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Auswahl der wissenschaftlichen Literatur zum Thema „Employer preferences“
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Zeitschriftenartikel zum Thema "Employer preferences"
Hein, Antonia Z., Wim J. L. Elving, Sierdjan Koster und Arjen Edzes. „Is your employer branding strategy effective? The role of employee predisposition in achieving employer attractiveness“. Corporate Communications: An International Journal 29, Nr. 7 (12.01.2024): 1–20. http://dx.doi.org/10.1108/ccij-07-2022-0070.
Der volle Inhalt der QuelleBradshaw, Aisha. „Revealing employer preferences“. Nature Human Behaviour 3, Nr. 12 (28.11.2019): 1250. http://dx.doi.org/10.1038/s41562-019-0796-y.
Der volle Inhalt der QuelleJain, Neetu, und Prachi Bhatt. „Employment preferences of job applicants: unfolding employer branding determinants“. Journal of Management Development 34, Nr. 6 (08.06.2015): 634–52. http://dx.doi.org/10.1108/jmd-09-2013-0106.
Der volle Inhalt der QuelleTilipman, Nicholas. „Employer Incentives and Distortions in Health Insurance Design: Implications for Welfare and Costs“. American Economic Review 112, Nr. 3 (01.03.2022): 998–1037. http://dx.doi.org/10.1257/aer.20181917.
Der volle Inhalt der QuelleFeng, Jiaojiao, und Pengxin Xie. „Is mediation the preferred procedure in labour dispute resolution systems? Evidence from employer–employee matched data in China“. Journal of Industrial Relations 62, Nr. 1 (16.04.2019): 81–103. http://dx.doi.org/10.1177/0022185619834971.
Der volle Inhalt der QuelleNačinović Braje, Ivana. „The perspectives of variable pay in Croatia“. Ekonomski pregled 72, Nr. 4 (2021): 550–70. http://dx.doi.org/10.32910/ep.72.4.3.
Der volle Inhalt der QuelleCaramelli, Marco, und Edward J. Carberry. „Understanding employee preferences for investing in employer stock: evidence from France“. Human Resource Management Journal 24, Nr. 4 (21.10.2014): 548–66. http://dx.doi.org/10.1111/1748-8583.12057.
Der volle Inhalt der QuelleKessler, Judd B., Corinne Low und Colin D. Sullivan. „Incentivized Resume Rating: Eliciting Employer Preferences without Deception“. American Economic Review 109, Nr. 11 (01.11.2019): 3713–44. http://dx.doi.org/10.1257/aer.20181714.
Der volle Inhalt der QuelleBustamante, Silke, Rudi Ehlscheidt, Andrea Pelzeter, Andreas Deckmann und Franziska Freudenberger. „The Effect of Values on the Attractiveness of Responsible Employers for Young Job Seekers“. Journal of Human Values 27, Nr. 1 (02.12.2020): 27–48. http://dx.doi.org/10.1177/0971685820973522.
Der volle Inhalt der QuelleBredgaard, Thomas. „Employers and Active Labour Market Policies: Typologies and Evidence“. Social Policy and Society 17, Nr. 3 (08.05.2017): 365–77. http://dx.doi.org/10.1017/s147474641700015x.
Der volle Inhalt der QuelleDissertationen zum Thema "Employer preferences"
Shay, Nathan Michael. „Investigating Real-Time Employer-Based Ridesharing Preferences Based on Stated Preference Survey Data“. The Ohio State University, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=osu1471587439.
Der volle Inhalt der QuelleLindgren, Erik, und Michael Skarped. „Employer Attractiveness : A quantitative study of preferences among swedish civil engineering students regarding future employers“. Thesis, Uppsala University, Department of Business Studies, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-8777.
Der volle Inhalt der QuelleThe purpose of this thesis is to measure the importance of different factors that contribute to employer attractiveness among students. Further, its purpose is to measure how those same students perceive a case company, Ramböll, relating to those same factors. The method used
to satisfy this purpose is a quantitative survey among Swedish civil engineering students at three Swedish universities, Uppsala Tekniska Högskola, Luleå Tekniska Högskola and Chalmers Tekniska Högskola. The survey got a response rate of 19% and the results show that the majority of the respondents think that factors such as learning opportunities, self development and independence are most important for employer attractiveness. Further, the respondents perceives Ramböll as a company that offers challenging and interesting tasks, but does not offer high salaries and is not a high status organisation.
OLIVEIRA, SIMONI APARECIDA DE PAULA. „ASPECTS RELATING TO CAREER PREFERENCES AND ITS RELATIONSHIP WITH VALUES ALIGNMENT REGARDING THE EMPLOYEE AND THE EMPLOYER“. PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2013. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=22223@1.
Der volle Inhalt der QuelleThe present research aims to study the aspects related to the career preferences and their relationship with the alignment of employees values, considering the values of their employer. To carry out this study a questionnaire, consisting of 89 questions, was designed using the software Qualtrics. For the survey of the values, the Rokeach Value Survey, which was developed by Rokeach (1973), was used. This survey consists of 36 individual values. As regards the identification of the career anchors of the employees, the instrument developed by Schein (1993), composed of 40 items, called Career Anchors Self- Assessment, was used. The questionnaire was sent by email to the professionals who take part in a discussion group, composed of employees of a public institution of the financial sector, which is based in Rio de Janeiro. Considering the 231 valid questionnaires, through data processing, performed by SPSS software, it was possible to identify the individual values and the most important career anchors for the employees of that public institution. This research also resulted in obtaining information for the development of Human Resources Police. The actions suggested in that Police are intended to increase the alignment of the individual values of the employees, taking into account the values of the referred public institution, in order to increase the satisfaction of the former, which might bring, as a consequence, improves in the performance of the latter.
Andersson, Felicie, und Jonathan Hurtig. „Vad attraherar supertalangerna? : om anställdas preferenser i textilbranschen“. Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-10633.
Der volle Inhalt der QuelleIn modern society, our work is no longer just a source of income but a tool for self-realization. From the employees' perspective corporate attractiveness, social values, economic benefits and development opportunities are important aspects taken into consideration when applying for a job and therefore important for companies to acknowledge. The theoretical framework therefore puts the employer brand promise and the importance of its compliance in focus. The study aims to investigate preferences among employees in the purchasing and design functions in the textile industry, and see how well they are achieved to draw conclusions about areas for improvement. At the same time, we want to see how much influence the geographical location has and how likely the employees are to share workplace-related information on social media. The study was conducted with a quantitative approach, where data was collected through web surveys with a convenience and snowball sampling method to reach out to relevant people. The survey gathered opinions from more than 23% of the sample field. Of these, almost 84% had post-secondary education and 30% had been employed for over 5 years, which confirms that the participants possesses experience and expertise that is valuable to their employers. Social values were regarded most important and to have a good relationship with colleagues and managers was ranked as the number one preference. A fun atmosphere scored second place. Fortunately, it is also a sense of belonging that employers seem to meet the best. 65% of the respondents graded 7 or higher on job satisfaction on a scale of 1-10. However, there is room for improvement, especially when it comes to factors such as salary, benefits and self-image congruency. The result shows that the workplace location in itself was not remarkably important and as long as the job is meritorious it does not need to be situated in a big city. The study participants indicate that they are active on social media, but few of them express any positive or negative aspects about their employers on these platforms. Here we see a potential area for improvement when it comes to turning the employees into brand ambassadors for the company's employer brand. This research paper is written in Swedish.
Jahn, Aron, und Paulina Knopf. „Millennials’ employer preferences and the role Corporate Social Responsibility plays in them“. Thesis, Umeå universitet, Sociologiska institutionen, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-162735.
Der volle Inhalt der QuelleForsslund, Elin, und Julia Halin. „Understanding Millennials' Workplace Preferences : A Study on Choosing and Becoming Loyal Towards an Employer“. Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-69655.
Der volle Inhalt der QuellePå dagens arbetsmarknad har det visat sig att anställda väljer sin arbetsgivare, istället för att arbetsgivaren väljer sina anställda, vilket har resulterat i ett ökat intresse i vad som efterfrågas bland dagens arbetskraft. Den växande generationen på arbetsmarknaden, millenniegenerationen, har visat sig skapa svårigheter för organisationer, däribland genom ökad personalomsättning. Syftet med uppsatsen är att öka förståelsen för hur denna generation väljer en arbetsgivare och vilka faktorer som skulle bidra till deras lojalitet. Tidigare forskning har påvisat viktiga faktorer som påverkar millenniegenerationen, men denna forskning är främst utförd i Kanada, USA och Indien. Därför fokuserar detta arbete på millenniegenerationen i Sverige. För att få en djupare förståelse för generationens preferenser för en arbetsgivare utfördes semistrukturerade intervjuer med icke-standardiserade frågor och analyserades med hjälp av tematisk analys. Detta underlättade arbetet i jämförelsen mellan data och tidigare forskning. Slutsatserna av analysen var att relationer med kollegor och chefer är en viktig faktor som påverkar både valet av företag, samt lojaliteten mot dessa. Utöver det var den psykologiska arbetsmiljön, värderingar, utvecklingsmöjligheter och lön viktiga faktorer. Beroende på forskningsfrågan blev innebörden olika.
Lundahl, Sofia, und Pernilla Bredolt. „Graduating students' preferences in first employment attributes : A quantitative study among students at Jönköping International Business School and Jönköping School of Engineering“. Thesis, Jönköping University, JIBS, Business Administration, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-7672.
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Purpose: The purpose of this study is to examine what attributes graduating students prefer when choosing their first employer after graduation.
Background: To attract good employees are becoming more and more important. Since there are over 60 000 students graduating every year from universities in Sweden, it is crucial for organizations to know how to best attract these talents. It is generally small- and medium sized companies (SMC’s) that have problem since they don’t have the resources to find information and brand themselves as good employers, and hence, large multinational companies are being ranked as the most attractive employers. If these SMC’s would know what attributes the graduate students find most important, they would be able to focus on those and more successfully attract the students suitable for their organization.
Method: In order to fulfill the purpose, an exploratory study had been made. Quantitative data was collected by a delivery and collection questionnaire, which was handed out in classes at Jönköping International Business School (JIBS) and Jönköping School of Engineering (JTH). The findings in this thesis are based on 124 graduating students preferred job attributes.
Conclusion: When looking at JIBS and JTH in total, the students find attributes relating to responsibilities and involvement in decision making to be the most important. However, when only looking at JTH, the students value job security and good relationship at the workplace over other attributes. At JIBS, graduate students are attracted to jobs where they can take responsibility and make further career advancements.
Roberts, Jessica. „Relationships Among Employee Engagement, Communication Climate, and Employees’ Communication Channel Preferences“. Wright State University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=wright1366717721.
Der volle Inhalt der QuelleIsaksson, Julia, und Ellen Bengtsson. „Konsten att charma generation Y : en studie om ekonomistudenters behov vid val av arbetsplats“. Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-24051.
Der volle Inhalt der QuelleIn order for companies to be able to attract but also retain competent employees, they must have something to offer their employees. This calls for an awareness of the preferences that employees possess, both in terms of their needs and motivation. Nowadays it is the employee’s labor market and companies are challenged to attract competent staff to their organizations. The purpose of this study is therefore to examine, through economics students ‘preferences, what motivates them to start working and what they think would make them stay at a workplace. This study will also chart the needs of the students to create a comprehension for the employer’s responsibility to its employees’ work situation. The result of this study aims to help employers in the industry to attract and also keep competent staff since they, thanks to our study, will be aware of what motivates the economics students and what their needs at a workplace are. Since the purpose of this thesis is focusing on stories and understanding we have made a qualitative study with a deductive research approach. The result will be presented through semi structured interviews with ten economics students from generation Y who are studying at University of Borås. The result will later on be interpreted using our theoretical background. The theories that are used to interpret our results are Self-determination Theory (SDT),Maslow’s Hierarchy of Needs and Herzberg’s Two Factor Theory to examine economics students’ motivation and needs in relation to a workplace. The study concludes that development and comfort in the workplace was the most important for all of the respondents, but there was also a spread of the attributes of what the different individuals prefered. For instance we could see that the male students were more into materialistic attributes than the female students. The result of this study can give organizations an understanding of what economics students prefer when applying for a job and to stay at a workplace, and by that they can then assimilate the results which hopefully can help them develop and improve thanks to their competent coworkers. This thesis will be given in Swedish.
Mamman, Aminu. „Employees' preferences for payment systems“. Thesis, Cardiff University, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.248142.
Der volle Inhalt der QuelleBücher zum Thema "Employer preferences"
1968-, Raphael Steven, und Stoll Michael A, Hrsg. Will employers hire ex-offenders?: Employer preferences, background checks, and their determinants. Madison, Wis.]: Institute for Research on Poverty, University of Wisconsin--Madison, 2002.
Den vollen Inhalt der Quelle findenFreedland, Marjorie. Third national engineering student employer preference survey. New York, NY (1221 Avenue of the Americas, New York 10020): Available from Graduating Engineer, 1986.
Den vollen Inhalt der Quelle findenFreedland, Marjorie. Fourth national engineering student employer preference survey. New York, NY (1221 Ave. of the Americas, New York 10020): Available from Graduating Engineer, 1988.
Den vollen Inhalt der Quelle findenPamela, Meadows, Great Britain. Department for Work and Pensions und Great Britain. Department of Trade and Industry, Hrsg. Survey of employers' policies, practices and preferences relating to age. Leeds: Corporated Document Services, 2006.
Den vollen Inhalt der Quelle findenKühn, Peter. Employers' preferences for gender, age, height and beauty: Direct evidence. Cambridge, MA: National Bureau of Economic Research, 2009.
Den vollen Inhalt der Quelle findenSparrow, Paul R. Does national culture really matter?: Predicting HRM preferences of Taiwanese employers. Sheffield: Sheffield University Management School, 1997.
Den vollen Inhalt der Quelle findenTijdens, Kea. The driving forces behind working time reduction: Explaining employers' and employees' preferences concerning the 36 hours working week in the Dutch banking sector. Colchester: University of Essex, 1998.
Den vollen Inhalt der Quelle findenBarr, Abigail. Revealed preference and self insurance: Can we learn from the self employed in Chile? Washington, D.C: World Bank, Latin America and the Caribbean Region, Social Protection Unit, 2002.
Den vollen Inhalt der Quelle findenLibrary of Congress. Congressional Research Service, Hrsg. Constitutionality of local hiring preference requirements in public contracts. Washington, D.C: Congressional Research Service, Library of Congress, 1985.
Den vollen Inhalt der Quelle findenPérez-López, Jorge F. Worker rights and U.S. trade law. [Washington, D.C.?]: U.S. Dept. of Labor, Bureau of International Labor Affairs, 1987.
Den vollen Inhalt der Quelle findenBuchteile zum Thema "Employer preferences"
Porras, Diana A., Jongyeon Ee und Patricia Gándara. „10. Employer Preferences: Do Bilingual Applicants and Employees Experience an Advantage?“ In TheBilingual Advantage, herausgegeben von Rebecca M. Callahan und Patricia C. Gándara, 234–58. Bristol, Blue Ridge Summit: Multilingual Matters, 2014. http://dx.doi.org/10.21832/9781783092437-011.
Der volle Inhalt der QuelleFountain, Christine, und Katherine Stovel. „Turbulent careers: Social networks, employer hiring preferences, and job instability“. In Analytical Sociology, 339–70. Chichester, United Kingdom: John Wiley & Sons, Ltd, 2014. http://dx.doi.org/10.1002/9781118762707.ch14.
Der volle Inhalt der QuelleErlenkaemper, Stephan, Tom Hinzdorf, Katrin Priemuth und Christian von Thaden. „Employer Branding through Preference Matching“. In Human Resource Management in Consulting Firms, 139–44. Berlin, Heidelberg: Springer Berlin Heidelberg, 2006. http://dx.doi.org/10.1007/3-540-31138-6_9.
Der volle Inhalt der QuelleWine, Byron, und Trang Doan. „Assessing Employee Preferences for Incentives“. In Organizational Behavior Management Approaches for Intellectual and Developmental Disabilities, 35–45. New York: Routledge, 2021. http://dx.doi.org/10.4324/9780429324840-5.
Der volle Inhalt der QuelleWikström, Ewa, Karin Allard, Rebecka Arman, Roy Liff, Daniel Seldén und Roland Kadefors. „Organisational Capability for Delayed Retirement“. In International Perspectives on Aging, 221–32. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-78063-0_16.
Der volle Inhalt der QuelleBerghaus, Benjamin. „Prestigious Employer Preference: Scale Development and Evaluation“. In Contributions to Management Science, 69–140. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-37701-4_3.
Der volle Inhalt der QuelleAtchison, T. J., und C. Zumberge. „Employee Pay Plan Preferences in a Bank“. In Bottom Line Results from Strategic Human Resource Planning, 205–17. Boston, MA: Springer US, 1991. http://dx.doi.org/10.1007/978-1-4757-9539-4_16.
Der volle Inhalt der QuelleXanthopoulou, Panagiota, Christina Patitsa, Panagiotis Tsaknis, Kyriaki Sotiropoulou, Venetia Giannakouli, Alexandros Sahinidis und Eleni C. Gkika. „Exploring Gender Differences: The Relationship Between Personality and Teleworking Preferences“. In Strategic Innovative Marketing and Tourism, 381–90. Cham: Springer Nature Switzerland, 2024. http://dx.doi.org/10.1007/978-3-031-51038-0_42.
Der volle Inhalt der QuellePiirsalu-Kivihall, Kaire, Anastasia Sinitsyna, Luca Alfieri und Tiiu Paas. „Acceleration of Remote Work and Coworking Practices in Estonia During the COVID-19 Pandemic“. In SpringerBriefs in Applied Sciences and Technology, 19–27. Cham: Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-26018-6_3.
Der volle Inhalt der QuelleStavrianea, Aikaterini, Irene Kamenidou, Athanasios Papathanasopoulos, Marianna Krassanaki und Spyridon Mamalis. „Promotion of Digital News Media: How Age Contributes to Readers’ Preferences“. In Strategic Innovative Marketing and Tourism, 91–99. Cham: Springer Nature Switzerland, 2024. http://dx.doi.org/10.1007/978-3-031-51038-0_11.
Der volle Inhalt der QuelleKonferenzberichte zum Thema "Employer preferences"
Van Slyke, Craig, Grant Clary, Selwyn Ellis und Michele Maasberg. „Employer Preferences for Cybersecurity Skills among Information Systems Graduates“. In SIGMIS-CPR '19: 2019 Computers and People Research Conference. New York, NY, USA: ACM, 2019. http://dx.doi.org/10.1145/3322385.3322418.
Der volle Inhalt der QuellePuerto, Carla Lopez Del, und Everon Chenhall. „Exploring Construction Management Student‘ Preferences Regarding Employer Organizational Culture“. In The Seventh International Structural Engineering and Construction Conference. Singapore: Research Publishing Services, 2013. http://dx.doi.org/10.3850/978-981-07-5354-2_cpm-17-246.
Der volle Inhalt der QuelleLu, Jing, und Joerg R. Noennig. „Refining the Understanding of Workplace Characteristics from an Occupant Centered Perspective with Emphasis on the Influence of Seating Preference“. In Applied Human Factors and Ergonomics Conference. AHFE International, 2020. http://dx.doi.org/10.54941/ahfe100361.
Der volle Inhalt der QuelleKnittel, Marina, Samuel Dooley und John Dickerson. „The Dichotomous Affiliate Stable Matching Problem: Approval-Based Matching with Applicant-Employer Relations“. In Thirty-First International Joint Conference on Artificial Intelligence {IJCAI-22}. California: International Joint Conferences on Artificial Intelligence Organization, 2022. http://dx.doi.org/10.24963/ijcai.2022/51.
Der volle Inhalt der QuelleHaid, Charlotte, Sebastian Stohrer, Charlotte Unruh, Tim Büthe und Johannes Fottner. „Accommodating Employee Preferences in Algorithmic Worker-Workplace Allocation“. In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002235.
Der volle Inhalt der QuelleAltes, Gerlyn Calica, Yogi Tri Prasetyo, Jui-Hao Liao, Irene Dyah Ayuwati, Michael Nayat Young und Satria Fadil Persada. „Determining Employees Preference on Employee Shuttle Bus Attributes: A Conjoint Analysis Approach“. In 2023 11th International Conference on Traffic and Logistic Engineering (ICTLE). IEEE, 2023. http://dx.doi.org/10.1109/ictle59670.2023.10508882.
Der volle Inhalt der QuelleZafari, Farhad, Rasoul Rahmani und Irene Moser. „Proposing a Highly Accurate Hybrid Component-Based Factorised Preference Model in Recommender Systems“. In Twenty-Sixth International Joint Conference on Artificial Intelligence. California: International Joint Conferences on Artificial Intelligence Organization, 2017. http://dx.doi.org/10.24963/ijcai.2017/185.
Der volle Inhalt der QuelleRibeiro, Marcos Roberto, Maria Camila N. Barioni, Sandra de Amo, Claudia Roncancio und Cyril Labbé. „Finding Top-k Sequences over Data Streams according to Temporal Conditional Preferences“. In Simpósio Brasileiro de Banco de Dados. Sociedade Brasileira de Computação - SBC, 2018. http://dx.doi.org/10.5753/sbbd.2018.22220.
Der volle Inhalt der QuelleBurnap, Alex, Yi Ren, Honglak Lee, Richard Gonzalez und Panos Y. Papalambros. „Improving Preference Prediction Accuracy With Feature Learning“. In ASME 2014 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2014. http://dx.doi.org/10.1115/detc2014-35440.
Der volle Inhalt der QuelleQi, Lianyong, Yuwen Liu, Weiming Liu, Shichao Pei, Xiaolong Xu, Xuyun Zhang, Yingjie Wang und Wanchun Dou. „Counterfactual User Sequence Synthesis Augmented with Continuous Time Dynamic Preference Modeling for Sequential POI Recommendation“. In Thirty-Third International Joint Conference on Artificial Intelligence {IJCAI-24}. California: International Joint Conferences on Artificial Intelligence Organization, 2024. http://dx.doi.org/10.24963/ijcai.2024/255.
Der volle Inhalt der QuelleBerichte der Organisationen zum Thema "Employer preferences"
Kessler, Judd, Corinne Low und Colin Sullivan. Incentivized Resume Rating: Eliciting Employer Preferences without Deception. Cambridge, MA: National Bureau of Economic Research, Mai 2019. http://dx.doi.org/10.3386/w25800.
Der volle Inhalt der QuelleFadlon, Itzik, Jessica Laird und Torben Heien Nielsen. Do Employer Pension Contributions Reflect Employee Preferences? Evidence from a Retirement Savings Reform in Denmark. Cambridge, MA: National Bureau of Economic Research, Oktober 2015. http://dx.doi.org/10.3386/w21665.
Der volle Inhalt der QuelleVlaicu, Razvan, und Philip Keefer. Employee Trust and Performance Constraints in Public Sector Organizations. Inter-American Development Bank, September 2022. http://dx.doi.org/10.18235/0004456.
Der volle Inhalt der QuelleKeefer, Philip, und Razvan Vlaicu. Employee Trust and Performance Constraints in Public Sector Organizations. Inter-American Development Bank, Dezember 2022. http://dx.doi.org/10.18235/0004596.
Der volle Inhalt der QuelleKeefer, Philip, und Razvan Vlaicu. Research Insights: Are Public Sector Performance Constraints Mitigated by Workplace Trust? Inter-American Development Bank, Februar 2023. http://dx.doi.org/10.18235/0004793.
Der volle Inhalt der QuelleKuhn, Peter, und Kailing Shen. Employers' Preferences for Gender, Age, Height and Beauty: Direct Evidence. Cambridge, MA: National Bureau of Economic Research, Dezember 2009. http://dx.doi.org/10.3386/w15564.
Der volle Inhalt der QuelleBakaç, Cafer, Jetmir Zyberaj und James C. Barela. Predicting telecommuting preferences and job outcomes amid COVID-19 pandemic : A latent profile analysis. Otto-Friedrich-Universität, 2021. http://dx.doi.org/10.20378/irb-49214.
Der volle Inhalt der QuelleElacqua, Gregory, und Macarena Kutscher. Navigating Centralized Admissions: The Role of Parental Preferences in School Segregation in Chile. Inter-American Development Bank, Dezember 2023. http://dx.doi.org/10.18235/0005484.
Der volle Inhalt der QuelleDurand-Lasserve, Olivier. Policies to Nationalize the Private Sector Labor Force in a Matching Model with Public Jobs and Quotas. King Abdullah Petroleum Studies and Research Center, März 2021. http://dx.doi.org/10.30573/ks--2021-dp05.
Der volle Inhalt der Quellevan Ravens, Jan, Luis Crouch, Katherine Merseth King, Elisa A. Hartwig und Carlos Aggio. The Preschool Entitlement: A Locally Adaptable Policy Instrument to Expand and Improve Preschool Education. RTI Press, Januar 2023. http://dx.doi.org/10.3768/rtipress.2023.op.0082.2302.
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