Nordic Forest Professionals ’ Values

The present study analyses the values held by forest professionals in three Nordic countries: Finland, Norway, and Sweden. The data is from a large (n = 1113) internet survey that used cognitive mapping as a research tool, which is a novelty in value measurement. The questionnaire is based on the organisational value theory of Schein (1992), supplemented with relevant forest-related and environmental values. The forest-related main value factors were in the following order of importance: Expertise, Private forestry, Forest production, Nature conservation, and Tradition. The measurement included two kinds of cases: action values, referring to present decision-making, and ideal values, referring to decisions concerning future ideals. Most of the values’ scores were similar. Almost all values received higher scores of importance in the ideal cases compared to action cases, a fact that can probably be explained by constraints related to the professionals’ current working environment. Some international differences were also found: Sweden and Norway were closer to each other and both differed from Finland, where private forestry, forest production, and traditions are highly valued. Moreover, respondents working in industry were found to be slightly more production-oriented than other forest professionals. The study also revealed several weaknesses of the cognitive mapping method in measuring values.


Introduction
The forest sector globally is facing several challenges, including its diminishing relative importance in national economies, its need to balance different aspects of sustainability, climate change and deforestation.Fundamental in today's open and global society are communicative attitudes and values.For instance, communication will definitely fail if people overly respect restraint or are more reactive than proactive.Therefore in order to understand the ability of the forest sector to tackle new challenges we should understand not only the values of the general public but also the values of those working with forest policy and management issues.
Despite the central role of forest professionals in forestry only a few studies have explored their values. 1)As Kaufman (1960) wrote in the preface of his classic study The Forest Ranger: "Field compliance in the Forest Service is not total, naturally, but it is so high, despite powerful factors tending to reduce compliance, that it cries out for study."This high degree of professional value conformity was also found by Duerr and Duerr (1975), Glück (1987), and Kennedy (1988).In contrast with these results, Pregernig (2001) reported that foresters' value differences related to certain policy instruments.And finally, foresters' values have been seen as more utilitarian or economically oriented than the values of the general public (Wagner et al. 1998, Vining andEbreo 1991).
A cultural study of foresters by Saarimaa (1993Saarimaa ( , 1998Saarimaa ( , 1999) ) reported that a single forester may simultaneously have different cultural models related to forests and forestry.These may compete with each other and therefore need compromising, but altogether they may provide a wider view of forest values than the models laymen have.
Forestry professionals have been critical of the excessive use of power by experts and the promotion of vested professional interests in decision-making processes (e.g.Ellefson 1992 andCubbage et al. 1993).In addition, Glück (1987) worries that an excessive emphasis on expertdriven decision-making is a threat to democratic decision-making: "the role of citizen is taken over by experts".Glück et al. (2005) discuss these problems in the context of traditional topdown hierarchical forest policy-making as well as in the context of the transition towards a more citizen-inclusive and democratic decision-making culture.Glück (1987) lists the values of forest professionals that are probably most typical of Central European foresters: timber primacy in relation to other goods and services forests produce, sustained yield, the long term, and absolute standards.He trusts that scientific information on forests can define the preferred goals of forest policy.The values of foresters are also associated with conservatism and a preference for "traditions, morals, religion, and family" and with a suspicion of libertarianism (capitalism) and pro-environmental political thinking (Glück 1987:159).Moreover, the foresters' values are assumed to include a strong emphasis on "common welfare" and "public interest".
Most of the above-mentioned empirical studies are national or more limited in their scope.The only empirical international comparison concerning professionals' values has been Berninger et al. (2008) who found that these values varied between countries depending on the relative role of forestry.Their data came from three regions in Finland and Canada and showed in particular that as the importance of commercial forestry increased, the more the importance of economic issues was expressed.
In the past, forest policy and management have been more in the hands of forest professionals.However, their role has evolved so that they no longer possess as much authority in forest issues.For example, environmental issues have had a central role in the public discussion on forests (Rantala 2006).In addition to this, the number of women in the profession has increased constantly in recent decades.For instance, the percentage of female Finnish academic foresters has risen from 1. 6% in 19606% in to 24% in 20046% in (Naismetsänhoita-jat… 2004)).
In these circumstances it is of special interest to learn about the values of forest professionals.The forest profession is defined here as comprising individuals working within the forest sector, potentially not limited only to forestry and the forest industry.In the present survey, belonging in the forest sector was based on a respondent's self-evaluation.Although an educational analysis was not conducted the forest professionals in this study are most likely academic foresters and forest engineers who have graduated from polytechnics or applied universities.
Within any profession it is of general interest to know how values are divided between those affiliated with different organisations, such as forest industry companies and public organisations.This information can be utilised in analysing whether exists any covariance between employees' values and the official values declared by the very same organisation.
The aim of this study is to explore the forest profession's values in Finland, Sweden, and Norway.These Nordic countries have a strong forestry and forest industry sector which, in contrast with several other countries, is highly international.Through international forest industry companies, the organisational cultures and values of Nordic forestry professionals are diffused into other geographical areas.This is why, it is important to analyse the Nordic countries.The data for the study comes from an internet survey conducted in 2002 (see Hellström et al. 2003 for details).
In the article we examine the following three issues:  Pettigrew (1979), Smircich (1983), andSchein (1992), for example.Second, forest professionals can be seen as actors who consciously perceive their environment, process this information and solve problems.The cognitive (social) psychology perspective stresses the importance of goals, expectations, and knowledge (Fishbein 1975, Ajzen 1991, Glass and Holyoak 1986, and Eysenck 2005).Third, because forest professionals manage natural resources, knowledge on specific models related to environmental values is certainly necessary here.Models, especially applied to nature and the environment, include such aspects as altruism, anthropocentrism, and ecocentrism (Heberlein 1972, Dunlap and Van Liere 1977, O'Riordan 1995, Kalof and Satterfield 2005).
The data for the study is taken from Hellström et al. (2003) which utilised Schein's (1992) theory of organisation cultures as a survey framework.Schein (1992) defines culture as a collection of deep, mostly unconscious shared assumptions that are largely taken for granted.These assumptions originate from everyday problems that an organisation and its members face.The assumptions can be seen from the results of the organisation's efforts in its battle to survive.
According to Schein (1992), culture in general consists of three dimensions: assumptions, values and artefacts.Assumptions are widely held, ingrained, subconscious views and concepts regarding human nature and social relationships.
Assumptions have been utilised for a long time and are thus taken for granted.Values refer to articulated, publicly announced principles that a group claims to be trying to put into effect.Artefacts are more physical and solid representations of culture, such as rituals, slogans and traditions; in general, artefacts can be (directly) observed from people's behaviour.In this study, values are examined.
The data collection by Hellström et al. (2003) applied Schein's (1992) three value categories describing organisational values: the nature of time, human relationships (power distribution) and relationship to the organisation's environment.Hellström et al. (2003) slightly modified these categories and also applied a fourth dimension concerning forest-related and environmental values (Table 1).Three pairs of values were constructed in each category.These were meant to represent partly counter-values and partly complementary views that are needed in covering the full range of values.Hellström et al. (2003) measured four value categories through four hypothetical but concrete cases that aimed to represent dilemmatic issues faced in practical work.The idea was that concrete cases motivate respondents and also validate measurements, compared to value measurements that operate with statements.These cases were labelled as contract, interview, education, and planning (Table 2).The first two (contract and interview) were situated in the present and aimed to explore current acting values, the last two (education and planning) were aimed at tackling future actions and thus reflecting upon ideal values.
The values were operationalised by concrete Some MAs were applied from Schein, while others were constructed for this purpose by studying the value statements of forest sector organisations, such as customer-production orientation.For example, the value 'democracy' in a contract case was operationalised through the MA participation with the following wording: "I suggest public discussions and participatory planning in support of the renewal of the contract".

Collection of Data
The data was collected by an internet survey conducted in April-May, 2002.The target group was contacted through the email lists of several organisations preparing the 20th Nordic Forestry Congress (for more details, see Hellström et al. 2003:11-13).A total of 1352 responses were received.Most of the respondents were from Finland (76%), followed by Sweden (11.0%), and Norway (9.6%).This is mainly because the dissemination of information about the survey was sent through the organisations supporting the forest congress held in Helsinki.Both Iceland and Denmark made less than 30 observations and were dropped from the analysis.

Respondents
The sampling procedure was not representative but was based rather on information dissemination through certain forest sector organisations, and therefore it can be assumed that the sample represents the forest professionals who work with forest issues in these organisations but not necessarily all those with a forestry education.
The respondents classified themselves as either belonging to the forest sector or not.They may have been affiliated with several different organisations, for instance, in research and education, extension services, companies, state forest administration and other public bodies of the forest sector.Most respondents (85%) classified their occupation as belonging to the forest sector.Respondents outside the forest sector were excluded from further analysis.After removals, 1113 observations remained.
A summary of the data is presented in Table 3.The respondents' occupational status was covered mainly by three categories, namely officials (46%), experts (27%) and leading position (19%).
The respondents' organisations' sectors were industry (28%), state forestry (20%), research (14%), and public administration (13%).Most of respondents were male (82%).The mean age was 43 years, with a ranging from 25 to 65 years with a standard deviation of 10 years.The survey did not specify what kind of education the respondents had.In the case of Finland, the statistics show 90 000 employees in forestry and the forest industry (Metsätilasto-llinen… 2007).More specifically, the Finnish target group most likely comprise the 7000 forest engineers graduated from the polytechnics or applied universities and 2600 academic foresters graduated from the universities (Turunen 2002).Considering these figures, the amount of data is rather large.
We can compare the data to figures from the annual survey by the Society of Finnish Professional Foresters, SFPF (Työmarkkinakatsaus. 2007).According to that survey 6.6% of respondents had the highest leadership position, 9.8% had a leadership position of some kind, and 15.6% had an upper-middle level position.The range of the leaders is thus 16.4-32%, which very much matches with the figure 18.8% from the data of this study.There were no comparable statistics for positions other than leadership ones.Industry was the employer for 20% of all foresters, which is less than the figure of 28.3% in this study.The most likely reason for this over-representation of industry is the way the data was collected.The snowball method originated from the sponsor organisations which considered large-scale forest industry companies.According to the SFPF survey, of all forest professionals 10.3% were working in education.In the data here the percentage is only 5.9.
The gender division was also somewhat biased in this study.Only 18.2% of respondents were female whereas in the SFPF survey 30% were.The reason for this is most probably the large number of responses from industry where the proportion of men is greater than women.

Measurement of Values and Recoding of Observations
The survey utilised cognitive mapping (CM) to measure values.The CM software showed respondents a display where a case was placed in the centre of the screen and 24 MAs (value statements) were shown along the sides of the map (Fig. 1).Respondents were asked to draw each of the MA the closer to the centre the more relevant they thought it was.The closer to the centre the respondent moved any MA the higher was the numerical value attached to it (Fig. 2).

Case: INTERVIEW
Values given by the software ranged from 0 to 460.It was also possible to move the MA out of the display or not touch the MA at all.Under the circumstances, the measurement is a mixture of ordinal and interval scales.
In order to reduce unintentional variation in measurements and to interpret the observations "untouched" and "moved out", we scaled all responses of MAs as ordinal measures.The ordinal scaling is shown in Fig. 3.
If a respondent touched no MAs related to the specific case, it is probable that the respondent had simply not answered properly and all MAs related to this case would have missing values for the respondent.If only one MA was placed on the display or was "moved out", it was interpreted as valid answering for the case.All the other MAs (23 altogether) proposed in the case were therefore coded as "untouched" instead of having missing values.Each of the four cases was treated separately because respondents evaluated MAs case by case.
Acceptable responses for the different cases totalled 1056 for case 1, 1076 for case 2, 1080 for case 3, and 1072 for case 4.There were no large differences between the cases.The total number of responses that included a reply to all four cases was 1034.

Statistical Methods
Exploratory factor analysis using the maximum likelihood method was employed to analyse the  2) Factor analysis, with an orthogonal solution and varimax rotation, was carried out separately in each of the four value categories.The purpose of the analysis was to find MAs that were related to each other, i.e., to find latent values behind the MAs.These latent variables were later applied to form sum variables to represent main values.
The starting point in creating the sum variables were those the MAs that were originally intended to indicate the same single value.However, not all these MAs had high loadings in the same factor.Whenever at least three out of four MAs measuring the same single value had a loading of at least .35 in the same factor, the value was explored further.In most cases several other MAs had high loadings in the very same factor.If these MAs were easily interpreted, meaningful and seen as important in the context of Nordic forestry, they were selected for further analysis.The sum variable measuring a main value factor was calculated as the average of the MAs having loadings higher than .50 and being meaningful from the point of view of substance.

Important Single Values
First we report some of the most interesting single values, after which the main value factors among respondents are covered.The respondents' backgrounds' influence on values then dealt with, and finally we report, how the action values differ from the ideal ones.
The mean of MA measure was 4.06 (see Appendix 2 for the complete description of the means, presented separately for Finland, Sweden and Norway).A systematic difference was found in the level of evaluations given in each country: the mean of Finnish forest professionals was 4.13, Swedes 3.87 and Norwegians 3.80 on average.
The means of value categories (Table 4) ranged from 3.96 ("External relations") to 4.24 ("Relation to forest and its usage").The mean of the cases ranged from 3.95 ("Contract" and "Interview") to 4.18 ("Education").
Some notions on the measures of modes of actions are presented, considering their significance interest in relation to previous studies and also the correlations between MAs found in the factor analysis (Appendix 3a-3d).In general, most MAs scored a relatively close average of 4.06, but some exceptions were found. Among

Main Value Factors
Five main value factors were found and labelled as follows: Private forestry, Nature conservation, Tradition, Expertise, and Forest production.(see Appendixes 3a-3d).The sum variables were formulated based on the factor analysis.The components of each of the sum variables (later: main value factors) are shown in Table 5 (see Appendix 1 for a complete description of MAs).
The descriptive statistics of the main value factors are shown in Table 6.The ordinal MAs of the main value factors varied mainly from 1 to 6, with Expertise and Forest production being exceptional and having minimum values of 1.60 and 1.50, respectively.The means of the main value factors were mostly slightly over 4, with a maximum of 6, for most factors except Tradition which scored 3.6.Standard deviations for most factors were very close to each other, varying from 0.85 to 0.89; the exception was Forest production with a standard deviation of 0.96.The main value factors of the highest scores in the mean ranks were Expertise and Private forestry with means of 3.58 and 3.52, respectively.Tradition was the lowest ranked value with a mean of 1.76.This mean was statistically lower than any other main value factor.
Value measures were compared using nonparametric methods.A total of 10 comparisons 3 were made using a Friedman test and Bonferroni corrections (SPSS…2006).Most of the main value factors differed from each other.The pairs that did not statistically differ were Private forestry / Expertise and Private forestry / Forest production.

Value Differences Related to Background
The main value factors were analysed relating to the following background variables (Table 7): nationality, occupational position, type of sector, gender and age group.The analysis showed that the largest differences in values between occupational positions were between those in the lead- ing positions and the rest of the respondents.Among the sectors that the respondents worked in, industry had values that differed most from other sectors.
Occupation and the type of sector were transformed into dichotomist variables.The type of sector was compressed into classes of industry-employed persons and non-industry-employed persons.The occupational position was converted into those working as leaders and the other positions were merged into the category of non-leaders.
The group means were analyzed by a nonparametric Kruskal-Wallis test.When the main value factors were analysed across the countries, the highest scores for Forest production were significantly higher in Finland (4.50) than Sweden and Norway (4.00).
Private forestry obtained the highest scores in Finland (4.50), followed by Sweden (4.17) and Norway (4.00).The difference between Finland and the two other countries is statistically significant.Related to the main value factor Nature conservation the scores were rather similar, from 4.00 in Norway to 4.17 in Sweden and Finland, with no significant differences between countries.Tradition obtained the lowest scores of all main value factors in all countries.The Finnish scores (3.83) were significantly higher than the Swedish (3.50) and Norwegian (3.42) scores.
Differences between industry-employed and non-industry-employed persons were found.Among all main value factors across all countries the highest median scores (4.75) were given to Forest production by the forest-industry-employed persons while the non-industry-employed persons had a median of 4.25.The median of the Private forestry main value factor was 4.67 for industryemployed persons and 4.33 for others.The main value factor of Tradition was also more valued  among industry professionals than others (medians 3.83 vs. 3.67).There were also significant differences in the Expertise main value factor: the industry-employed persons had a median score of 4.60 in contrast with 4.40 for the others.
The leaders were somewhat less oriented towards Private forestry than non-leaders (4.3 vs. 4.5).They also had higher medians related to Tradition and Expertise, but their score in Nature conservation was lower.However, these differences were statistically non-significant.
The value differences related to the respondents' age were analysed in six age categories.The only statistically significant difference (risk level .10)was found in the Expertise main value factor.Younger professionals considered expertise to be more important than did older professionals.Younger professionals also considered Private forestry and Tradition to be more important main value factors than did older respondents.
Only a few differences in value scores were found between genders.Males had statistically significantly higher scores than females in the main value factor Private forestry.Females had slightly higher scores in the main value factors Nature conservation and Tradition, but these differences were not statistically significant.

Ideal Values vs. Action Values
Each of the main value factors was divided into two measures: action values and ideal values.Cases (1) contract and (2) interview were described as present issues measuring action values whereas cases (3) education and (4) planning were situated in the future and were assumed to reflect respondents' ideal values (see Hellström et al. 2003 for details).The sum variables were calculated as the means of the respective MAs, as presented in Table 8.
The action values were compared to the ideal values using a non-parametric Wilcoxon paired samples test.The results show statistically significant differences among all five factors (Table 9).With Private forestry, more respondents had higher scores for the acting values (46%) than those with higher scores for the ideal values (39%).This can be seen in the column showing the share of negative ranks (ideal value <action value), positive ranks (action value > ideal values) and ties (ideal value = action value).With the other four main values more respondents had scores higher for ideal values than for acting values.These latter four value differences were statistically highly significant.
Table 10 reports the differences between ideal and action values by nationality.Less than half (48%) of Finnish respondents had action values Of Finnish professionals, 23% had action values higher than ideal values related to Expertise whereas the respective numbers were 28% for the Swedes and 26% for Norwegians, meaning that the Finns had higher scores in ideal values than the Swedish and Norwegian professionals had.The Finns thought more frequently than the others that expertise in the ideal case is important but in action they did not greatly acknowledge expertise, i.e., authorities' decisions.No statistically significant differences between countries related to the values Nature conservation, Tradition, and Forest production were found.

Discussion
The CM tool used in this study was found to be critical in several ways.The method was originally planned to measure and graphically represent the network structures of different values or attributes (see e.g., Kelly 1955, Eden 1988, Eden and Ackermann 2004).Here CM was applied in a more limited way: only the MA's distance from the midpoint of the computer screen was registered, and CM measures were simplified to one-dimensional scales akin to a Likert scale.
Compared to a typical Likert scale, the CM method here entails a reliability problem: the computer display has two dimensions and is not square but rectangular in shape.There are thus infinite numbers of locations (a circle) for the MA to obtain the same numerical value (Fig. 3).How strictly the respondents have been able to identify these invisible circles is questionable.By rescaling the data as ordinal, this problem could be largely solved.
The original CM in Hellström et al. (2003) did not attach numerical values for MAs that were either not touched or moved out from the display.However, we assume that these are of special interest: when the respondent did not touch an MA it had less value for him/her compared to those MAs that he/she placed on the display.Moreover, MAs moved out from the display had an especially negative value for the respondent.
Compared to the original reporting of the survey (Hellström et al. 2003), the new coding did not markedly change the results.All three main values were also important in that survey; for instance, professionals strongly trusted science and knowledge in solving future problems.
It appeared that industry professionals were over-represented in the data.This is not necessarily a serious problem if the overrepresentation is equal with respect to other measures of interest such as nationality or any other background variables.The data itself was substantially large, with more than one thousand observations.It is also worth noting that the data was collected already in 2002.However, we believe that most of the values are inherent to professionals and changing rather slowly, so that the results describe not only that period but also the present.It would be necessary to establish follow-up studies measuring forest professionals' values.As far as we know there is no such an undertaking.In order to enable comparisons between foresters and other groups, future studies could apply more regular and tested value measures concerning attitudes to democratic government (Klingemann 1999) and postmodern values, such de-emphasising authorities, individualism, cultural tolerance, and the pursuit of individual subjective well-being instead of economic growth (Inglehart 1999).
In general, concerning values and their meas- ures, most of the surveyed values were relatively high and differences between groups and countries relatively small.Several earlier studies have found forest professionals tending to be less supportive of environmental values than productionoriented (or utilitarian/economic/materialistic) values or the primacy of timber production (Xu andBengston 1997, Wagner et al. 1998).Further, information is available on other differences: foresters prefer timber production to a greater degree than forest owners (Kindstrand 2008) and the general public (Wagner et al. 1998).In this study, a comparative measurement was not available but both forestry-related and environmental values received relatively high scores among foresters.
Compared to the results of Berninger at al. (2009) concerning Finnish forest professionals, we also found that forest production was more important for them than nature conservation.
As Glück (1987) suggested, professionals rank highly expert knowledge and long-term needs.Contrary to his suggestion, the valuation of expertise seems not to be in contrast with appreciation of democratic values because both received high scores.However, this result is at the sample level and does not necessarily hold with individual professionals.As well, authoritarianism scored below average, despite the fact that its operationalization was revealed somewhat by understatements.For example, strong leaders or authoritarian regimes were not referred to as is typical in survey studies concerning democratic ideologies and counter-ideologies (e.g.Linde andEkman 2003, Sänkiaho 1996).
The value "Traditionality" was ranked slightly below average, and "Innovativeness", intended somewhat as a counter-value, received similar scores.Reconsidering the MAs that were measured concerning traditionality, those were found to be only loosely connected to traditionality and a more appropriate title for this value could be "Present values kept" or "Business as usual".Therefore, a hypothesis for forest professionals' traditionality (Glück 1987) cannot be satisfactorily analysed in this study, neither can values assumed to be connected to conservationism, namely a preference for "morals, religion, and family".
Considering the results of the factor analysis, the most important values were Expertise, Private forestry, and Forest production in that order.The factor Nature conservation received lower scores and Tradition was ranked lowest.
The highest scores were related to Forest production.It is not surprising that among all main value factors the highest scores given to Forest production were from professionals working in the forest industry.In other words, these individuals working in industry differed from other professionals; but the difference was relatively small.The difference itself applied across Finland, Sweden and Norway.The factor Forest production is a manifestation of these values.
The role of Private forestry can be seen in the light of Nordic forestry where the role of nonindustrial private forest (NIPF) owners is crucial.Of the total forest area, the NIPF comprises in Finland, Sweden, and Norway 52%, 50%, and 77% respectively (Metsätilastollinen… 2007: 33;Swedish… 2008: 29, Forest resources… 2009).In this respect it is not surprising that this value was emphasised.
The value Nature conservation received lower scores than forestry-related values.In particular, the professionals working in industry had lower scores than the others.These results are similar to Wagner et al. (1998) from Canada.
The highest scores for Expertise, Private forestry and Tradition were found among the youngest age group of respondents.With the latter two values these differences were not statistically significant.The difference in Tradition is worth noting, however, because normally older rather than younger people remain attached to traditions.It is also worth noting that this factor was not easily interpreted.That is, it does not necessarily measure the pure value of "Tradition".
Along with industry background and age, few value differences between respondents related to their background.Women had statistically lower scores in Private forestry.This result could partly be due to the fact that there are less women in the industry than in other sectors, and that private forestry had an above average score among industry people.In addition, leaders differed only slightly from others concerning main value factors.The relatively small differences suggest that the forest professions in the Nordic countries are rather homogenous groups (cf.Pregernig's 2001 findings on different sub-groups among foresters in Austria).This is probably due to the self-selection among those who have begun to work within forestry and also the structure of foresters' education, which boosts group formation through intensive field courses (Paaskoski 2008).Unfortunately, our data did not include exact information about the respondents' education.However, it is likely that most respondents had an academic forester's background.
When comparing the three countries, it seems that Sweden and Norway are more similar and differ more from Finland, where private forestry, forest production, and traditions are valued slightly higher.This is not a surprise because Finnish culture as a whole, including its history and language, differs from the other two countries.
A systematic difference in the levels of evaluations between the countries was found: the Finnish professionals gave on average higher scores than Swedes and Norwegians.An explanation for this may be the nation-specific response style to the survey questionnaires (c.f.Harzing 1997, Pudelko andHarzing. 2007).For instance, it is possible that an unobservable shifter affected the scales resulting in Finns seeming to give comparatively higher scores for all values, with Norwegians systematically providing the lowest.If this is the case, more important than comparing a single value between countries would be compare the whole ranking of values within a country to the respective ranking in another country.Another explanation may be the genuine value differences between the countries.
Except for Private forestry, the respondents seemed to place more emphasis on all other main values in ideal rather than action cases.This result is not easy to explain because there seem to be some contradicting values which are stressed in ideal cases, for instance Nature conservation and Forest production.A solution to this problem would be to hide the value conflicts in actual disagreements, such as the contract and interview case described in the survey.When the ideal case was in question, individuals experienced less imagined social pressure and were more willing to reveal their own values.
Interesting cases in the international comparison were Finns who more often than Swedes and Norwegians acknowledged expertise in the ideal but not action case.The Finns seemed to be, perhaps, more pragmatic and democratic in not setting expertise or authorities above other criteria in disputes.However, this result cannot be found in the literature, where Swedish and Finnish cultures have received similar levels in power distance measures (Hofstede 1991).The concept of power distance is related to the equality of subordinates and leaders and to the extent that the former accept and expect that power is distributed unequally.If experts are interpreted as being leaders, at least in the sense of managing knowledge, power distance and ideal-action measures could be comparable.
Many participation-related values scored above average and showed a preference for the broad participation of environmental actors as well as other social and civic groups.Very similar values can be found for example in the Codes of Ethics of The Society of Finnish Professional Foresters (Metsänhoitajan…2000) as well as The Society of American Foresters (see Cubbage et al. 1993: 244-246).

Conclusions
The present study identified five main values among forest professionals.These are, in order of importance, Expertise, Private forestry, Production, Nature conservation, and Tradition.The interpretation of this order, found in all countries to the almost similar, is plausible in the Nordic context of the survey.The low ranking of Nature conservation values can be seen as a problem because here a difference between forest policy and practice in the field is almost evident.In general, the pluralistic goals that were set in the several policy processes seem to have been accepted by forest professionals in the Nordic countries at least at the manifestation level.The question is whether these goals have been adopted in practice.
How government policy or company strategy is implemented very much depends on those who ultimately do the work in field.Forest professionals in the field are a crucial link between the national-or company-level strategies and what is actually done in the forests (Eckerberg 1986).
For companies, timber procurement strategy may or may not be realized depending on the local forester's attitudes, behaviour, and capacities.
The results of our study are applicable to practical forestry.We believe that human resource managers can utilise the finding that professionals' values differed between organisations.Further, forest professionals can perhaps reflect on their own values; for instance, within industrial organisations professionals may ask themselves what it means to be more production-oriented than other professionals.One implication of this circumstance could be a risk of communication failures between them and other professionals, as well as the general public.
Systematic differences were also found between ideal and acting values so that scores for ideal values were higher than action ones.This reminds us of the profound dichotomy between values and behaviour.We desire a number of good things in life but in reality we are constrained by such things as time, finances, social pressure and degree of willpower, and ultimately our behaviour changes in terms of what we have considered to be valuable.Another way to view these action-ideal divergences is that they exist because we wish to be different from what we are; that is, we may have value goals not yet reached.
Finally, clashes of values that any forest professional may have, such as conflicting ideal and action values, are important because only by changing one's own values will an organisation's values evolve in the short run.In the long run, the next generation of professionals with new values will certainly arrive.In general, all value differences may raise some internal controversy within an organisation.However, these should not be seen as unfavourable by any organisation because they boost innovation and development.
Appendix 1. Value matrix (Hellström et al. 2003: 34-36).The coding of modes of action is described of the end of the appendix.

Anthropocentrism (V12)
Socio-economic impacts (MA121) I suggest that the dispute's impact on the local economy and employment be examined and taken into account.

Well-being (MA122)
I stress that it is important to pay attention to local people's well-being in relation to forest use and conservation.

Forestry (MA123)
I suggest that an even greater emphasis be placed on the functions of forestry and the wellbeing it provides.

Economic life and local community (MA124)
I invite representatives of business and the local community.

Monism (V13)
The most important form of usage (MA131) I make sure the form of forest use that I consider as most important is not threatened due to the breach of contract.

Continuous development (MA223)
I suggest that the ability for continuous development and lifetime learning be viewed as core objectives of the studies.

Continuity (MA224)
I aim to involve people who seek continuity in forest use and planning.
Reactivity (V23) According to need (MA231) I suggest that the breach of contract be settled only when there is a specific reason to do so from my organisation's point of view.

Taking advantage of situation (MA232)
I make most of the possibility to impact the ongoing discussion about forests.

Problem solving (MA233)
I emphasise skills that contribute to a successful solution to current problems.

Interested parties (MA234)
I invite parties who have expressed their interest in participating in the work.

Proactivity (V24)
Prevention (MA241) I begin to arbitrate the dispute in such a way that will hopefully prevent future breaches of contracts.

Other reporters (MA242)
I contact other reporter by myself in order to direct the ongoing discussion more efficiently.

Anticipation of the future (MA243)
I stress that education needs to actively anticipate potential future problems.

New groups (MA244)
I aim to arouse the interest of different parties to participate in the planning process.

Innovativeness (V25)
New modes of action (MA251) I try to come up with new modes of action, which makes the need for contract unnecessary.

New ways of communication (MA252)
Together with the reporter, I come up with new ways of communicating about the subject matter.

New degrees (MA253)
I come up with completely new or alternative degrees for the forest sector.

New actors (MA254)
I try to identify new parties who have an interest in forests to participate in the planning work.

Traditionality (V26)
Custom (MA261) I suggest that we proceed by means with which my organisation already has experience.

According the situation (MA262)
I answer the reporter's questions to the best of my abilities and to the extent that I see fit.

Approved methods (MA263)
I suggest that current curriculum and teaching methods that have been found to be good so far are also maintained in the future.

Co-operation partners (MA264)
I invite all my present co-operation partners.

Expertise (V31) Expert advice (MA311)
I propose that we consult a specialist who is experienced in dealing with the issue under dispute.

Researchers (MA312)
I inform the reporter of researchers who are specialised in the issue at hand so that he may interview them.

Best specialists (MA313)
I recommend the use of the best specialists and researchers in teaching.

Background information (MA422)
I tell the reporter that I am willing to give relevant background information but do not want my personal views publicised.

Own teachers (MA423)
I consider it important that the institute's own teachers whose views conform with the official policy of the school carry out the teaching.

Confidentiality (MA424)
I propose that issues be dealt with confidentially within the working group throughout the planning process.

Co-operation (V43)
Mutual understanding (MA431) I will contact all parties concerned and suggest that we assess the dispute together.
Helping the reporter (MA432) I try to help the reporter in his work in every way possible.

Teamwork (MA433)
I propose teamwork and interactive teaching methods in future education.

Mapping the views (MA434)
I first consult various parties about who should be invited.

Autonomy (V44)
Own decision (MA441) I will reach a decision by myself after consulting others.
Own article (MA442) I will write an article on the issue for a newspaper myself.

Independent learning (MA443)
I stress the importance of independent learning without constant supervision.

Own experience (MA444)
I invite parties who are in my view the most important ones.

Customer orientation (V45)
Customers' views (MA451) I encourage my coworkers to find out our customers' views about the contract dispute before taking any action.

Users and consumers (MA452)
I suggest that the reporter interview some local forest users and consumers of forest products.

Employers' needs (MA453)
I propose a survey to be made about the employers' needs with regard to the content of education.

Users and buyers (MA454)
I invite parties who have good connections with forest users or with buyers of forest products.

Production orientation (V46)
Securing production (MA461) I suggest solutions that do not endanger forest use in the area.

Forest management (MA462)
I attempt to make sure that silvicultural perspectives are sufficiently presented in the press.

Efficiency of teaching (MA463)
I stress the importance of graduating on time and measuring the efficiency of teaching.

Forestry specialists (MA464)
I invite actors who know forest management practices well.

Fig. 1 .
Fig. 1.Cognitive mapping.An example of the computer display in the initial stage (modified from the figure in Hellström et al. 2003:11).

Fig. 2 .
Fig. 2. Cognitive mapping.An example of the computer display after reply (modified from the figure in Hellström et al. 2003:11).
Variables measuring values were coded as follows: MA cvs where c = the number indicating value categories, c = 1-4 so that 1 = Forest 2 = Time and change 3 = Internal operations within the forest sector 4 = External relations with the rest of society v = the number indicating single values, v = 1-6 s = the number indicating the case, c = 1Factor analysis 3. Variables representing value category "Internal operations within the forest sector".Loadings in boldface are related to variables taken into further analysis to form sum variables.

Table 2 .
The cases used as a stimulus in the survey.

Table 3 .
Descriptive statistics of data the MAs that were scored above average, Continuous development (4.8),Mutual understanding (4.8) and Broad basic knowledge (4.8) received the highest scores.Other above average MAs were Societal point of view (4.6),

Table 4 .
Means of value categories across cases.

Table 5 .
Main value factors and their components, with the respective MA codes in parentheses.

Table 7 .
Medians of main value factors in the classes of background variables.

Table 8 .
Main value factors divided into ideal values and action values, components of factors.

Table 9 .
Comparison between acting and ideal values.Results from Wilcoxon paired samples test.

Table 10 .
Difference between ideal and action value factors across nationalities.Percentage of respondents having action values higher than ideal values.
Factor analysis 4. Variables representing value category "External relations with the rest of society".Loadings in boldface are related to variables taken into further analysis to form sum variables.