- The values system, which is made up of the cultural and
work values of individuals, is the primary basis of perception, cog-
nition, and affect. - The assignment of positive and negative properties to occu-
pations is done primarily on the basis of an individual’s values
(Rokeach, 1973). - All decisions regarding occupations are made under condi-
tions of uncertainty because decision makers do not have access to
complete information about their abilities, external conditions that
may influence the outcome of their decisions, or the outcomes that
will actually accrue as a result of a particular occupational decision
(Vroom, 1964; Wright, 1984). Historic patterns of discrimination,
as well as current discriminatory attitudes and behavior, add to the
uncertainty experienced in the choice making of women (Melamed,
1995, 1996) and minorities (Leong, 1995b). - Most existing theories of occupational choice are based on a
white, Eurocentric perspective and thus have limited utility for
many minorities (Leong, 1995a). Continuing to apply existing the-
ories without modification to take into consideration the unique
worldviews of minority groups is at best insensitive and inappropri-
ate. For example, Soh and Leong (2001) asked whether people in
different cultures with the same Holland code might have differing
perceptions of occupations. Their research supports the idea that at
least some Holland types may have culturally specific perceptions
and thus should be approached differentially by career counselors.
Building Blocks of the Theory
Any theorist is faced with the task of identifying and defining the
constructs that influence the phenomena addressed by the theory. I
have chosen values as the cornerstone of this theory, partly because
work values have been identified as critical variables in the career
development process (for example, Fouad, 1995; Super & Sverko,
1995). It has also been suggested that cultural values, particularly
THE ROLE OF WORK VALUES AND CULTURAL VALUES 467