In this final instalment in the FAQ series, the Hogan Research Department addresses questions on the Motives, Values, Preferences inventory (MVPI). Please get in touch at info@psychological-consultancy.com if you have any questions.
Q: Are there core values other than the 10 measured by the MVPI?
A: To develop the MVPI, Hogan researchers examined over 80 years of theory and research on motives, values and interests. Although the labels used in earlier taxonomies differed, there was and is considerable overlap in the attitudes, values, needs, interests, goals and commitments prior researchers identified as core dimensions. The dimensions used in previous research can be summarised well with the 10 core value scales of the MVPI.
Q: What effect do life circumstances, critical events, transitions, etc. have on MVPI scale scores?
A: Values and preferences tend to be quite stable for adults, even though our life circumstances change over time. Of course, a young single person renting a first apartment after college or university may value having a good time (MVPI Hedonism) and have many opportunities to behave in accordance with that value with few constraints. As he/she gets further into a career, gets married, has a child, etc., the value is likely to remain as strong, but may not drive the same type or consistency of behaviour because he/she may express it in different ways or more selectively.
Q: What are, if any, the age-related changes in core values/motivators?
A: We find only small changes in motives, values and preferences related to age. We find that respondents over age 40 place a higher value on history, well-established principles of conduct and conventional morals (Tradition) than respondents under 40. We observe a similar pattern with the Security scale, noting that certainty, predictability and order are more highly valued by those 40 and over than by younger respondents. We interpret these scales only in concert with predictors from the HPI and HDS.
Q: How do MVPI profiles vary across cultures?
A: Scores across assessment translations differ for more reasons than cultural. Recent research examining the workforces of Australia, New Zealand, the United States and the United Kingdom shows that minor differences do exist on certain value profiles. However, these differences appear small in magnitude. This research concludes that one can place little value in drawing definitive conclusions about a person’s value set based on their culture or country of origin – we are more alike than we are different.