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This article explores the process by which formal management systems foster the creation of shared organization values, addressing the basic question: Can workplace values be "managed?" Drawing upon interviews conducted at a Department of Defense installation with civilian employees and managers over a 5-year period, we use comparative case analysis to explore differences in the relationships between installation practices and social values across high-performing and low-performing work units. Our findings suggest that strategic values are motivating to employees to the extent that they reflect employees' internal affective, normative, and task-oriented values, a zone of existing values. Although values management is a social process that results from routine interactions, formal management systems provide opportunities to enhance the social interactions that are motivating to employees. Middle managers play key roles in using formal management systems to integrate the organization's strategic practices with values that derive from employees' societal, cultural, and religious experiences.

While social work must be evaluative in relation to its diverse areas of practice and research (i.e., values-informed research), the purpose of this article is to propose that values are within the scope of research and therefore research on practice should make values a legitimate object of investigation (i.e., research-informed values). In this article, the fact/value debate in social work research is considered by offering reflection on the history and philosophy of this debate and by offering summary thoughts on how social work must engage with normativity (i.e., the ought, what matters most to people, and how the world and people matter) so the debate moves beyond mere questions about the relevance of values to the questions we ask, the methodologies we engage, the theories we promote, the interventions we support, our engagements with our many and diverse publics, and the investigation of values as causes.

More than a year ago, the front page of the New York Times featured a story on a new workplace trend. Besides laying off thousands of workers, employers have also been resorting to pay cuts, downgrades, and shortened work weeks more often than at any time since the Great Depression. The article went on to tell what happened to Bryan Lawlor, a thirty-fouryear-old airline pilot who lives in Virginia with his schoolteacher wife and their four children. He had been a captain earning $68,000 a year, in line for a promotion raise. But suddenly, he and other captains were demoted to the rank of first officer, automatically cutting their salaries in half. Lawlor's frank description of his emotional reactions to his new financial situation illustrates, in mild form, symptoms of what researchers have called the "normal pathology" of unemployment or other economic falls from grace. Not allowed to wear his captain's uniform or command an airliner, and no longer the major breadwinner in the family, Lawlor feels "diminished." He worries that the mortgage payments may now be unaffordable, and that the children, who have not been told of the change in family finances, will finally notice when Christmas brings many fewer clothes and toys than usual. And it bothers him that he can no longer pick up the check when the family goes out to dinner with his parents. With a solid marriage, supportive relatives, a roof over their heads, and a still decent twoearner income, the Lawlors are not the hardest hit victims of the current recession. But they could be poster children for the economic forces that have made even solid middle class lives far more uncertain and stressful. And the trouble started long before the financial meltdown of 2008. Indeed, the great untold story of the past four decades is the steady erosion of the economic underpinnings of American families, even while the national economy seemed to be thriving.

This article deals with the postmatenalist hypothesis, originally formulated by Ronald Inglehart The hypothesis, stating that new generations in Western societies are moving more and more towards postmatenalist value orientations, is questioned on the grounds that the materialisl / postmaterialist dichotomy may he too rigid to capture the complexity of people's value orientations, and that the value conceptualization may hold a rather limited relevance for young people in present‐day Western societies. A reconstruction of the materialist / postmaterialist value conceptualization is earned out and empirical results from two Swedish national studies, supporting the author's questioning of the original hypothesis, are presented.

Recognizing the prevalence of initiatives to align technology with social values through design and "by design" (such as privacy by design, security by design, and governance by design), this dissertation explores the current and potential role of design techniques in attending to values, and analyzes user experience (UX) professionals' "values work" practices—practices used to surface, advocate for, and attend to values—within large technology companies. The first part of the dissertation interrogates the relationship between values and design practices, looking at privacy as a case study. A review of human computer interaction literature about privacy and design suggests the importance of thinking about the purpose of design, who does the work of design, and on whose behalf is design work done. In order to better understand how design in the service of "values work" could be used towards purposes of exploration, critique and speculation, I create a set of speculative design fictions depicting a range of fictional products that suggest different sets of privacy harms. These designs serve as way to surface and foster reflection on values. The success of this design intervention in a laboratory setting sparked interest in understanding whether and how design approaches were used in values work within the technology industry. The second part of the dissertation seeks to understand the practices and strategies of UX professionals who already see addressing values as a part of their practice. I conducted interviews with UX professionals working at large technology companies, and field observations at meetups in the San Francisco Bay Area about technology design and values. These UX professionals report doing values work as a part of everyday configurations of UX work, such as when designing interfaces or conducting user research. More strikingly, UX professionals also report on engaging in a range of other activities aimed at shaping the organization, rather than a technical product or system. These practices are used by UX professionals to re-configure how values work is conducted at their organizations in several ways: by making more space for UX professionals' values work; by getting others in the organization to adopt human-centered perspectives on values; and by changing the politics and strategies of the organization regarding values. Moreover, UX professionals' values work practices occur within relations and systems of power. UX professionals often engage in tactics of soft resistance, seeking to subtly subvert existing practices towards more values-conscious ends while maintaining legibility as conducting business-as-usual within the organization. Together, these values work practices create social and organizational infrastructures to promote an alternative sociotechnical imaginary of large technology companies in a way that views these companies and their workers as more cognizant, proactive, and responsible for identifying and addressing social values, in particular reducing harms to users and other stakeholders.The last part of the dissertation reflects on the politics of using speculative design techniques in the service of values work. Experiences sharing speculative designs with others who interpreted the designs in ways that do not recognize their speculative, critical, and reflective nature, raises questions about how speculative design can be re-appropriated by or co-opted towards the very ends that are being critiqued and reflected upon. One approach to this dilemma might be to conduct speculative design work with and for specific groups of stakeholders, instead of for broad public discussion. Another approach might be to create organizational fictions that focus a designer's and viewer's attention more on practices and social relationships, compared to traditional speculative designs that focus attention on fictional products. Informed by the practices of UX professionals involved in values advocacy, the dissertation concludes by suggesting a new purpose for design, design for infrastructuring imaginaries, to complement the social practices of values advocacy. I reflect on the politics of choosing design as a mode of action when conducting values work, and reflect on implications that this work has for values in design researchers, practitioners, and stakeholders.

Purpose– Prior research suggests that cultural values affect individuals' preferences in whether work rewards (i.e. pay and benefits) are allocated according to rules based on equity, equality, or need. However, this research has focussed primarily on societal-level values or individual-level operationalizations of values originally conceptualized at the societal level. Drawing on equity and social exchange theories, the purpose of this paper is to present a theoretical model and nine propositions that incorporate both individual and societal values as determinants of these reward allocation rule preferences.Design/methodology/approach– The author briefly reviews of the relevant literature on values and reward allocation preferences and present arguments supported by prior research, leading to a model and nine propositions.Findings– The author proposes that societal values and individual values have main and interactive effects on reward allocation preferences and that the effects of societal values are partially mediated by individual values.Research limitations/implications– The model and propositions present relationships that could be tested in future multi-level studies. Future conceptual/theoretical work may also build on the model presented in this paper.Practical implications– The proposed relationships, if supported, would have important implications for organizational reward systems and staffing.Originality/value– Prior research on reward allocation preferences focusses mostly on the effects of societal or individual values. This theoretical paper attempts to clarify and distinguish values at these two levels and to better understand their main and interactive effects on individual reward allocation rule preferences.