Work value orientations of career starters

In recent years, organizations have been seeking guidance on how to provide suitable working conditions for their employees. Particular attention is paid to attracting young people starting their careers, who can cope with the significant flow of information and the rapid changes in technology and business. The present study aims to identify the subjective work value orientations of career starters and investigates the presence of work value dimensions established in the literature, as well as the significance of work-life balance among the various orientation types. We applied the rarely used Q-methodology because it can quantify patterns of opinion within a group. Q-set was based on 28 focus groups (n = 154) and the qualitative coding of a one-question questionnaire (n₁ = 773, n₂ = 287) focusing on job choice aspects. Participants were Hungarian university students who plan to enter the labour market within 18 months. As a result of Q-sorting (n = 29), the paper presents 6 employee types of career starters according to work values. Intrinsic, extrinsic, convenience and social values and the crucial importance of work arrangements (flexible, remote, or on-site work) are strongly reflected in the work value orientations of young career entrants. As a practical implication for organizations, we highlight the possibility of using work value orientations for the preparation of value propositions and their integration in the recruitment process.