The aim of this study was to determine whether there are differences in the meaning of work, as defined by values and life role salience, amongst Black and White young adults in South Africa. Super’s career development theory combined with one of his key research projects, the Work Importance Study, provided an empirical point of departure for the present study. The Values Scale and the Life Role Inventory were completed by 802 first-year university students (332 Black; 470 White). The means and standard deviations of the 22 Values Scale subscales illustrated that similar values emerge as salient for both groups. The 22 subscales were subjected to a principal axis factor analysis. Five factors were extracted and a Direct Oblimin rotation was performed. The rotated solution revealed the presence of distinct clusters of factor loadings. The five factors were described as Self Orientation, Physical Orientation, Humanism, Social Orientation and Autonomous Orientation. Inspection of the means and standard deviations of these factors indicated the presence of differences in the relative importance of the value factors between the two groups. Overall, culture accounted for 15% of the variance in the Values Scale factors. A subsequent discriminant analysis revealed that the Humanism Values Scale factor contributed the most to the separation of the two groups. The results of this analysis support the presence of cultural differences in value salience between the two groups. The means and standard deviations of the Life Role Inventory indicated differences in life role salience between the two groups. A discriminant analysis revealed that culture accounted for 27% of the variance in the combination of the five life roles. ANOVAs showed that the biggest difference between the two groups was observed in the Leisure life role. The results of this analysis support the presence of cultural differences in life role salience between the two groups. In comparing the scores of the Values Scale factors and the Life Role Inventory Commitment subscales a Pearson’s product-moment correlation revealed the presence of many coefficients of 0.30 and above. Subsequently an interbattery factor analysis was performed. The Tucker-Lewis reliability coefficients indicated a three factor solution for the White group and a four factor solution for the Black group to be appropriate. Thereafter a Varimax rotation was performed. The structural equivalence coefficients indicated factor equivalence between the two groups. For the White group and the Black group three factors were namedOrientation towards Collectivism, Work Motivation and Social Autonomy. The fourth factor for the Black group was named Social Affiliation. On the basis of the commonality of factors and structural equivalence of three factors, it was concluded that the two groups share similar meaning of work as measured by the relation between the values and life role salience. / Dr. K. de Bruin

M.A. / Young adults who are entering the world of work are facing increasing challenges, resulting in elevated levels of employment uncertainty and anxiety. Many of these challenges are due to the continuously changing work environment, which is buffeted by the socio-political and economic climate - both in and outside South Africa. Other challenges could be related to factors such as lack of confidence, decision making difficulties, dissatisfaction with career choice and difficulties with social networking. As a result of such challenges young adults may perceive career barriers that would have an impact on their career development. These challenges could be influenced by an individual’s personality traits. The purpose of this study was to ascertain the career barriers most perceived by young adults. The study also aimed to assess whether any relationship exists between personality traits and perceived career barriers. The sample consisted of 193 participants from two universities in South Africa. Each participant completed a biographical data questionnaire, the Basic Traits Inventory- Short Form and the Career Barriers Inventory-Revised. The three highest standardised mean scores for the perceived career barrier scales were Racial Discrimination (M = 4.90), Dissatisfaction with Career (M = 4.56) and Sex Discrimination (M = 4.49). Examination of the individual personality traits in relation to perceived career barriers was done through the use of Pearson’s product-moment correlations. Extroversion yielded statistically significant negative correlations with the following perceived career barriers: Decision–Making Difficulties (r = -0.241; p < 0.01) and Inadequate Preparation (r = -0.149; p < 0.05). Conscientiousness showed a statistically significant positive relationship with Sex Discrimination (r = 0.274; p < 0.01). The results also indicated a statistically significant positive correlation between Agreeableness and Job Market Constraints (r = 0.166; p < 0.05). This study has implications for career guidance counsellors in their endeavours to provide a comprehensive service to young adults who have difficulties overcoming perceived career barriers.