THE ASSOCIATION BETWEEN WORK VALUES AND WORK

The fifth objective of the study was to investigate the association between work ethics and work values and sociodemographic variables, such as gender, race, years of service, and highest educational level (see section 1.6.2).

5.5.1 Work values and work ethics and gender

The results presented in Table 4.10 indicate that gender is statistically significantly associated with the work values of prestige (p = 0.000) and variety (p = 0.032). In both instances, females had a higher mean ranking than males. In most of the other work values measured, males and females reported the same median scores. These findings differ from the findings of previous studies. For an Asian sample, Ueda and Ohzono (2013: 28) reports that males had higher levels of work values than females, except in the work value of monetary rewards. This shows that for the current sample, males and females have similar work values.

In terms of gender and work ethics, the results presented in Table 4.10 indicate that there is a correlation between gender and the work ethics subscale of delay of gratification (p = 0.013), with males showing a higher mean ranking than their female counterparts. Delay of gratification refers to an individual’s ability to sustain a chosen course of action for the achievement of a long-term goal while there are other alluring alternatives that offer short-term gratification (Reynolds & Schiffbauer, cited in Van Ness et al., 2010: 8). This shows that male respondents focus more strongly on achieving long-term goals than on achieving short-term goals. One possible explanation for this could be that males are often the dominant

party in marriages, making decisions in terms of long-term investments, such as purchasing a house or a car.

5.5.2 Work values and work ethics and race

The results presented in Table 4.11 show that race did not have a statistically significant influence on work values and work ethics. Different results were reported by Steyn and Kotze (2004: 21) for a South African sample. Their study was published in 2004, and their data was collected in 2001. With regard to income, Indians/Asians ranked the highest, followed by Coloureds, then blacks, and whites ranked the lowest on this work value (Steyn & Kotze, 2004: 21). For the work values of accomplishment, whites attached much importance to these values, while blacks attached the least importance to these work values.

Job security was reported to be most important to Indians/Asians, followed by Coloureds, then blacks, and then whites. Considering the changes that are happening in South Africa, it is reasonable to postulate that studies of this kind conducted at different times will yield different results. Steyn and Kotze (2004: 21) conducted their study a decade after democracy, and published their results. However, the current study was conducted two decades (20 years) after democracy, and it yields completely different results. This indicates that much progress has been made to eradicate the effects of apartheid, not only through enforcement of legislation, such as the Employment Equity Act, Act 55 of 1998 (SA, 1998), but also in individuals’ mindsets and work values. One may postulate that South Africans are now moving away from the notion of identifying oneself in terms of skin colour.

5.5.3 Work values and work ethics and years of service

The results presented in Table 4.12 indicate a significant correlation between years of service and the work values of economic rewards (p = 0.011), physical prowess (p = 0.009), prestige (p = 0.031), and risk (p = 0.001). In terms of prestige and risk, employees with 11-15 years of experience had the highest mean scores for these work values, followed by those with 0-1 and 6-10 years of experience, while employees with 15 or more years of experience had the lowest mean scores for these work values. None of the work ethics measured were statistically significantly correlated with years of service. While these findings are interesting, they are not surprising, as employees that have many years of experience will possibly become fairly settled in the organisation, and this may allow them to become more concerned with upward mobility within the organisational hierarchy, which can potentially give them prestige within and outside the organisation. Furthermore, employees that move to higher levels within the organisation are likely to be more exposed to risks, because of the nature of the work in higher-level positions.

5.5.4 Work values and work ethics and educational level

The results presented in Table 4.13 indicate that educational level is not statistically significantly correlated with any of the work ethics measured. However, statistically significant correlations were established between educational level and the work values of economic rewards (p = 0.013), economic security (p = 0.036), and prestige (p = 0.038). Doctors (doctorate holders) had the highest mean ranking, with individuals with a national diploma ranking the second-highest in all three work values, while individuals with a master’s degree ranked the lowest in all three work values. Individuals with Grade 12 and those with less than Grade 12 ranked second and third, respectively, on the work values of economic rewards

and prestige, and third and fourth, respectively, on the work value of economic security. The results further indicate that individuals holding a bachelor’s degree ranked the second-lowest on the work values of economic rewards and prestige, and that they ranked third-highest on the work value of economic security. The results show a rather interesting pattern. The most qualified individuals (doctorate holders) ranked the highest on these three work values, withn people holding a national diploma ranking the second-highest on all three of these work values. This may be because when people are more educated, they are more inclined to strive for a comfortable life defined by high income and acknowledgement.