Personal values

PERSONAL LANDSCAPE TRANSFORMATIONS FOLLOWING
THE TRAUMATIC WAR EXPERIENCE
The personal landscape transformations are defined as the territory of a person's life, which has special dynamics, structural and functional characteristics, meaningful filling. In addition to specifying the landscape concept, the task was to determine the types of landscapes of combatants after returning from the war. The sample consisted of 91 combatants, higher education cadets, and volunteers. We used the written narrative method of the proposed scheme, a conversation, and a focused one-on-one interview. As a result, post-traumatic combatants' narratives consisted of war-related injuries (41.9%); family treason (24.7%); losses suffered in peacetime (23.5%); other difficult life situations (9.9%).
The following criteria for determining the type of landscape have been developed: meaningfulness of the past; assessment of the present; a vision of the future; value dominant. There is considered the value-semantic configuration of the individual`s life as an integral indicator of the landscape. The following types of landscapes have been identified: a) existential (differs from the unwillingness to rethink the traumatic past; to assess the present adequately; the inability to construct the future; the dominant for survival); b) family (distinguished by a good understanding of the past; adequate assessment of the present; detailed construction of the future; dominant of meaningful relationships); c) service (differs from family primarily by the criterion of dominant value - to be useful to the state, the fight against the aggressor, the army); d) self-realization (differs in the main value of self-development); e) pragmatic (distinguished by the major value of career advancement).
The most common landscapes are existential and family landscapes (25.0% each); in second place is landscapes of service and self-realization (17.3% each); on the third - pragmatic (13.6%). The hypothesis according to which the direct participation of military personnel in hostilities can act as a trigger for changing the personal landscape is confirmed.

Organizational culture creates a sense of identity and belonging for employees and also has importance in desired organizational behaviors by overlapping organizational values with individual values (Smircich, Administrative Science Quarterly, 28, 339–358, 1983). On the other hand, the individual values, beliefs, anticipations, attitudes, behaviors and actions that employees have are considered important factors in shaping and adopting organizational culture (Daft, Organizational theory and design. West Publishing, 1986). Values are immensely substantial with regard to influencing organizational dynamics, especially at a management level (Chusmir and Parker, Journal of Social Psychology, 132, 87–100, 1992). Personal values set standards about thought and sense unclear besides shaping the decisions and behaviors of managers thus constituting an ideology and consequently an organizational culture (Russell, Leadership & Organization Development Journal, 22, 76–84, 2001).

A comparative analysis of the studies of congruence of personal and organizational values is presented in the article. Forty publications of 1999-2012 reviewed in Emerald, Sage, APA PsycNET, Wiley, ScienceDirect, Routledge, Springer and other databases have been selected for the comparative analysis. The studies were compared by the country, in which the surveys had been conducted, the nature of the organizational activity and the size, the number of respondents. This article focuses on diagnostic research instruments, which were used to investigate the congruence of personal and organizational values. Despite the importance of the congruence, the results of the research have revealed that mostly the studies of congruence of personal and organizational values are carried out to investigate the influence on the person and the organization. No studies, aiming to determine the strength of value congruence within an organization and make constructive proposals to strengthen the value congruence with reference to them have been identified in the analyzed publications of the last thirteen years. The analysis of the instruments used in the studies for evaluation of value congruence shows that even in the latest studies the research instruments developed long ago are used. Only isolated studies are based on new, original instruments, developed by the authors of the studies themselves.

Present study was carried out through descriptive survey method within ex-post-facto research design. To collect the
“Personal Value Questionnaire (PVQ)” were administered on a stratified random sample of 1813 respondents. In Personal
Value Questionnaire (PVQ) there are all together 40 questions. A question consists of two parts: (i) a stem, and (ii) 3 items. In
the stem of the questions a criterion situation for seeking the value preferences was depicted Each type of value has an equal
numbers of items and so there are 12 items for each value and a 3-point Likert type scale ranging from 0 to 2 is attached. It is
evident that the students of higher education of Purulia district expressed moderate value in hedonistic value, power value,
aesthetic value, family prestige value and health value. It was also observed that the students of higher education of Purulia
district have showed their high values in democratic, social and knowledge areas of Personal Value but they scored low in
economic and religious dimensions of personal values.

Organizational culture creates a sense of identity and belonging for employees and also has importance in desired organizational behaviors by overlapping organizational values with individual values (Smircish, 1983). On the other hand, the individual values, beliefs, anticipations, attitudes, behaviors and actions that employees have are considered important factors in shaping and adopting organizational culture (Daft, 1986). Values are immensely substantial with regard to influencing organizational dynamics, especially at a management level (Chusmir & Parker, 1999). Personal values set standards about thought and sense unclear besides shaping the decisions and behaviors of managers thus constituting an ideology and consequently an organizational culture (Russell, 2001). Because of the mentioned critical importance, this study aims to holistically examine the association among culture, leadership, and values. For that purpose, this chapter continues in the following manner; (i) The importance of organizational culture and effect on the decisions and behaviors in an organization (ii) Elements contributing to organizational culture (iii) Personal values and importance within management (iv) Leadership and association with organizational culture, and finally, (v) The effects of a leader’s personal value on organizational culture.

The objective of this study is to analyze the relationship between personal values and job satisfaction. For this, a multiple linear regression was made, whose independent variables were personal values and the dependent variable, job satisfaction. The data for this test were collected from the European Social Survey database (ESS, 2012) with a valid sample of 820 people (portugueses) who participated in a social survey which is applied annually in 20 European countries. From 4 assumptions made in the study, 3 were rejected, revealing that personal values and conservation of self-transcendence Don't have positive relation with job satisfaction, as well as the self-promotion of value does not have a negative and significant relation as suggested. The value of openness to change, however, showed a negative and significant relationship at 5%. The results suggested that personal values did not possess relevant explanatory power on job satisfaction, in this sample. Therefore, we suggest the inclusion of other variables in the model to provide better contribution to the literature about this theme, as well as for managers where they consider relevant employee satisfaction with their work.

Today’s youth is as restive, impatient with hypocrisy of the past and the dichotomy between precept and practice, and as stout a protagonist of recognition of his and others’ identities, as was the youth of the time when Christ was not but Socrates was and commented on the youths. Because of the fleeting nature of youth, the young plunge into action before they could afford to plan something to achieve a well-chosen aim which would remove the incongruities which appeared intolerable to them

Personal values are depend up on family education, society and friends, religious back ground, docratic, aesthetic, economic and knowledge are also place an important role to develop good personal values. Some people with powerful minds can up-tain good personal value irrespective of their back ground. Religious make a person to live to walk in right way. Any does not teach to steal to murder, to act frugality and to abuse others especially woman. Any religious should not make the youth to become terries a person can give value to his own religion. But he has no Wright disrespect criticize and abuse other religious. In this modern age money place and important role to mould the human life. Good economic back ground makes youth self confident. We can earn money by hard working or illegally.

The present study was undertaken to investigate the relation between personal value and academic achievement of higher secondary students. The objectives of the study also include the presentation of gender-wise correlation between personal value and academic achievement of higher secondary students. 800 students were randomly selected from eleven higher secondary schools in Dakshin Dinajpur district of West Bengal. The Personal Value Scale (PVS) developed by Halder (2018) was adopted and employed in this study to collect the data. The study reveals a positive correlation between personal value and academic achievement of higher secondary students. The gender-wise analysis also shows similar results.

Organizational culture creates a sense of identity and belonging for employees and also has importance in desired organizational behaviors by overlapping organizational values with individual values (Smircich, Administrative Science Quarterly, 28, 339–358, 1983). On the other hand, the individual values, beliefs, anticipations, attitudes, behaviors and actions that employees have are considered important factors in shaping and adopting organizational culture (Daft, Organizational theory and design. West Publishing, 1986). Values are immensely substantial with regard to influencing organizational dynamics, especially at a management level (Chusmir and Parker, Journal of Social Psychology, 132, 87–100, 1992). Personal values set standards about thought and sense unclear besides shaping the decisions and behaviors of managers thus constituting an ideology and consequently an organizational culture (Russell, Leadership & Organization Development Journal, 22, 76–84, 2001).

The aim of the current study was to examine Swedish and Turkish teachers’ perspectives on values education. Qualitative interviews with 52 teachers were conducted and analyzed. Values education was mostly about compliance with societal values and norms. The learning goals or values in values education were mainly on how to treat others and on self-responsibility. Teachers did not take a critical approach. A main method of values education reported by the teachers was to be a good role model in everyday interactions with students. Values education was largely described as an everyday practice embedded in the stream of social interactions. Furthermore, an everyday language was used when the teachers described values and values education. There was a lack of professional knowledge in this domain.

I shall present three fundamental distinctions among kinds of values discussed by contem- porary axiologists and the way they relate to kinds of affective attitudes. (i) Thin vs. thick values. Some things are good; some things are delicate, fair, graceful... Relatedly, some emo- tions are thin, aimed only at the goodness/badness of things (liking/disliking); some are thick, directed at the thick values of things (pride, contempt, fear...). (ii) intrinsic vs. extrinsic values. Some things are good in themselves, some others are good in virtue of being related to others things of value. Relatedly, some things are appraised/liked/desired... for their own sake, some others only extrinsically. (iii) Personal values vs. impersonal values. Some things are good for some persons only. Some things are good simpliciter. Relatedly, one should distinguish between impersonal affective attitudes and "for someone’s sake" attitudes.

Bu araştırmanın amacı Roy (2003) tarafından geliştirilen “Personal Values Inventory”
(Kişisel Değerler Envanteri) ölçeğinin Türkçe formunun geçerlik ve güvenirliği
çalışmasıdır. Araştırma toplam 200 üniversite öğrencisi (19-32 yaş aralığındaki 117 kadın
ile 83 erkek öğrenci) üzerinde yürütülmüştür. Ayrıca dilsel eşdeğerlilik analizi için 50
üniversite öğrencisi üzerinde iki hafta arayla ölçeğin Türkçe ve İngilizce formu uygulanmış
sonuçlar karşılaştırmalı olarak analiz edilmiştir. Faktör analizi sonucunda ölçeğin orijinal
formda olduğu gibi beş faktörden oluştuğu ve faktör yüklerinin .40 ile .76 arasında değiştiği
görülmüştür. Ölçeğin Cronbach Alpha iç tutarlılık kat sayısı .63 olarak bulunmuştur. Kriter
geçerliliği analizi için “Kişisel Değerler Envanteri” ile bu ölçeğe eşdeğer ölçme araçlarından
olan “Schwartz Değerler Ölçeği” tesadüfi olarak seçilen 50 öğrenciye uygulanmıştır.
Sonuçlar Kişisel Değerler Envanteri Ölçeği’nde yer alan alt boyutlar ile Schwartz Değerler
Ölçeği’nde yer alan alt boyutların paralellik gösterdiği görülmüştür. Tüm sonuçlar Kişisel
Değerler Envanteri’nin dilsel eşdeğerlilik ile yüksek düzeyde geçerlik ve güvenirliğe sahip
olduğunu göstermektedir.

The aim of this research is to review the validity and reliability of the Turkish version
of the Scale of PIV- Personal Values Inventory developed by Roy&Andersen (1996).
The study was carried out on 200 university students. In addition, to analyse linguistic
equivalence, Turkish and English versions of the scale were applied to 50 university
students at different time periods (Turkish version was applied to the same students a week
after the English versions were returned), and results were analysed by comparing them to
each other, according to the results of paired samples statistics and the t-test the scale has
linguistic equivalence. Factor analysis showed that like the original form of the scale, the
scale consisted of five factors and factor loadings varied between .40 to .76. Cronbach Alpha
internal consistency quotient of the scale was calculated as .63. To analyse criterion validity
“Personal Values Inventory-PVI” and “Schwartz Values Inventory”, one of the equivalent
scales to PIV, were applied to randomly chosen 50 people at different time periods. Pearson
Product Momentum Correlation Analysis was used to determine whether
there is a significant relation between the answers for the two scales. The results showed
that the sub-dimensions in Personal Values Inventory were parallel to the sub- dimensions in “Schwartz Values Inventory”. Overall results showed that “Personal Values inventory
has high reliability and validity”

"Value Education: Need Of The Hour", Pasaaydaan Foundation, Mumbai, Maharashtra, India, 43p.; ASIN: B00XXMG8DK, ISBN-13: 978-1512220988, ISBN-10: 1512220981. It is available on Kindle.
http://www.amazon.com/dp/B00XXMG8DK?ref_=pe_2427780_160035660

This study aimed to determine to what extent the personal values of class teacher candidates predict their attitude
towards teaching. The universe of the research is teacher candidates from the Kazım Karabekir Faculty of Education,
Ankara University in the 2010-2011 academic year. 305 teacher candidates from 1st, 2nd, 3rd and 4th year class were
determined by the criterion sampling method constitute the sample of the research. A Personal Values Inventory and
an Attitude Scale towards the Teaching Profession were the data collection instruments. For the analysis of data,
frequency, arithmetic mean, standard deviation, Pearson Product Moment Correlation Analysis and Multiple Linear
Regression Analysis were used. According to the data obtained, the personal values of the teacher candidates were
found to predict their attitudes towards teaching profession in the proportion of 22%.

The present study was undertaken to investigate the relation between personal value and academic achievement of higher secondary students. The objectives of the study also include the presentation of gender-wise correlation between personal value and academic achievement of higher secondary students. 800 students were randomly selected from eleven higher secondary schools in Dakshin Dinajpur district of West Bengal. The Personal Value Scale (PVS) developed by Halder (2018) was adopted and employed in this study to collect the data. The study reveals a positive correlation between personal value and academic achievement of higher secondary students. The gender-wise analysis also shows similar results.

The main purpose of this paper is to assess a possible impact millennials will have on the future business environment of Industry 4.0, based on their personal value orientations. Millennials are taking over important roles in organizations, but their personal values are significantly different from those of older generations. This paper shows that, based on the Schwartz's value survey with N=371 Slovenian respondents, millennials are in general more inclined toward values connected to personal growth and freedom from anxiety, emphasizing self-transcendence and openness to change, than toward self-protection and anxiety avoidance, understating conservation and self-enhancement values. These cognitions can have significant implications in shaping the future business environment of Industry 4.0, as it can become more open, understanding, collaborative, accepting, and generally more supporting, thus creating the evident millennials' effect. Even though millennials are in general well prepared for the future business environment, organizations will have to, in order to retain the millennials, reshape their current organizational environment to better reflect the millennials' views.

Previous studies investigating the “why” of entrepreneurial internationalization have focused on firm-level motivations, overlooking the relationships between firm-level and individual-level motivations and why entrepreneurs differ in the goals they intend to achieve. We investigate the role of personal values as desirable end states that motivate international entrepreneurship by functioning as superordinate cognitive structures that underlie the practical internationalization goals set by entrepreneurs. By adopting an idiographic approach based on a laddering methodology in a sample of 140 new domestic technology-based firms located in Northern Italy, we uncover and map the hierarchies of goals that motivate entrepreneurs’ internationalization intentions, which are anchored in five personal values: achievement, power, self-direction, benevolence, and security. We discuss our theoretical and methodological contributions and the policy implications of our findings.

Objective – This research aimed at sketching personal values of graduate students at a faith-based institution in Indonesia. It also investigated the possible influence of these personal values and the students’ perceptions towards the values of their institution on their emotional attachment (affective commitment) to the institution.
Methodology/Technique – A cross-sectional survey was employed as the primary method in the collection of the data. The fieldwork comprised the distribution of a self-administered questionnaire to potential respondents through direct contact.  A convenience sampling was used to invite respondent participation. A total of 250 questionnaires were distributed of which 143 were usable, representing an overall response rate of 53 %.
Findings – Results derived from the research suggested that the students, in general, embraced religious and intellectual values in their personal life. These dominant values seemed to be congruous with the demands of academic life in a faith-based educational institution as well as the demand of business worlds in the future. Likewise, a high level of affective commitment was exhibited by the students. Findings of the research also showed perceived institutional and personal values of students were more strongly predictors of students’ affective commitment than either one alone.
Novelty – There has been little research on the relationships between personal values, institutional values and affective commitment in the Indonesian higher education institution contexts. Thus, this research fills this gap.

"This thesis introduces and defends the Axiological Theory of Pleasure (ATP), according to which all pleasures are mental episodes which exemplify an hedonic value. According to the version of the ATP defended, hedonic goodness is not a primitive kind of value, but amounts to the final and personal value of mental episodes. Beside, it is argued that all mental episodes –and then all pleasures– are intentional. The definition of pleasures I arrived at is the following :

x is a pleasure of a person P =df x is an intentional episode of P which is finally good for P."

A new concept of the personal life-designing landscape as an area of life with certain functional-dynamic characteristics and specific semantic configuration is included in the thesaurus of psychological concepts. The attention is paid to the differences between the concept of the personal life-designing landscape and the traditional concept of life path, which lies in the more local scale of the landscape, and is set by actual life tasks statement and finding updated value-semantic landmarks. The following types of landscapes with functional unity are defined: pragmatic, hedonistic, consumer, service, and existential. It is shown that the existential landscape accumulates the experience of the post-traumatic stage of life as a special, awareness of the different meaningful content of the new life route. The basic functionality of the existential landscape has been found, which is to create the conditions for reflection, reinterpretation, and integration of traumatic experiences that a person acquires in a border situation, in dramatic or tragic circumstances. The existential landscape is regarded as the shortest path for the individual to recover and improve his/her psychological health. There is revealed the dependence of the length of individual stay within the existential landscape on the force of trauma (peculiarities of losses, the intensity of painful memories) and the hardiness resource. It was invoked the options of the existential landscape directing: (a) for a search for professional self-realization, which requires strengthening of the self-identification mode; (b) for the issue of cooperation, which requires strengthening of the regime of dialogue; (c) for distance from certain people, which needs to be strengthened by the autonomy regime; (d) for the search for stable forms of everyday life, which requires a strengthening of the practice regime.

The main purpose of this paper is to assess a possible impact millennials will have on the future business environment of Industry 4.0, based on their personal value orientations. Millennials are taking over important roles in organizations, but their personal values are significantly different from those of older generations. This paper shows that, based on the Schwartz’s value survey with N=371 Slovenian respondents, millennials are in general more inclined toward values connected to personal growth and freedom from anxiety, emphasizing self-transcendence and openness to change, than toward self-protection and anxiety avoidance, understating conservation and self-enhancement values. These cognitions can have significant implications in shaping the future business environment of Industry 4.0, as it can become more open, understanding, collaborative, accepting, and generally more supporting, thus creating the evident millennials’ effect. Even though millennials are in general well p...

Innovations are based on the good ideas of individuals; therefore, it is very important to better understand the role that individuals and their personal characteristics play in innovative initiatives. The aim of the current study was to test the relationships between employees' personal values and their innovative behavior. It was hypothesized that these relationships are mediated by an employee's job autonomy. We integrated Schwartz's basic human values theory with the notion that job autonomy is an important job characteristic that can be redesigned to better fit employees' preferences. The study results (obtained from 263 employees in different branches) showed that openness to change and self-enhancement values are positively related to job autonomy, whereas conservation and self-transcendence values are negatively related to job autonomy, which confirms that personal values are important in explaining autonomy in the workplace. In addition, employees' self-enhancement values are positively related to their innovative behavior, while conservation and self-transcendence values are negatively related to innovative behavior. Mediation analysis with a bias-corrected bootstrapping method showed that job autonomy is a significant mediator of the relationships between employees' personal values (except for openness to change) and their innovative behavior. Our research extends the theory of basic human values, showing that values serve as a personal basis for innovative behavior. Our results also contribute to the innovation research by demonstrating the importance of personal values and job autonomy for innovative behavior in organizations.

Studies investigating immigrants' remittance behaviours have mainly focused on the determinants and motivations to remit, and more recently on the determinants of remittance channel choices. While these two streams of literature have evolved separately, there is a need for a greater understanding about the linkages between remittance motivations and the preferences towards different characteristics of remittance channels. This paper tackles this issue by presenting an exploratory investigation of the linkages between attributes of remittance channels and personal values behind remittance behaviours. Building on means-end chain theory and applying a laddering technique, this paper highlights how personal values of achievement, power, security, and benevolence are reflected in immigrants' preference for different attributes of remittance channels. Implications for research, policy-making, and business practice with regard to the management and promotion of financial remittances are suggested.

Organizational culture creates a sense of identity and belonging for employees and also has importance in desired organizational behaviors by overlapping organizational values with individual values (Smircich, Administrative Science Quarterly, 28, 339–358, 1983). On the other hand, the individual values, beliefs, anticipations, attitudes, behaviors and actions that employees have are considered important factors in shaping and adopting organizational culture (Daft, Organizational theory and design. West Publishing, 1986). Values are immensely substantial with regard to influencing organizational dynamics, especially at a management level (Chusmir and Parker, Journal of Social Psychology, 132, 87–100, 1992). Personal values set standards about thought and sense unclear besides shaping the decisions and behaviors of managers thus constituting an ideology and consequently an organizational culture (Russell, Leadership & Organization Development Journal, 22, 76–84, 2001).

This study combines two main challenges for organizations today, as it examines the alignment between personal values of future leaders and the values needed in the Industry 4.0 workplace. Based on the movement of the organizational environment toward a more multidisciplinary, open, collaborative and multicultural environment, we presuppose that the Industry 4.0 workplace requires a more benevolent, universally oriented and generally self-transcended leaders. Drawing upon Schwartz's value theory, we examine the impact of Generations Y and Z's personal values on their leadership inclination. The results from the survey of 371 young participants from Generations Y and Z reveal that self-enhancement (i.e., power and achievement), openness to change and conservation values most significantly affect leadership inclination. Meanwhile, benevolence, universalism and general self-transcendence values-cornerstones of the Industry 4.0 workplace-show negative effects on leadership inclination in the frame of the Industry 4.0 workplace. This indicates a poor fit between the values of future leaders and the values of the Industry 4.0 workplace. These findings have significant implications for human resource management in future organizations and contribute to the understanding of future leaders. In addition, the findings can help organizations to manage sustainable workings in an Industry 4.0 environment.

This paper deals with the Personal Values and Teacher Adjustment of Secondary School Teachers. The basic aim of Education is to develop moral, social National personal values in the students. Teacher should develop a very positive attitude towards all personal values and inculcate such values in the pupils. School education is the foundation of child’s life.  He carries and maintains the social and moral skills acquired by him during his school days. Teachers should take remedial measures to bring about positive and dynamic in improper adjustment in their profession / Environment. Teachers should develop a very positive attitude towards all personal values and inculcate such values in the pupils.

Women use personal care products all across the world. The cosmetic and personal care product used by the consumers have caused many skin problem and impacted the consumer wellbeing because there are element of various chemical included in the product. This study proposes the consumer to change their consumption pattern into organic product especially personal care product, which they will use everyday. In order to change the consumer behavior into sustainable consumption behavior, the attitude of the consumer about organic must be positive. This study focuses on the Malaysia consumer attitude toward using organic personal care product. As this organic industry is still new in Malaysia and has a great prospect of growth in the future, this study wants to investigate on the Malaysian consumer intention to purchase organic personal care product. This study would want to find out to what extend the consumer personal values like their awareness in health, environment and religiosity and factor like perceived quality and safety in perceived value dimension are able to change their attitude toward purchasing organic. The respondent for this study focus on female consumers and a structured questionnaire has been distributed. This study has use Smartpls software for it analysis. The expected finding of this paper is there is a positive significant relationship between both independent and dependent variables with moderating variables of brand trust. The value of this study provides valuable insight about Malaysian consumer behavior regarding organic personal care products.

This paper presents a comparative analysis of the researches on personal and organizational values congruence detailing their specifics in respect of countries, organizations, respondents and the instruments concerned. Empirical studies of the 1999–2012 period that considered personal and organizational values congruence have been selected for the sake of comparison. The biggest focus is on the analysis of diagnostic tools in order to specify their content and frequencies of usage.

This study combines two main challenges for organizations today, as it examines the alignment between personal values of future leaders and the values needed in the Industry 4.0 workplace. Based on the movement of the organizational environment toward a more multidisciplinary, open, collaborative and multicultural environment, we presuppose that the Industry 4.0 workplace requires a more benevolent, universally oriented and generally self-transcended leaders. Drawing upon Schwartz’s value theory, we examine the impact of Generations Y and Z’s personal values on their leadership inclination. The results from the survey of 371 young participants from Generations Y and Z reveal that self-enhancement (i.e., power and achievement), openness to change and conservation values most significantly affect leadership inclination. Meanwhile, benevolence, universalism and general self-transcendence values—cornerstones of the Industry 4.0 workplace—show negative effects on leadership inclination i...

Purpose – The role of personal values in consumer behavior is well documented; however, in the context of fashion consumption, the role of personal values’ influence on consumers’ ethical behavior has not been studied. Consequently, the purpose of this paper is to seek to explore whether consumers’ personal values predict consumers’ behavioral intentions to engage in ethical fashion consumption. Design/methodology/approach – The present study employed the Fritzsche model, which states that an individual's personal values are related to his/her intentions to engage in ethical behavior. The present study examined the causal relationship between the personal values and behavioral intentions to engage in ethical fashion consumption. Data collected from the US national sample were subjected to structural equation modeling. Findings – The proposed model explained 42 percent of variance in consumer's behavioral intentions toward ethical fashion consumption. Furthermore, a significant negative relationship between self-enhancement personal values and behavioral intention toward ethical fashion consumption was found. Several theoretical and practical implications related to the present study were discussed. Originality/value – To the authors’ knowledge, the study is first of its kind in several aspects: first, ethical fashion consumption has been conceptualized in the broadest definition possible, as oppose to focussing on a particular facet of fashion consumption (e.g. organic products or counterfeit fashion); second, linking consumer personal values as a predictor of his/her ethical fashion consumption behavioral intentions; and third, employing the Fritzsche model in fashion behavior context.

This chapter defends an axiological theory of pain according to which pains are bodily episodes that are bad in some way. Section 1 introduces two standard assumptions about pain that the axiological theory constitutively rejects: (i) that pains are essentially tied to consciousness and (ii) that pains are not essentially tied to badness.  Section 2 presents the axiological theory by contrast to these and provides a preliminary defense of it. Section 3 introduces the paradox of pain and argues that since the axiological theory takes the location of pain at face value, it needs to grapple with the privacy, self-intimacy and incorrigibility of pain. Sections 4, 5 and 6 explain how the axiological theory may deal with each of these.

Innovations that are perceived to be the means to realizing important personal values have a greater likelihood of success than those that clash with or impede value fulfillment. The concept of innovation-values fit (or value compatibility) explains broad patterns of consumer adoption across diverse product categories. However, the simple “poor-neutral-good” scales typically used to measure innovation-values fit are incapable of providing the kinds of fine-grained insights considered necessary to support decisions for marketing a particular new product. This research contributes an analytic framework based on the Means-End approach to understand innovation-values fit from the consumer perspective with the goal of informing new product commercialization strategy. The article revisits old practices and initiates new work that probes more deeply, directly, and specifically into how consumers evaluate new products and perceive links between distinctive product features and personal values. Using data from 160 personal “laddering” interviews in a national field study, we examine consumer reaction to a next-generation cell phone and discover seven innovation-values themes that drive consumer preference and price expectations in the product category. Implications are discussed for marketers who commercialize innovations and need to understand the incremental benefits that consumers associate with adopting a new product over its rivals.

Personally held values play a fundamental role in explaining human actions. Research in both psychology and sociology suggest that such values underlie human behavior and actions. This article highlights the usefulness of personal values in explaining residents' attitudes toward tourism. It is argued that values are major determinants of attitudes and consequent support for the industry. The means-end-chain (MEC) is proposed as the theoretical base of the study. The laddering technique, which is often used to operationalize MEC, is also discussed. Through the laddering interviews, a "mental map" linking the attributes of tourism to the benefits or consequences of experiencing tourism and the personal values it satisfies can be developed. This process results in a better understanding of community attitude toward the industry. This study provides a theoretical (MEC) as well as a methodological (laddering) contribution to the literature on residents' attitude toward tourism. It also contributes to the limited number of studies discussing the influence of values on host behavior toward the tourism industry. Though value research together with laddering and MEC are not new to tourism, they can be considered new contributions to host attitudinal research.

Various authors have identified behavioral factors that may affect the perceptions that pe- ople. have about risks. Facing the risks requires that the company manages them, understanding in advance their nature and impact, monitoring the relevant indicators to anticipate their occur- rence, and being ready to act immediately at the first signs of trouble. Risk perception is hard to understand. This paper presents an research in process aimed at deepening scientific knowledge of managing the risks associated with personal values in crowdsourcing innovation. Specifically, we will identify the main human risks factors and we will also seek to understand how personal va- lues might potentially affect the risks perception. As deliverables of the research we will produce a checklist to manage risks associated with.

This research is done to identify the supervision of values in the political image of the Negeri Sembilan community through the petitih proverbs from Radio Malaysia NEGERI fm. The contents include those from local traditions, customary laws, rules, etc. The proverbs in this study are those that have been recited on air through Radio Malaysia Neger ifm. This study is conducted with documentation and textual sources. The basis of this study is parsed from the principles of individualism from the Textualism theory by Mana Sikana. The results of this research shows that the values found in the politics of Adat Perpatih community have influenced the Petitih proverbs of Radio Malaysia NEGERI fm. The proverbs themselves play a significant role in conveying the essence of the political values found in Adat Perpatih in a neat and succinct way. The implications of this study shows that the Petitih proverbs can have a positive effect on teens in shaping their own solid personal values and identity