Values are theorized to be highly stable over time yet subject to change in response to significant life events that challenge an individual’s self-concept. However, empirical support is limited due to the difficulties inherent in creating effective (and ethical) laboratory interventions as well as in collecting longitudinal, within-person data. In this study, we draw upon values, self-determination, and ERG theories to develop a theoretical model of how early career events induce value change. Controlling for cognitive ability, personality, demographic variables, and value scores at Time 1, when subjects were undergraduate students, we examine the effect of four major career events on the same value dimensions at Time 2, roughly 10 years after workforce entry (N = 334). Achievement values are positively reinforced by enrolling in an MBA program and higher job level attainment; in contrast, other (nonbusiness) degree programs enhance benevolence values. Stimulation values are positively induced by work relocations, but security values are negatively affected by higher job levels. We discuss the implications of these findings along with directions for future research.
