding what people value in the work setting is of utmost importance, which is why work values have become a popular topic in recent years. Studying the factors that influence work values helps in gaining deeper insights into employee well-being. It is also valuable to track work values over time in order to identify changing trends. A quantitative research methodology was followed using secondary data from the World Values Survey (WVS). A multinomial logistic regression identified four key predictors of work values, namely: people’s relationship status; the number of children that they have; their social class; and their gender. The interaction of these variables was found to cause people’s work values to shift between extrinsic and intrinsic values. People who place a bigger emphasis on intrinsic values were found to be much happier, not just at work but with their lives in general. The findings have been consolidated into a comprehensive model that explains the effect that life factors and gender have on work values and the subsequent impact that work values have on overall life satisfaction. Organisations can build on this model to identify, grow and retain a satisfied workforce, which is a good fit for organisational/team values and takes into account issues of work-life balance which are typically difficult for managers to accommodate cost-effectively. / Dissertation (MBA)--University of Pretoria, 2013. / zkgibs2014 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

This study concerns the relationship between organisational and professional commitment over time. The study was conducted among solicitors In large commercial practices. Reviewing the literature on organisational and professional commitment three issues appeared salient. The first concerns the extent to which commitment Is time related. The second concerns the extent to which professional and organisational commitment are compatible. The third relates to the nature of commitment. Levinson's (1978) theory of adult development provided the framework of analysis for the present study. The core of Levinson's theory Is that people experience periods of stability and transition during their lifetime. Moreover, these changes are to some extent predetermined. The present study tests the Idea that commitment generally Increases with age. The underlying assumption is that older people are generally more satisfied with life In general than younger people. Another set of hypotheses relates to the relationship between organisational and professional commitment. It Is expected that both forms of commitment are complementary. Levinson suggests that at each life structure individuals experience different Intensities of commitment. This Is shaped by personality development as well as the processes of adaptation and socialisation. Finally, the motives behind an Individual's decision to stay In the organisation or the profession determines the nature of their commitments. It Is expected that professionals express their commitments In terms of a positive attitude rather than Instrumental behaviour. Organisational and professional commitment were measured using Meyer and Alien's (1991) scale.The measuresof organisational and professional commitment differentiated between attitudinal and behavioural dimensions. Attitudinal commitment was defined as the psychological Identification and attachment to the firm and to the profession (affective commitment), as well as a perceived moral duty to remain In the firm and profession (normative commitment). Behavioural commitment wasdescribed aspersonal sacrifices and the costs of quitting either the profession or the firm (continuance commitment). The survey also measured Job Involvement (Lodahl and Kejner 1965). professionalism (Hall 1968), and work values orientation (Shepard 1972; Popper and Lipshizt 1992). A sample was drawn randomly from large solicitors' firms In London, Birmingham, Leeds and Manchester. 403 usable replies were received. Data were analyzed mainly by t-test and Oneway Analysis of Variance (A.N.O.V.A) and Duncan's multiple-range test for multiple comparisons. The results confirm the Initial hypotheses. Age was found to be a stronger predictor of commitment than Individuals' experiences. Further, solicitors are more professionally than organisationally committed. This finding Is, however, subjected to some qualifications. The sense of 'wanting to stay' and 'needing to stay' Is higher for the profession than the firms. Yet the 'obllgation to stay' Is higher for the organisation than the profession. When results are analysed by age, professional commitment predominates only among solicitors In the early career stage. Thereafter, no form of commitment predominates until 'Mid-life Transition'. At this stage, organisational commitment predominates. In the late career stage, there Is no significant difference between both forms of commitment. Generally, affective commitment predominates over calculative commitment. The theoretical and practical Implications of the findings of the present study are discussed. The thesis Includes suggestions for future research.

Course/ Level: 2FE21E, Bachelor thesis Authors: Evelin Gimbergsson & Sandra Lundberg Tutor: Viktor Magnusson Examiner: Åsa Devine Title: Work values of Generation Z: A quantitative study explaining different groups of Generation Z’s work values. Purpose: The purpose of this research is to explain how the work values differ within different groups of Generation Z. Hypotheses: H1: Depending on major individuals value different work values. H2: Depending on gender individuals value different work values. Theory: Intrinsic, Extrinsic, Altruistic, Status-associated and Social work values. Methodology: Questionnaire Conclusion: Based on the findings, H1 was rejected and H2 was accepted. Keywords Employer branding, Generation Z, Work values, Intrinsic work values, Extrinsic work values, Altruistic work values, Status-associated work values and Social work values.

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This study aims to examine the work-related values of Generation Y and why they exhibit these values. In order to understand this group of people and explain the reasons to their values the theoretical framework will primarily be Zygmunt Bauman’s theory of the individual society and Göran Ahrne’s theory of organizations. In a small addition, this study also aims to assess the possible consequences of these values in the labour market. Especially in relation to organization’s Employer Branding, i.e. their strategies to attract, motivate and retain workers. Previous research shows that work-related values differ between generations. We are using a qualitative method collecting data through interviews to get a detailed and nuanced view of their values. The study indicates that the people of Generation Y value development and social environment (including leadership) the most. It serves as ways to cope with the uncertainties of the flexible society. They also seem to value instant gratification as a result of being used to getting that through innovations such as the Internet. If this need is not satisfied it is likely that their motivation drops and that they start looking for alternative jobs. They seem to be driven by the need for development and this combines with their lack of patience to result in frequent job changes. Organizations will therefore face a difficult challenge to retain members of this generation. This task will be particularly notable as Generation Y soon becomes the largest generational group in the labour market.

In the year of 2003, the SARS epidemic was spreading in our country, lasting for almost 4 months. Until July 5,2003, there were 346 confirmed victims. Among them,37 died directly of SARS, which is shown in their death certificates. Numbers of medical workers infected were 68,19.7%. During the SARS epidemic.6 hospitals were reported transmissions inside their wards and were closed. In the duration, Taiwan was once the most significant spread region of the disease in the world. General public, patients and their family members, and health-care workers were all unprecedented threatened. During the epidemic, health-care workers faced unfamiliar, insecure, critical menace strong contagious and of high mortality circumstances. What did this affect first line health-care workers? This research was done in three dimensions , work value, Organizational Commitment and Post Traumatic Stress Disorder, sampling every grade of health-care workers in teaching hospitals and above national wide between Dec. 20, 2003 and Jan. 20, 2004. The design of questionnaire was based on level of hospitals, divided into medical centers, regional hospitals and local teaching hospitals. 282 of the questionnaires were returned and valid, including 42 doctors, 130 nurses, and 110 hospital staffs, representing a response rate of 31.33%. One way ANOVA and Independent T test were conducted in the research to analyze characteristics of workers and differences between hospital organizations. Correlation analysis and regression analysis were used to find their relationships. The research has shown that while facing SARS epidemic, health-care workers : 1.with the change of work values, nurses scored highest ,then others, and doctors lowest; with positional type social status, activity preference and job involvement, high and middle level administrator got better grade than professional and basic level worker; with attitude toward earning, basic level worker acquired highest scores and high level administrator lowest; with activity preference¤Îpride in work, regional hospital obtained the highest score while the medical center got the lowest. 2.with the transition of Organizational Commitment, in terms of position, high level administrator is highest, while basic level worker is lowest; in respect of referee, regional hospital graded highest while medical center lowest; in view of marital status, people who are unmarried are better than those who are married. 3.with the,PTSD, considering referee of hospital, medical centers are highest; in terms of ownership,private hospital is highest and religional hospital is lowest. 4.workers who considered that the hospitals took proper protections have better Organizational Commitment and their PTSD are lower.