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IWVS - Integrative Work Value Scale
Mathieu Busque-Carrier, Ph. D., c.o. org., Yann Le Corff, Ph. D., c.o.. 

New - Available in September 2022
 

Objective

Measure work values

Languages

French

English

Users

Career Advisor, Human Resources Advisor, Organizational Psychologists

Duration

10 min

Context

Career management, Professional development, Personnel selection

Administration

On the digital platform irptesting.com

The Integrative Work Value Scale is a Canadian - based work value assessment tool. It was designed to provide a comprehensive profile of criteria that individuals can use to assess what they are looking for in a job and work environment. The (IWVS) consists of 51 items requiring a reading level equivalent to a first year of high school. It is preferable that test-takers have had some work experience prior to taking the test.

 

The Integrative Work Value Scale offers three levels of analysis. The first level allows for a detailed analysis of 14 work values and the positioning of the person being assessed in relation to a normative sample from Canada. The second level prioritizes the work values according to the importance that the person being assessed attaches to them. The third level provides an overall view of the work values according to four main dimensions (intrinsic values, extrinsic values and status-related values), which makes it possible to describe the main sources of job satisfaction for the person being assessed.
 

Test development

 

The IWVS model is based on over 40 years of research on career development work values. It was developed in response to various shortcomings observed in existing scales, including lack of comprehensiveness, lack of theoretical and empirical support, and the use of samples that were not representative of the Quebec population.

Initial studies on the IWVS confirm its validity and reliability. This scale can be used in a multitude of intervention contexts, such as coaching in career choice, setting up a career plan, or assessing the fit between an individual's values and those of an organization.

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INTRINSIC WORK VALUES

Intellectual stimulation

Importance of intellectual stimulation and the possibility of solving complex problems in one's professional activities.

Variety

Importance of having diversified tasks at work.

Development

Importance of being able to develop skills at work.

Creativity

Importance of being able to express one's creativity and demonstrate innovation in planning and carrying out one's professional tasks.

Altruism

Importance of offering assistance, rendering service and promoting the well-being of others in the context of one's professional activities.

Cooperation

Importance of teamwork and collaboration with colleagues to complete work tasks.

EXTRINSIC WORK VALUES


Job security

Importance of job security and stability in the short and long term.

 

Compensation

Importance of a high income that allows for financial comfort.

 

Flexibility

Importance of being able to arrange one's schedule and have flexibility in choosing one's work location (e.g. telecommuting).

 

Comfort at work

Importance of working in an environment that is comfortable and protected from the elements.

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WORK VALUES RELATED TO STATUS

 

Authority

Importance given to being in a position of authority at work, and to having power over the planning and organization of the tasks of others.

Prestige

Importance of professional prestige, whether related to reputation, position or organization.