Work-related needs and their underlying work values represent aspects of the work environment that are important to people at work. According to the Theory of Work Adjustment, they represent aspects of an individual's »work personality« that are key to identifying the person-environment fit and an individual's level of job satisfaction. The purpose of this master's thesis is to evaluate the applicability of the Theory of Work Adjustment's model of work values in various selection procedures (student and full-time employment) by using an adapted version of the O*NET® work values questionnaire (WIP–C), renamed as »O*NET® Računalniški profiler pomena dela« (O*NET® RPPD). This study includes three samples, i.e., the main sample of 156 students, the sample of 29 students who completed the questionnaire twice, and the sample of 46 candidates applying for full-time employment. The analysis of psychometric properties indicates unsatisfactory internal stability of the Slovenian questionnaire (unsatisfactory internal reliability of most scales), provides moderate support for its temporal reliability, and unsatisfactory fit of hypothesized factor models for the main sample of students. Exploratory factor analyses for the main students' and the candidates' samples reflect the ambiguity of the factor structure and offer insights into a potentially different factor structure of the Slovenian questionnaire. Although results between Slovenian and US samples seem overall comparable, the O*NET® RPPD exhibits unsatisfactory psychometric properties. Therefore, caution is advised when using the questionnaire and interpreting its results in various HR procedures. This master's thesis introduces the lesser-known Theory of Work Adjustment and provides guidelines for a new Slovenian questionnaire. Ultimately, this research highlights the significance of work values in the present-day world of work.
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