Preferences For Job Attributes Research Articles

Job Attribute Preferences of Sexual Minority People: The Role of Past Discrimination and Safe Havens

Building on research on discrimination, occupational segregation, and labor market inequalities that are rooted in sexual orientation, this study examines how previous negative experiences of discrimination and positive experiences of “safe havens”—workplaces that protect employees from discrimination—are associated with job attribute preferences of sexual minority people. Based on data from a German online convenience sample (N = 1197 sexual minority respondents), this study focuses on five job attribute preferences: high income, good promotion prospects, opportunities for further training, interesting work, and LGB-friendly work climate. The results suggest the high importance of an LGB-friendly work climate for sexual minority people. Furthermore, the results show that discriminatory experiences are positively associated with the importance of an LGB-friendly work climate for sexual minority people in an early career stage. However, safe havens are positively associated with the importance of an LGB-friendly work climate for sexual minority people. Finally, results suggest little evidence for an association between discrimination, safe havens, and general job attribute preferences. Differences between career stages highlight the importance of this variable in further research on the career trajectories of sexual minority people.

Explaining employment sector choices of doctoral graduates in Germany

Abstract Previous research in different national contexts has shown that individual preferences for certain job attributes, objective labour market conditions, subjective career prospects, and external encouragement shape doctoral graduates’ career decisions. For Germany, where the number of awarded doctoral degrees is highest within the European Union and where no established academic tenure-track system exists, the determinants of doctoral graduates’ sector choices are still largely unexplored. This article aims to shed light on the determinants of sector choices of doctoral graduates in Germany. By deriving the determinants from the wide version of rational choice theory and by measuring the determinants prior to employment sectors, we overcome the conceptual and methodological limitations of previous research. Using data from a nationally representative panel survey with doctoral graduates of the 2014 cohort in Germany, we differentiate between five distinct employment sectors and carry out multinomial logistic regression analysis. As expected, and in line with previous research from other countries, the results confirm that the sector choices of doctoral graduates in Germany depend on their preferences as well as various objective and subjective constraints. The article helps to better understand how doctoral graduates select into different employment sectors and thus provides important insights into postdoctoral career trajectories.

An Investigation of Job Attribute Preferences of Disadvantaged Beneficiaries of Hybrid Organizations

While scholarship in hybrid organizing of social enterprises has gained maturity in recent years, most existing studies have examined hybrid organizing at the internal and organizational level, and lesser is known about the tensions, balance and trade-offs within individual beneficiaries that served by social enterprises. Given the centrality of the employment of marginalized individuals served in the value creation of social enterprises, it is necessary to deepen our theoretical understanding of whether, how, and to what extent disadvantaged beneficiaries of social enterprises make employment decisions. Adopting an individual-level perspective, this study embarked on a quantitative exploration by testing how disadvantaged employees of social enterprises evaluate different job attributes and their attribute levels using the discrete choice experiment method. We found that opportunities to build social relations, employee recognition, potential earnings, career advancement opportunities, and workplace support had positive and significant influences on disabled individuals’ job preference decisions. Among all, the economic dimension had the greatest importance. This paper contributes to social entrepreneurship research by examining job attribute preferences of disadvantaged employees within the theoretical logic of hybridity as it is nested within individuals. We also stimulate a new conversation on an understudied domain of “individual preferences” within the discourse on social entrepreneurship.

Job Attribute Preferences of Incoming University Students and Newly-Hired Employees in the Context of the Romanian Labour Market

The purpose of this study is to investigate which job and organisational attributes incoming first-year students prefer in a job, and whether their preferences differ from those of newly-hired employees. Factor analysis of the job attributes reveal four underlying factors: job itself, firm attributes, compensation and rewards, and supportive work environment. Results show that students’ perceptions differ from those of employees only with regard to the importance of firm’s attributes. This study also examines whether preferences for job attributes differ when students’ growth need strength, academic achievement, and gender are taken into account. Results indicate that students with high growth needs place greater importance on job attributes centred on job itself, but lower importance on job attributes concerning supportive work environment. Furthermore, female students rate job attributes pertaining to supportive work environment significantly higher than male students.

Macroeconomic Conditions When Young Shape Job Preferences for Life

Preferences for monetary and non-monetary job attributes are important for understanding workers' motivation and the organization of work. Little is known, however, about how those job preferences are formed. We study how macroeconomic conditions when young shape workers' job preferences for the rest of their life. Using variation in income-per-capita across US regions and over time since the 1920s, we find that job preferences vary in systematic ways with experienced macroeconomic conditions during young adulthood. Recessions create cohorts of workers who give higher priority to income, whereas booms make cohorts care more about job meaning, for the rest of their life.

Macroeconomic Conditions when Young Shape Job Preferences for Life

Preferences for monetary and non-monetary job attributes are important for understanding workers' motivation and the organization of work. Little is known, however, about how those job preferences are formed. We study how macroeconomic conditions when young shape workers' job preferences for the rest of their life. Using variation in income-per-capita across US regions and over time since the 1920s, we find that job preferences vary in systematic ways with experienced macroeconomic conditions during young adulthood. Recessions create cohorts of workers who give higher priority to income, whereas booms make cohorts care more about job meaning, for the rest of their life.

Assessment of interventions to attract and retain health workers in rural Zambia: a discrete choice experiment

BackgroundWorkforce shortages, particularly in rural areas, limit the delivery of health services in Zambia. Policymakers and researchers co-created this study to identify potential non-monetary employment incentives and assess their cost-effectiveness to attract and retain public sector health workers to the rural areas of Zambia.MethodsThe study consisted of two key phases: a discrete choice experiment (DCE), preceded by a qualitative component to inform DCE questionnaire development. Firstly, in qualitative interviews with 25 health workers and focus group discussions (FGDs) with 253 health students, participants were asked to discuss job attributes and potential incentives that would influence their job choices. Based on this exercise and in consultation with policymakers, job attributes were selected for inclusion in a discrete choice experiment (DCE) questionnaire. Secondly, this questionnaire, consisting of hypothetical job “choice sets,” was presented to 474 practicing health workers and students. A conditional logit regression model was applied to the data from this DCE questionnaire to estimate preferences for various job attributes. Using administrative data, we estimated the cost of implementing potential attraction and retention strategies per health worker year worked.ResultsAlthough health workers preferred urban jobs to rural jobs (OR 1.39, 95% CI 1.11–1.75), employment incentives influenced health workers’ decision to choose rural jobs. If superior housing was offered in a rural area compared to a basic housing allowance in an urban job, participants would be five times as likely to choose the rural job (OR 5.04, 95% CI 4.12–6.18). Education incentives and facility-based improvements also increased the likelihood of rural job uptake. Housing benefits were estimated to have the lowest total costs per health worker year worked, and offer high value in terms of cost per percentage point increase in rural job uptake.ConclusionsNon-monetary incentives such as housing, education, and facility improvements can be important motivators of health worker choice of location and could mitigate rural health workforce shortages. These results can provide valuable insight into the types of job attributes and incentives that are most likely to be effective in attracting and retaining health workers in rural areas.

Examining Job Attribute Preferences Across Three Generational Cohorts

This study examines whether job attribute preferences differ across three generational cohorts (i.e., cohorts of undergraduate students from 1995, 2004, and 2013). In 2013, we surveyed undergraduate students from several U.S. universities. We also obtained archival results from surveys administered to undergraduate students in 1995 and 2004. We found that salary/benefits, career advancement, and flexible work policies become more important across all three generational cohorts, whereas gender/racial equality increased in importance only from 2004 to 2013. Leadership showed no net gain from the 1995 to 2013 cohorts. Although most job attributes increased in importance, they largely have the same relative importance. Therefore, organizations should pause before making wholesale changes to workplace incentives and practices to cater to the new generation. To our knowledge, this is the first study to include U.S. millennial college students in the comparison of job attribute preferences across generations.

Characteristics of Green Hotels’ Potential Customers: A Case of Vietnamese Domestic Tourists

Characteristics of Green Hotels’ Potential Customers: A Case of Vietnamese Domestic Tourists

The impact of pecuniary and non-pecuniary incentives for attracting young doctors to rural general practice

Shortages of GPs in rural areas constitute a profound health policy issue worldwide. The evidence for the effectiveness of various incentives schemes, which can be specifically implemented to boost recruitment to rural general practice, is generally considered to be poor. This paper investigates young doctors' preferences for key job attributes in general practice (GP), particularly concerning location and income, using a discrete choice experiment (DCE). The subjects were all final year medical students and interns in Norway (N = 1562), of which 831 (53%) agreed to participate in the DCE. Data was collected in November–December 2010. Policy simulations were conducted to assess the potential impact of various initiatives that can be used to attract young doctors to rural areas. Most interestingly, the simulations highlight the need to consider joint policy programs containing several incentives if the policies are to have a sufficient impact on the motivation and likelihood to work in rural areas. Furthermore, we find that increased income seem to have less impact as compared to improvements in the non-pecuniary attributes. Our results should be of interest to policy makers in countries with publicly financed GP systems that may struggle with the recruitment of GPs in rural areas.

On the heterogeneity of Generation Y job preferences

Purpose– Based on generational theory, this research studies the preferences of French young graduates from Generation Y for job and organizational attributes of a future employer. The purpose of this paper is to contribute to the debate on the inter- vs intragenerational differences and discusses the common stereotype of an intragroup homogeneity within the Generation Y.Design/methodology/approach– Reviewing generation and job search literature, the paper update graduates’ preferences for job and organizational attributes in their initial job search by using conjoint analysis, a rarely used methodology in human resource management (HRM). To test the intragroup homogeneity and to overcome methodological difficulties inherent in examining differences within a generational cohort, the paper operationalized a homogeneous sample (n=592) composed of people of the same age, career stage, cohort and nationality.Findings– The authors demonstrate that, even if on the whole young graduates from Generation Y prefer job security and a relaxed work atmosphere, their preferences are heterogeneous.Research limitations/implications– This research leads to discuss the relevance of the concept of Generation Y for recruitment. Additional research is needed to improve the external validity of this study which must be reproduced in other contexts and with different populations.Practical implications– The results provide useful information to assist HR managers and recruitment specialists in improving the efficiency of the recruitment process and in considering the relevant segmentation criteria for recruitment.Originality/value– Using an original methodology, conjoint analysis, this paper focusses on the heterogeneity of Generation Y and its consequences in terms of HRM.

Founder or Joiner? The Role of Preferences and Context in Shaping Different Entrepreneurial Interests

Entrepreneurial ventures rely not only on founders but also on “joiners”—start-up employees who are attracted to entrepreneurship, but who do not want to be founders themselves. Drawing on both preference and contextual theories of entrepreneurship, we examine how individuals’ interest in being a founder, a joiner, or neither forms prior to the first career transition. We find that although individuals with founder and joiner interests share similar preferences for entrepreneurial job attributes such as autonomy and risk, their preferences for these attributes also differ in significantly meaningful ways. Contextual factors such as norms, role models, and opportunities exhibit very different relationships with founder and joiner interests. Most interestingly, our results suggest that preferences and context interrelate in unique ways to shape different entrepreneurial interests. In particular, an interest in being a founder is most strongly associated with individuals’ preferences for entrepreneurial job attributes, whereas contextual factors do little to shape a founder interest in individuals who lack these preferences. An interest in being a joiner, on the other hand, is associated with both preferences and context, and this relationship is most pronounced for individuals with preferences that predispose them toward entrepreneurship. This study highlights joiners as a distinct type of entrepreneurial actor and demonstrates the importance of considering the interplay between preferences and context in the study of entrepreneurship.This paper was accepted by David Hsu, entrepreneurship and innovation.

Do Preferences for Job Attributes Provide Evidence of ‘Hierarchy of Needs’?

We examine whether employees’ preferences for various job attributes are associated with their individual characteristics in ways that are in line with ‘hierarchy of needs’ theories. Using data from the fifth round of the European Social Survey, we observe the influence of socio-demographic and dispositional characteristics as well as socialization experiences on opinions regarding the importance of five different desirable job attributes. An item-by-item examination of the attributes (including ‘security’ and ‘offering a high income’) reveals that dispositional factors (measured using the battery of items in Schwartz’s theory of basic personal values) influence job attitudes in expected ways, but employees also tend to place more importance on attributes that concern them more directly. For example, while female employees care more about being able to combine work and family responsibilities, younger workers value training opportunities more highly than older ones. Regarding socialization experiences, we find that job security is more important for those who have been unemployed in the past. We interpret our findings to mean that ‘hierarchy of needs’ theories are valid in the context of job attitudes in the sense that the ranking of preferred job attributes is quite predictable once individual characteristics are accounted for.

Founder or Joiner? - The Role of Preferences and Context in Shaping Entrepreneurial Orientations

Entrepreneurial ventures rely not only on founders, but also on “joiners” – start-up employees who are attracted to entrepreneurship but who do not want to be founders themselves. Drawing upon both preference and contextual theories of entrepreneurship, we examine how individuals’ interest in being a founder, a joiner, or neither forms prior to the first career transition. We find that although individuals with founder and joiner interests share similar preferences for entrepreneurial job attributes such as autonomy and risk, their preferences for these attributes also differ in significantly meaningful ways. Contextual factors such as norms, role models, and opportunities exhibit very different relationships with founder and joiner interests. Most interestingly, our results suggest that preferences and context interrelate in unique ways to shape different entrepreneurial interests. In particular, an interest in being a founder is most strongly associated with individuals’ preferences for entrepreneurial job attributes, while contextual factors do little to shape a founder interest in individuals who lack these preferences. An interest in being a joiner, on the other hand, is associated with both preferences and context, and this relationship is most pronounced for individuals with preferences that predispose them toward entrepreneurship. This study highlights joiners as a distinct type of entrepreneurial actor and demonstrates the importance of considering the interplay between preferences and context in the study of entrepreneurship.

Examining The Role Of Job Attribute Preferences In The Rapid Turnover Of Newly Hired Retail Employees

In the present study, the authors examine the relationship that job attribute preferences have on the decision to leave for newly hired employees. Samples from three retailers, a department store, a supermarket, and a specialty store were used. Results indicate that although job attributes may not be useful in understanding turnover, they hold promise in explaining unmet worker expectations.

Identities, conflicting behavioural norms and the importance of job attributes

The paper empirically expounds the richness of the identity approach to labour-market behaviour by allowing individuals to experience identity conflict. Specifically, it investigates the relationship between the importance individuals attach to labour-market activities – which is influenced by the identity to which they adhere – and their preferences for job attributes. The analysis shows that individuals who consider labour-market success as instrumental for achieving their life goals tend to attach importance to job characteristics such as pay level and career and training opportunities. Individuals for whom non-labour-market activities are important and in conflict with labour-market activities are found to attach importance to the possibility of working on a convenient time schedule. Moreover, consistently with the identity approach to labour-market behaviour, men appear to resolve the conflict between career and non-work activities in favor of the former. Finally, unobserved factors that increase the desire to work part-time have a negative impact on the likelihood of attaching importance to the training and career opportunities offered by the job.

Identities, Conflicting Behavioural Norms and the Importance of Job Attributes

The paper empirically expounds the richness of the identity approach to labor market behavior by allowing individuals to experience identity conflict. Specifically, it investigates the relationship between the importance individuals attach to labor-market activities ﾖ which is influenced by the identity to which they adhere ﾖ and their preferences for job attributes. The analysis shows that individuals who consider labor-market success as instrumental for achieving their life goals tend to attach importance to job characteristics such as pay level and career and training opportunities. Individuals for whom non-labor market activities are important and in conflict with labor market activities are found to attach importance to the possibility of working on a convenient time schedule. Moreover, consistently with the identity approach to labor-market behavior, men appear to resolve the conflict between career and non-work activities in favor of the former. Finally, unobserved factors that increase the desire to work part-time have a negative impact on the likelihood of attaching importance to training and career opportunities offered by the job.

The Relationship of Job Attribute Preferences to Employment, Hours of Paid Work, and Family Responsibilities: An Analysis Comparing Women and Men

We used 1997 International Social Survey Programme data from 14 countries to examine the relationship of job attribute preferences to family responsibilities, employment, and paid work hours. Separate regression analyses for women and men examined whether family responsibilities (marriage, children, spousal employment, and housework responsibility) predicted job attribute preferences. Many family responsibilities were significant predictors of men's and women's extrinsic and intrinsic preferences. Family responsibilities also predicted women's flexibility preferences. We next examined whether job attribute preferences were associated with employment and weekly paid work hours when family responsibilities were controlled. Job attribute preferences showed several significant relationships to women's and men's employment and several significant relationships to women's paid work hours.

SEX DIFFERENCES IN JOB ATTRIBUTE PREFERENCES: A TWO-YEAR CROSS-NATIONAL STUDY.

Academy of Management Annual Meeting Proceedings includes abstracts of all papers and symposia presented at the annual conference, plus 6-page abridged versions of the “Best Papers” accepted for inclusion in the program (approximately 10%). Papers published in the Proceedings are abridged because presenting papers at their full length could preclude subsequent journal publication. Please contact the author(s) directly for the full papers. ArticlesSEX DIFFERENCES IN JOB ATTRIBUTE PREFERENCES: A TWO-YEAR CROSS-NATIONAL STUDY.Published Online:13 Dec 2017https://doi.org/10.5465/ambpp.2004.13863019AboutSectionsPDF/EPUB ToolsDownload CitationsAdd to favoritesTrack Citations ShareShare onFacebookTwitterLinkedInRedditEmail AbstractThis study used the work orientation surveys designed for the International Social Survey Program (ISSP) to examine sex differences in job attribute preferences. The data constituted cross-sections of large, representative samples from eight countries in two years (1989 and 1997). One-sample t-test analyses showed significant sex differences in job attribute preferences consistent with the traditional gender role of men as income provider and women as homemaker, which supports the hypothesis that many job attribute preferences can be linked to gender roles and stereotypes. The findings also support the notion of some universal sex differences in the existence of a division of labor between men and women in modern industrialized societies and in turn job attribute preferences. Hierarchical regression analyses showed generational changes in sex differences in job attribute preferences. The analyses also indicated that major life experiences such as marriage are associated with the size of sex differences in job attribute preferences. The cross-nation comparison of sex differences in job attribute preferences indicated that women's participation into labor force is one of the major social forces destabilizing the traditional gender role attitudes in society at large and tends to lead to narrowed sex differences in job attribute preferences.FiguresReferencesRelatedDetails Vol. 2004, No. 1 Permissions Metrics in the past 12 months History Published online 13 December 2017 Published in print 1 August 2004 InformationCopyright of Academy of Management Journal is the property of Academy of Management and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder’s express written permission. However, users may print, download, or email articles for individual use.KeywordsWORK orientationsSEX differences (Psychology)STEREOTYPES (Social psychology)ATTITUDE (Psychology)SEX role in the work environmentSOCIAL roleWORK attitudesEMPLOYEES -- AttitudesJOB satisfactionLABOR supplyDownload PDF

GENDER AND DIVERSITY IN ORGANIZATIONS Best Paper Proceedings.

Academy of Management Annual Meeting Proceedings includes abstracts of all papers and symposia presented at the annual conference, plus 6-page abridged versions of the “Best Papers” accepted for inclusion in the program (approximately 10%). Papers published in the Proceedings are abridged because presenting papers at their full length could preclude subsequent journal publication. Please contact the author(s) directly for the full papers. ArticlesGENDER AND DIVERSITY IN ORGANIZATIONS Best Paper Proceedings.Published Online:13 Dec 2017https://doi.org/10.5465/ambpp.2004.13863540AboutSectionsPDF/EPUB ToolsDownload CitationsAdd to favoritesTrack Citations ShareShare onFacebookTwitterLinkedInRedditEmail AbstractThe section presents abstracts of conference papers about gender and diversity in organizations including "Diversity Climate: A Reality Check," by Meghna Virick, Roshni Misra and Agnieszka M. Czekajewski, "Unacknowledged Privilege: Setting the Stage for Discrimination in Organizational Settings," by Ashleigh S. Rosette and "Sex Differences in Job Attribute Preferences: Two-Year Cross-Nation Study," by Jiu Chang.FiguresReferencesRelatedDetails Vol. 2004, No. 1 Permissions Metrics in the past 12 months History Published online 13 December 2017 Published in print 1 August 2004 InformationCopyright of Academy of Management Journal is the property of Academy of Management and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder’s express written permission. However, users may print, download, or email articles for individual use.KeywordsABSTRACTSSEX differencesDIVERSITY in the workplaceORGANIZATIONAL commitmentDISCRIMINATION in employmentDownload PDF