Abstract
D.Litt. et Phil.
The shift from a modern to a postmodern culture is reverberating through the field of
career psychology. This results in a rejection of the grandnarrative of the objective career
and a shift to the exploration of multiple subjective realities regarding the world of work.
A description of three aspects, namely, sensitivity towards diversity, the notion of the
subjective self and the challenge to the general paradigm of progress, illuminate blind
spots in modern career psychology. These aspects present a conceptual base for thinking
on postmodern career psychology. The career psychologist’s role is determined by
processes of decision making and attributing meaning. An exploration and clarification of
values is useful during these processes. The aim of this study is to formulate and
investigate the validity of a structure of work values during an early stage of career
process by means of developing a Work Values Questionnaire. A theoretical discussion
of the constructs of values and more specifically work values, presents a basis for
developing items for the Work Values Questionnaire. The purpose of this theoretical
description is operational. In accordance with the postmodern incrudibility towards the
grandnarrative no attempt is made to present a unified value or work values theory. The
work of Buchholz and Hofstede forms the basis for a description of work values. From
this theoretical basis five work value scales, namely, Collectivism, Uncertainty
Avoidance, Power Distance, Individualism and Humanist Values were postulated. 93
items representing these scales were written and administered on 1365 South African
participants. The responses of 637 participants were used to perform an exploratory
factor analysis on the 93 items. The responses of the remaining 717 participants were
used to perform confirmatory factor analysis of the obtained empirical structure. Five
factors were identified and described in the first group by means of exploratory factor
analysis. Based on these results, a postulated model was generated and tested with the
Group Two data. The fit between the model and the data was explored by means of the
chi-square statistic, the Goodness of Fit Index, the Adjusted Goodness of Fit Index and
the Steiger Lind Root Mean Square Error of Approximation Index. The results indicate a
satisfactory fit between the postulated model and the data. Based on the outcome of the
exploratory and confirmatory factor analyses, these five factors can be described as
iv
empirically well defined. The factors also appear to represent meaningful psychological
constructs. It is therefore stated that the validity of a structure of work values is
supported. The five constructs are Group Involvement, Uncertainty Tolerance, Structured
Work, Visible Success, as well as, Progressive Advancement and Success. The results of
this exploration can be utilised in further research aimed at the development of a Work
Values Questionnaire.