Literatura científica selecionada sobre o tema "Employer preferences"
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Artigos de revistas sobre o assunto "Employer preferences"
Hein, Antonia Z., Wim J. L. Elving, Sierdjan Koster e Arjen Edzes. "Is your employer branding strategy effective? The role of employee predisposition in achieving employer attractiveness". Corporate Communications: An International Journal 29, n.º 7 (12 de janeiro de 2024): 1–20. http://dx.doi.org/10.1108/ccij-07-2022-0070.
Texto completo da fonteBradshaw, Aisha. "Revealing employer preferences". Nature Human Behaviour 3, n.º 12 (28 de novembro de 2019): 1250. http://dx.doi.org/10.1038/s41562-019-0796-y.
Texto completo da fonteJain, Neetu, e Prachi Bhatt. "Employment preferences of job applicants: unfolding employer branding determinants". Journal of Management Development 34, n.º 6 (8 de junho de 2015): 634–52. http://dx.doi.org/10.1108/jmd-09-2013-0106.
Texto completo da fonteTilipman, Nicholas. "Employer Incentives and Distortions in Health Insurance Design: Implications for Welfare and Costs". American Economic Review 112, n.º 3 (1 de março de 2022): 998–1037. http://dx.doi.org/10.1257/aer.20181917.
Texto completo da fonteFeng, Jiaojiao, e 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, n.º 1 (16 de abril de 2019): 81–103. http://dx.doi.org/10.1177/0022185619834971.
Texto completo da fonteNačinović Braje, Ivana. "The perspectives of variable pay in Croatia". Ekonomski pregled 72, n.º 4 (2021): 550–70. http://dx.doi.org/10.32910/ep.72.4.3.
Texto completo da fonteCaramelli, Marco, e Edward J. Carberry. "Understanding employee preferences for investing in employer stock: evidence from France". Human Resource Management Journal 24, n.º 4 (21 de outubro de 2014): 548–66. http://dx.doi.org/10.1111/1748-8583.12057.
Texto completo da fonteKessler, Judd B., Corinne Low e Colin D. Sullivan. "Incentivized Resume Rating: Eliciting Employer Preferences without Deception". American Economic Review 109, n.º 11 (1 de novembro de 2019): 3713–44. http://dx.doi.org/10.1257/aer.20181714.
Texto completo da fonteBustamante, Silke, Rudi Ehlscheidt, Andrea Pelzeter, Andreas Deckmann e Franziska Freudenberger. "The Effect of Values on the Attractiveness of Responsible Employers for Young Job Seekers". Journal of Human Values 27, n.º 1 (2 de dezembro de 2020): 27–48. http://dx.doi.org/10.1177/0971685820973522.
Texto completo da fonteBredgaard, Thomas. "Employers and Active Labour Market Policies: Typologies and Evidence". Social Policy and Society 17, n.º 3 (8 de maio de 2017): 365–77. http://dx.doi.org/10.1017/s147474641700015x.
Texto completo da fonteTeses / dissertações sobre o assunto "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.
Texto completo da fonteLindgren, Erik, e 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.
Texto completo da fonteThe 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.
Texto completo da fonteThe 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, e 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.
Texto completo da fonteIn 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, e 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.
Texto completo da fonteForsslund, Elin, e 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.
Texto completo da fontePå 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, e 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.
Texto completo da fonte
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.
Texto completo da fonteIsaksson, Julia, e 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.
Texto completo da fonteIn 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.
Texto completo da fonteLivros sobre o assunto "Employer preferences"
1968-, Raphael Steven, e Stoll Michael A, eds. Will employers hire ex-offenders?: Employer preferences, background checks, and their determinants. Madison, Wis.]: Institute for Research on Poverty, University of Wisconsin--Madison, 2002.
Encontre o texto completo da fonteFreedland, Marjorie. Third national engineering student employer preference survey. New York, NY (1221 Avenue of the Americas, New York 10020): Available from Graduating Engineer, 1986.
Encontre o texto completo da fonteFreedland, Marjorie. Fourth national engineering student employer preference survey. New York, NY (1221 Ave. of the Americas, New York 10020): Available from Graduating Engineer, 1988.
Encontre o texto completo da fontePamela, Meadows, Great Britain. Department for Work and Pensions e Great Britain. Department of Trade and Industry, eds. Survey of employers' policies, practices and preferences relating to age. Leeds: Corporated Document Services, 2006.
Encontre o texto completo da fonteKühn, Peter. Employers' preferences for gender, age, height and beauty: Direct evidence. Cambridge, MA: National Bureau of Economic Research, 2009.
Encontre o texto completo da fonteSparrow, Paul R. Does national culture really matter?: Predicting HRM preferences of Taiwanese employers. Sheffield: Sheffield University Management School, 1997.
Encontre o texto completo da fonteTijdens, 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.
Encontre o texto completo da fonteBarr, 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.
Encontre o texto completo da fonteLibrary of Congress. Congressional Research Service, ed. Constitutionality of local hiring preference requirements in public contracts. Washington, D.C: Congressional Research Service, Library of Congress, 1985.
Encontre o texto completo da fontePérez-López, Jorge F. Worker rights and U.S. trade law. [Washington, D.C.?]: U.S. Dept. of Labor, Bureau of International Labor Affairs, 1987.
Encontre o texto completo da fonteCapítulos de livros sobre o assunto "Employer preferences"
Porras, Diana A., Jongyeon Ee e Patricia Gándara. "10. Employer Preferences: Do Bilingual Applicants and Employees Experience an Advantage?" In TheBilingual Advantage, editado por Rebecca M. Callahan e Patricia C. Gándara, 234–58. Bristol, Blue Ridge Summit: Multilingual Matters, 2014. http://dx.doi.org/10.21832/9781783092437-011.
Texto completo da fonteFountain, Christine, e 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.
Texto completo da fonteErlenkaemper, Stephan, Tom Hinzdorf, Katrin Priemuth e 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.
Texto completo da fonteWine, Byron, e 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.
Texto completo da fonteWikström, Ewa, Karin Allard, Rebecka Arman, Roy Liff, Daniel Seldén e 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.
Texto completo da fonteBerghaus, 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.
Texto completo da fonteAtchison, T. J., e 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.
Texto completo da fonteXanthopoulou, Panagiota, Christina Patitsa, Panagiotis Tsaknis, Kyriaki Sotiropoulou, Venetia Giannakouli, Alexandros Sahinidis e 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.
Texto completo da fontePiirsalu-Kivihall, Kaire, Anastasia Sinitsyna, Luca Alfieri e 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.
Texto completo da fonteStavrianea, Aikaterini, Irene Kamenidou, Athanasios Papathanasopoulos, Marianna Krassanaki e 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.
Texto completo da fonteTrabalhos de conferências sobre o assunto "Employer preferences"
Van Slyke, Craig, Grant Clary, Selwyn Ellis e 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.
Texto completo da fontePuerto, Carla Lopez Del, e 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.
Texto completo da fonteLu, Jing, e 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.
Texto completo da fonteKnittel, Marina, Samuel Dooley e 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.
Texto completo da fonteHaid, Charlotte, Sebastian Stohrer, Charlotte Unruh, Tim Büthe e 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.
Texto completo da fonteAltes, Gerlyn Calica, Yogi Tri Prasetyo, Jui-Hao Liao, Irene Dyah Ayuwati, Michael Nayat Young e 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.
Texto completo da fonteZafari, Farhad, Rasoul Rahmani e 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.
Texto completo da fonteRibeiro, Marcos Roberto, Maria Camila N. Barioni, Sandra de Amo, Claudia Roncancio e 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.
Texto completo da fonteBurnap, Alex, Yi Ren, Honglak Lee, Richard Gonzalez e 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.
Texto completo da fonteQi, Lianyong, Yuwen Liu, Weiming Liu, Shichao Pei, Xiaolong Xu, Xuyun Zhang, Yingjie Wang e 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.
Texto completo da fonteRelatórios de organizações sobre o assunto "Employer preferences"
Kessler, Judd, Corinne Low e Colin Sullivan. Incentivized Resume Rating: Eliciting Employer Preferences without Deception. Cambridge, MA: National Bureau of Economic Research, maio de 2019. http://dx.doi.org/10.3386/w25800.
Texto completo da fonteFadlon, Itzik, Jessica Laird e 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, outubro de 2015. http://dx.doi.org/10.3386/w21665.
Texto completo da fonteVlaicu, Razvan, e Philip Keefer. Employee Trust and Performance Constraints in Public Sector Organizations. Inter-American Development Bank, setembro de 2022. http://dx.doi.org/10.18235/0004456.
Texto completo da fonteKeefer, Philip, e Razvan Vlaicu. Employee Trust and Performance Constraints in Public Sector Organizations. Inter-American Development Bank, dezembro de 2022. http://dx.doi.org/10.18235/0004596.
Texto completo da fonteKeefer, Philip, e Razvan Vlaicu. Research Insights: Are Public Sector Performance Constraints Mitigated by Workplace Trust? Inter-American Development Bank, fevereiro de 2023. http://dx.doi.org/10.18235/0004793.
Texto completo da fonteKuhn, Peter, e Kailing Shen. Employers' Preferences for Gender, Age, Height and Beauty: Direct Evidence. Cambridge, MA: National Bureau of Economic Research, dezembro de 2009. http://dx.doi.org/10.3386/w15564.
Texto completo da fonteBakaç, Cafer, Jetmir Zyberaj e 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.
Texto completo da fonteElacqua, Gregory, e Macarena Kutscher. Navigating Centralized Admissions: The Role of Parental Preferences in School Segregation in Chile. Inter-American Development Bank, dezembro de 2023. http://dx.doi.org/10.18235/0005484.
Texto completo da fonteDurand-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, março de 2021. http://dx.doi.org/10.30573/ks--2021-dp05.
Texto completo da fontevan Ravens, Jan, Luis Crouch, Katherine Merseth King, Elisa A. Hartwig e Carlos Aggio. The Preschool Entitlement: A Locally Adaptable Policy Instrument to Expand and Improve Preschool Education. RTI Press, janeiro de 2023. http://dx.doi.org/10.3768/rtipress.2023.op.0082.2302.
Texto completo da fonte