Abstract

This study examined the relationship of career maturity to work values, in an effort to better understand the structure of values associated with career maturity. Two hypotheses were investigated- (1) Career maturity is positively related to differentiation of work values within subjects. (2) Career maturity is positively associated with intrinsic work values and negatively asscxziated with extrinsic work values. The samples consisted of 877 subjects, 316 males and 561 females. The subjects were administered the Career Maturity Inventory and the Work Values Inventory (WVI). On the basis of item content and statements in the manual of the WVI, the investigator grouped the 15 scales of the WVI into two categoriesintrinsic work values and extrinsic work values. For males and females, the correlation between career maturity and work values variance was not significant. The possibility of the males being less career mature than the females was examined. Further comparisons were made between males and females on the WVI scales. Females were higher than males on Surrounding(p<.05) and males were higher than females on Altruism(p<.01), and Creativity(p<.05). None of the intrinsic work values were positively associated with career maturity for females, while for males two intrinsic work values were positively associated with career maturity. The results of this lend partial support to the hypothesis that career maturity is positively associated with the degree of patterning of work values. The results of this study suggest that counseling with females, which focuses on value clarification and differentiation, may be helpful in furthering the development of career maturity. Counseling which promotes the patterning of work values, may engender a more highly differentiated and clearer sense of identity. Career immaturity and identity diffusion may then develop into career maturity and a firmer sense of identity.