Статті в журналах: "Employer preferences"

1

Hein, Antonia Z., Wim J. L. Elving, Sierdjan Koster, and Arjen Edzes. "Is your employer branding strategy effective? The role of employee predisposition in achieving employer attractiveness." Corporate Communications: An International Journal 29, no. 7 (January 12, 2024): 1–20. http://dx.doi.org/10.1108/ccij-07-2022-0070.

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PurposeEmployer branding (EB) has become a powerful tool for organizations to attract employees. Recruitment communication ideally reveals the image that companies want to portray to potential employees to attract talents with the right skills and competences for the organization. This study explores the impact of EB on employer attractiveness by testing how pre-existing employee preferences interact with EB and how this interaction affects employer attractiveness.Design/methodology/approachA quasi-experiment among 289 final-year students was used to test the relationships between EB, perceived employer image, person-organization (P-O) fit and employer attractiveness, and the potential moderating variables of pre-existing preferences, in this case operationalized as locational preferences. Students are randomly assigned to four vacancies: one with and one without EB cues in two different locations: Groningen and Amsterdam. The authors used standard scales for attractiveness, perceptions of an employer and person-organization fit. The authors test the relationships using a regression analysis.FindingsResults suggest that if respondents have previous predispositions, then their preference can be enhanced using an EB-targeted strategy. Based on these results, the authors can conclude that EB and related practices can be successful avenues for organizations in the war for talent, particularly if they reaffirm previous preferences of potential employees.Originality/valueThe research is original in the way it provides empirical evidence on the relationship between EB and attractiveness, particularly when previous employee preferences exist. This is of value to employers using EB as a tool to influence employer attractiveness.

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2

Bradshaw, Aisha. "Revealing employer preferences." Nature Human Behaviour 3, no. 12 (November 28, 2019): 1250. http://dx.doi.org/10.1038/s41562-019-0796-y.

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3

Jain, Neetu, and Prachi Bhatt. "Employment preferences of job applicants: unfolding employer branding determinants." Journal of Management Development 34, no. 6 (June 8, 2015): 634–52. http://dx.doi.org/10.1108/jmd-09-2013-0106.

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Purpose – In the ever increasing competition in the employment market, an organization’s need to become a “great place to work” has gained significant momentum. Employer branding has thus emerged as an essential management practice employed by the organization to create its image as desirable employer in the eyes of prospective employees. The purpose of this paper is to highlight the understanding of employer branding through the eyes of “potential” young employees in Delhi and North Central Region, India. The results presented in this paper throw light on the perceived importance of employer branding among the prospective employees via analysis of various branding factors chosen for the study. The study results report that the perceived significance of employer branding factors differs mainly across gender and age of prospective employees. Notably, public and private sectors are being perceived significantly different by the potential job applicants on employer branding factors. Thus, this paper presents important findings enabling employers to build brand value and an attractive reputation in the job market so as to attract and retain the best talent. Design/methodology/approach – Survey methodology was used to test the hypothesis. The sample was selected from Delhi and National Capital Region (NCR) primarily from the students of business schools who were randomly selected to fill in the questionnaire. As they are the potential hires, it seemed appropriate to know their preference of employer branding factors. They are ready to join the corporations therefore, data extracted would be much more suitable as they can throw light on their immediate preferences and provide insight into the research study. For collection of data an online structured questionnaire was administered. A total of 270 questionnaires were administered and 239 filled questionnaires were received. Findings – From the results it can be seen that private sector emerged as preferred sector of choice for the majority of potential employees. However, there are some factors which are handled well in private sector as compared to public sector and vice versa. There are some factors like – stability of the company, work-life balance and job security which potential employees perceive as important and therefore, need to be addressed by both public and private sector organizations. Research limitations/implications – Limitation of this study is that the findings cannot be generalized therefore, provide opportunities for further research. Moreover, the sample included only students as prospective employees seeking a new job or a career change. Thus the results obtained on a sample of relatively inexperienced job seekers, might partially reflect commonly held stereotypes of attractive organizations. Hence, it is interesting to use other samples such as experienced job seekers or those who are currently employed. Another limitation is that the study is restricted to Delhi and NCR region hence, the data is not representative of a wider population. Further research may expand the scope in terms of sample size as well. Future research may also explore the extent of employee attraction and retention vis-à-vis employer branding factors in organizations. A final avenue for future studies consists in exploring the processes which underlie the organizational choice decisions of prospective applicants. Practical implications – This study has added to the growing body of research on employer branding factors by generating more knowledge and arguments in favor of certain employer branding factors in the workplace. If organizations truly want to attract good talented people then management needs to bring about the necessary organizational support and infrastructure at the early and middle stages of an employee’s career which are most often the stages where important choices are made. They need to be more considerate toward employee needs. Efforts can be made to build a good work culture by paying heed to their preferences. Therefore, this study helps establish a foundation for implementation of various employer branding factors which are perceived important by the potential job applicants, especially in Indian context. The findings are of particular important for human resource (HR) managers and policy makers in both public sector as well as private sectors in these times of increased inter-sectoral personnel movement. These findings can be utilized as a guiding instrument while inter-sectoral recruitment is being made. These would also enable employers to take appropriate action in order to build their employer brand based on certain discussed employer branding factors so as to attract talent which in turn would also help them in retaining talent. Social implications – There are many employer branding factors which tend to affect the mindset of potential employees in selecting their prospective employer. Employers can therefore, endeavor to understand those factors at length so as to attract talent which in turn would also help in retaining talent. Originality/value – Results throw light on the perceived importance the potential employees give to various employer branding factors taken for the study. Perceived significance attached to employer branding factors differs across gender, age, education background, etc. It was also found that for some important employer branding factors public and private sectors are being perceived significantly different by the potential job applicants. Thus, paper presents important findings that would enable employers to take actions in order to build their employer brand so as to attract talent which in turn would also help them in retaining talent.

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4

Tilipman, Nicholas. "Employer Incentives and Distortions in Health Insurance Design: Implications for Welfare and Costs." American Economic Review 112, no. 3 (March 1, 2022): 998–1037. http://dx.doi.org/10.1257/aer.20181917.

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This paper studies employer incentives in designing health insurance provider networks and whether observed offerings reflect preferences that are aligned with employees. I estimate a model of supply and demand where I endogenize employer health plan offerings with respect to hospital and physician networks. I find that employers “overprovide” broad networks by overweighting the preferences of certain employees, specifically older workers and those in regions with less provider competition, over the preferences of the average employee household. Shifting employers toward offering different provider networks in different geographic markets could yield substantial gains to surplus, with minimal distributional or selection effects. (JEL G22, G28, I13, J32, M52)

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Feng, Jiaojiao, and 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, no. 1 (April 16, 2019): 81–103. http://dx.doi.org/10.1177/0022185619834971.

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This study explores procedural preferences in the historical development of labour dispute resolution systems at the national level and employees’ pre-experience preference to resolve disputes at the individual level. Drawing on two datasets – one from national public statistics and one from China’s employer–employee matched data – we find that mediation has fluctuated in its use and efficacy, and it has re-emerged as an important method to stabilize labour relations. Employees choose internal mediation only if they feel that the enterprise’s mediation committee is selected fairly. Organizational structure factors, such as the enterprise’s size and the effectiveness of the Staff and Workers Representative Congress, moderate the relationship between employees’ perceptions of justice and procedural preferences. This study contributes to the dispute resolution literature by highlighting the interactions between individual perceptions of justice and organizational factors of procedural preference. Additionally, practical implications are offered to aid in the design of dispute resolution systems and improve organizational justice.

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6

Načinović Braje, Ivana. "The perspectives of variable pay in Croatia." Ekonomski pregled 72, no. 4 (2021): 550–70. http://dx.doi.org/10.32910/ep.72.4.3.

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Variable pay can have numerous benefits for the employee and the employer, however, the overall effect of variable pay will depend upon employee attitudes and preferences towards such form of compensation. Considering that reward systems in Croatia traditionally used the equality principle, the objective of this paper is to examine the role of variable pay from both employee and employer perspectives. Research results are based on a Delphi research of employee attitudes about variable pay and empirical investigation of actual employers’ variable pay practices. The Delphi study results indicate a lack of consensus about employees’ preferences for variable pay in Croatia. However, practice shows that some form of individual variable pay has been adopted by most examined companies. There is some gap between preferences for variable pay and actual compensation practices so this paper identifies conditions under which acceptance of variable pay can be improved.

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7

Caramelli, Marco, and Edward J. Carberry. "Understanding employee preferences for investing in employer stock: evidence from France." Human Resource Management Journal 24, no. 4 (October 21, 2014): 548–66. http://dx.doi.org/10.1111/1748-8583.12057.

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8

Kessler, Judd B., Corinne Low, and Colin D. Sullivan. "Incentivized Resume Rating: Eliciting Employer Preferences without Deception." American Economic Review 109, no. 11 (November 1, 2019): 3713–44. http://dx.doi.org/10.1257/aer.20181714.

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We introduce a new experimental paradigm to evaluate employer preferences, called incentivized resume rating (IRR). Employers evaluate resumes they know to be hypothetical in order to be matched with real job seekers, preserving incentives while avoiding the deception necessary in audit studies. We deploy IRR with employers recruiting college seniors from a prestigious school, randomizing human capital characteristics and demographics of hypothetical candidates. We measure both employer preferences for candidates and employer beliefs about the likelihood that candidates will accept job offers, avoiding a typical confound in audit studies. We discuss the costs, benefits, and future applications of this new methodology. (JEL D83, I26, J23, J24, M51)

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9

Bustamante, Silke, Rudi Ehlscheidt, Andrea Pelzeter, Andreas Deckmann, and Franziska Freudenberger. "The Effect of Values on the Attractiveness of Responsible Employers for Young Job Seekers." Journal of Human Values 27, no. 1 (December 2, 2020): 27–48. http://dx.doi.org/10.1177/0971685820973522.

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Purpose: Empirical studies suggest that corporate social responsibility (CSR) impacts young job seekers’ choices of an employer. Values seem to affect CSR preferences, influencing the felt fit between the person and the organization and hereby the valence of working for that company. This article aims to research in more detail the preference structure of young graduate job seekers. In particular, it seeks to understand whether CSR is important when there is a trade-off between CSR and non-CSR attributes and whether basic value orientations of job seekers have a moderating effect on their employer preferences. Design/methodology/approach: This article used a quantitative approach with a survey sample of 577 German students who were in their last year of study. To gain information on the relative impact of CSR- and non-CSR-related employer characteristics on employer attractiveness, an adaptive conjoint analysis was applied. Correlation analysis and a two-step hierarchical regression were conducted to detect the effects of individual value orientations. Findings: Only a few CSR attributes are relevant for young job seekers compared with other traditional employer attributes. Specific value orientations can be identified as having a moderating effect on CSR preferences. This is particularly the case for value orientations indicating a concern for the welfare of others and the environment positively affect the importance of most CSR attributes while more selfish value orientations have a negative effect. Originality/value: This study sheds light on the relative importance of CSR attributes when compared with non-CSR attributes. Moreover, it relates employee-related preferences to individual value orientations and shows that selected values have a modifying effect on the importance of CSR for job choice.

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10

Bredgaard, Thomas. "Employers and Active Labour Market Policies: Typologies and Evidence." Social Policy and Society 17, no. 3 (May 8, 2017): 365–77. http://dx.doi.org/10.1017/s147474641700015x.

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Among scholars and practitioners, there is a growing recognition of the important role of employers in the success of active labour market policies in Europe. However, there is a lack of systematic evidence about why and how employers engage in active labour market policies. In this article, the preferences and behaviour of employers towards active labour market policies are untangled. A typology of four types of employers is constructed for analytical and empirical analysis. By distinguishing positive and negative preferences from participation and non-participation, four types of employers are identified: the committed employer, the dismissive employer, the sceptical employer and the passive employer. The utility of the typology is tested with survey data on employer engagement in Danish ALMPs. The findings indicate that only a minority of Danish employers can be classified as ‘committed employers’, and the majority are either ‘dismissive’ or ‘passive’ employers. In the final section, this finding and the usefulness of the typology for analytical and empirical research is discussed.

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11

Bakanauskienė, Irena, Rita Bendaravičienė, and Laima Barkauskė. "Features of Employer Attractiveness on Lithuanian Business Organizations: Employees’ Perceptions." Management of Organizations: Systematic Research 77, no. 1 (June 27, 2017): 7–23. http://dx.doi.org/10.1515/mosr-2017-0001.

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Abstract Elections of the most attractive employer take place both in Lithuania and worldwide. Instruments used to measure organizational attractiveness in these elections are focused on a priori features of a universal “employer of choice” and therefore neglecting a fact that people may have different perceptions and preferences. Addressing this limitation the article presents the results of an empirical study of employer attractiveness in Lithuanian business sector. Based on the responses (N = 1020) to an open-ended question, the study allowed to identify the most important features of an attractive employer, namely: attractive salary, good working atmosphere, flexibility and freedom at work, timely payment of wages.

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12

Fisher, Joseph G., Laureen A. Maines, Sean A. Peffer, and Geoffrey B. Sprinkle. "An Experimental Investigation of Employer Discretion in Employee Performance Evaluation and Compensation." Accounting Review 80, no. 2 (April 1, 2005): 563–83. http://dx.doi.org/10.2308/accr.2005.80.2.563.

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Employment relationships provide fertile ground for both employee and employer opportunism. Employers worry about whether employees will devote sufficient effort to work, and employees are concerned about whether employers will compensate them appropriately. In this paper, we examine whether employer discretion over the size of the total employee compensation pool and the allocation of this pool among employees influences employee and employer opportunism. The results of our experiment indicate that firm output and employees' compensation are greater when the employer does not have discretion over total employee compensation, but does have discretion over the allocation of total compensation. We find that the employer's residual profit increases with discretion over the allocation of compensation among employees; however, we find no effect on residual profit of the employer's discretion over the total amount of employee compensation. Our results suggest that firms benefit from a compensation contract that establishes total employee compensation as a predetermined function of public, aggregate measures such as accounting income, but provides the employer at least some discretion to allocate this compensation using private information. However, our results caution that employees and employers may not have similar preferences for the degree of employer discretion over the determination of total employee compensation.

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13

Fadlon, Itzik, Jessica Laird, and Torben Heien Nielsen. "Do Employer Pension Contributions Reflect Employee Preferences? Evidence from a Retirement Savings Reform in Denmark." American Economic Journal: Applied Economics 8, no. 3 (July 1, 2016): 196–216. http://dx.doi.org/10.1257/app.20150015.

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This paper studies how firms set contributions to employer provided 401(k)-type pension plans. Using a reform that decreased the subsidy to contributions to capital pension accounts for Danish workers in the top income tax bracket, we provide strong evidence that employers' contributions are based on their employees' savings preferences. We find an immediate decrease in employer contributions to capital accounts, whose magnitude increased in the share of employees directly affected by the reform. This response was large relative to average employee responses within private IRA-type plans and was accompanied by a similar magnitude shift of employer contributions to annuity accounts. (JEL D14, J26, J32)

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14

Schullery, Nancy M., Linda Ickes, and Stephen E. Schullery. "Employer Preferences for Résumés and Cover Letters." Business Communication Quarterly 72, no. 2 (April 3, 2009): 163–76. http://dx.doi.org/10.1177/1080569909334015.

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This article reports the results of a survey of employers' preferences for résumé style, résumé delivery method, and cover letters. Employers still widely prefer the standard chronological résumé, with only 3% desiring a scannable résumé. The vast majority of employers prefer electronic delivery, either by email (46%) or at the company's Web site (38%), with only 7% preferring a paper copy. Cover letters are preferred by a majority (56%). Preferences regarding résumé style and cover letters were independent of national (USA) vs. multinational geographic range, company size, type of industry, or respondent's job function. Smaller companies prefer résumé delivery by email, and human resources workers prefer delivery using the company's Web site.

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Baert, Stijn, Ann-Sophie De Pauw, and Nick Deschacht. "Do Employer Preferences Contribute to Sticky Floors?" ILR Review 69, no. 3 (January 13, 2016): 714–36. http://dx.doi.org/10.1177/0019793915625213.

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16

Curran, Laura, Raymond Sanchez Mayers, and Fontaine H. Fulghum. "Employer Hiring Preferences in the Human Services." Human Service Organizations: Management, Leadership & Governance 42, no. 1 (October 9, 2017): 95–104. http://dx.doi.org/10.1080/23303131.2017.1375443.

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17

Paris, Marion. "Employer Preferences and the Library Education Curriculum." Library Quarterly 55, no. 1 (January 1985): 1–33. http://dx.doi.org/10.1086/601557.

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Baert, Stijn, Ann-Sophie De Pauw, and Nick Deschacht. "Do Employer Preferences Contribute to Sticky Floors?" Academy of Management Proceedings 2015, no. 1 (January 2015): 13079. http://dx.doi.org/10.5465/ambpp.2015.13079abstract.

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19

Low, Chin Heng, and Prashant Bordia. "A career stage perspective on employees' preferred psychological contract contributions and inducements." Journal of Management & Organization 17, no. 6 (November 2011): 729–46. http://dx.doi.org/10.1017/s1833367200001140.

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AbstractThe employer–employee relationship is underpinned by a psychological contract, which refers to employee beliefs about the exchange of employee contributions and employer inducements. However, there is limited understanding of how employers can shape psychological contracts to meet employees' needs and aspirations. Meeting these needs starts with an understanding of employees' preferences for psychological contract contributions and inducements. We propose that career stage models can be used to achieve that understanding. Using the career stage models of Dalton, Thompson, and Price (1977) and Super (1957), we derive insights into the preferred contributions and inducements, respectively, at various points of an employee's career lifecycle. These insights will help organizations create desirable psychological contracts and retain valued employees.

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Low, Chin Heng, and Prashant Bordia. "A career stage perspective on employees' preferred psychological contract contributions and inducements." Journal of Management & Organization 17, no. 6 (November 2011): 729–46. http://dx.doi.org/10.5172/jmo.2011.17.6.729.

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Abstract The employer–employee relationship is underpinned by a psychological contract, which refers to employee beliefs about the exchange of employee contributions and employer inducements. However, there is limited understanding of how employers can shape psychological contracts to meet employees' needs and aspirations. Meeting these needs starts with an understanding of employees' preferences for psychological contract contributions and inducements. We propose that career stage models can be used to achieve that understanding. Using the career stage models of Dalton, Thompson, and Price (1977) and Super (1957), we derive insights into the preferred contributions and inducements, respectively, at various points of an employee's career lifecycle. These insights will help organizations create desirable psychological contracts and retain valued employees.

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21

Low, Chin Heng, and Prashant Bordia. "A career stage perspective on employees' preferred psychological contract contributions and inducements." Journal of Management & Organization 17, no. 6 (November 2011): 729–46. http://dx.doi.org/10.5172/jmo.2011.729.

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AbstractThe employer–employee relationship is underpinned by a psychological contract, which refers to employee beliefs about the exchange of employee contributions and employer inducements. However, there is limited understanding of how employers can shape psychological contracts to meet employees' needs and aspirations. Meeting these needs starts with an understanding of employees' preferences for psychological contract contributions and inducements. We propose that career stage models can be used to achieve that understanding. Using the career stage models of Dalton, Thompson, and Price (1977) and Super (1957), we derive insights into the preferred contributions and inducements, respectively, at various points of an employee's career lifecycle. These insights will help organizations create desirable psychological contracts and retain valued employees.

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22

STEVENS, CYNTHIA KAY, LISA DRAGONI, and MEREDITH F. BURNETT. "EFFECTS OF FAMILIARITY ON EMPLOYER INFERENCES AND PREFERENCES." Academy of Management Proceedings 2010, no. 1 (August 2010): 1–6. http://dx.doi.org/10.5465/ambpp.2010.54493632.

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23

Woodard, Melissa S., Jane K. Miller, Daniel J. Miller, Kirk D. Silvernail, Chun Guo, Sudhir Nair, Mehmet Devrim Aydin, et al. "A cross-cultural examination of preferences for work attributes." Journal of Managerial Psychology 31, no. 3 (April 11, 2016): 702–19. http://dx.doi.org/10.1108/jmp-09-2013-0289.

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Purpose – The purpose of this paper is to examine the relationship between individual- and country-level values and preferences for job/organizational attributes. Design/methodology/approach – Survey data were collected from 475 full-time employees (average of nine years work experience, and three years in a managerial position) enrolled in part-time MBA programs in seven countries. Findings – Preference for a harmonious workplace is positively related to horizontal collectivism, whereas preference for remuneration/advancement is positively related to vertical individualism. The authors also find a positive relationship between preference for meaningful work and horizontal individualism, and between preference for employer prestige and social adjustment (SA) needs. Research limitations/implications – Although the sample comprised experienced, full-time professionals, using graduate business students may limit generalizability. Overall, the results provide initial support for the utility of incorporating the multi-dimensional individualism and collectivism measure, as well as SA needs, when assessing the relationships between values and employee preferences. Practical implications – For practitioners, the primary conclusion is that making assumptions about preferences based on nationality is risky. Findings may also prove useful for enhancing person-organization fit and the ability to attract and retain qualified workers. Originality/value – This study extends research on workers’ preferences by incorporating a new set of values and sampling experienced workers in a range of cultural contexts.

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Fairey, David B. "Exclusion of Unionized Workers from Employment Standards Law." Articles 64, no. 1 (March 30, 2009): 112–33. http://dx.doi.org/10.7202/029541ar.

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The technique of permitting unions to derogations from core employment standards has been increasingly advocated as a means of making labour law more flexible while still protecting workers since the union is considered to bring countervailing power in support of workers’ preferences. The new British Columbia Employment Standards Act contains a broad union derogation provision. Industrial relations experts have commented that employment standards that permit the opting out of statutory employee protections in this way invites corrupt arrangements between employers and employer-dominated unions. Using the new BC statute as a case study, the assumption that requiring the union’s consent to derogation from core standards ensures that the derogation reflects workers’ preferences is tested using two sources of empirical data: collective agreements entered into by an employer friendly union (the Christian Labour Association of Canada); and collective agreements in which the union had neither the opportunity nor the strength to prevent derogation.

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DellaVigna, Stefano, John A. List, Ulrike Malmendier, and Gautam Rao. "Estimating Social Preferences and Gift Exchange at Work." American Economic Review 112, no. 3 (March 1, 2022): 1038–74. http://dx.doi.org/10.1257/aer.20190920.

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We design three field experiments to estimate how workers' social preferences toward their employer motivates their work effort. We vary the pay rates offered to workers, the return to the employer, and employer generosity demonstrated via unexpected gifts. Workers exert effort even without private incentives, but their effort is insensitive to the return to the employer. This is consistent with “warm glow” but not pure altruism. The gifts have no effect on productivity, but engender extra work. This difference is explained partly by the finding that extra work is much more responsive to incentives than is productivity. (JEL C93, J24, J28, J33, M52)

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Jaswal, Pankhuri, and Sonali Bhattacharya. "Employer Branding-An Employer Attractiveness Tool, Attractiveness Factors for Millennial." Revista Gestão Inovação e Tecnologias 11, no. 4 (September 16, 2021): 5533–48. http://dx.doi.org/10.47059/revistageintec.v11i4.2577.

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Purpose: In a VUCA world and growing competition within organizations to attract the right talent, it is of extreme importance for the organizations to build employer branding strategies. Organizations need to know these strategies should be based on what factors. This study aims to understand how employer branding can be used as a tool to promote employer attractiveness. The study specifically explores the preferences of Millennial when they are looking for an employer. The study was done on MBA and BBA students, with and without work experience to know perspectives of both fresher’s who without having any experience aspire and wish their organizations to be of a certain kind and students with work experience who tend to eliminate difficulties they faced in previous organizations and prefer for certain values in their new organizations. 200 students took the survey. This study shows what factors the organizations or brand-building vendors should work on to target the right talent pool.

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P., Jaswal,, and Bhattacharya, S. "Employer branding-An Employer Attractiveness Tool, Attractiveness Factors for Millennial." CARDIOMETRY, no. 24 (November 30, 2022): 652–61. http://dx.doi.org/10.18137/cardiometry.2022.24.652661.

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Анотація:

Purpose: In a VUCA world and growing competition within organizations to attract the right talent, it is of extreme importance for the organizations to build employer branding strategies. Organizations need to know these strategies should be based on what factors. This study aims to understand how employer branding can be used as a tool to promote employer attractiveness. The study specifically explores the preferences of Millennial when they are looking for an employer. The study was done on MBA and BBA students, with and without work experience to know perspectives of both fresher’s who without having any experience aspire and wish their organizations to be of a certain kind and students with work experience who tend to eliminate difficulties they faced in previous organizations and prefer for certain values in their new organizations. 200 students took the survey. This study shows what factors the organizations or brand-building vendors should work on to target the right talent pool.

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28

McDonald, Patrick. "The Male Marriage Premium: Selection, Productivity, or Employer Preferences?" Journal of Marriage and Family 82, no. 5 (May 2, 2020): 1553–70. http://dx.doi.org/10.1111/jomf.12683.

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29

Robert, Cook Lorin, Brian J. Gibson, and Zachary Williams. "Logistics and supply chain job placement: the 2007 perspective." Journal of Transportation Management 19, no. 2 (September 1, 2008): 1–22. http://dx.doi.org/10.22237/jotm/1220227320.

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The development of an effective recruitment strategy that attracts and secures entry-level logistics talent is essential to maintain corporate performance. A critical aspect of job placement involves understanding the preferences of students and employers. This research presents results of parallel surveys of U.S. undergraduate logistics, transportation and supply chain student and employer preferences and perceptions regarding employment. Results provided include a demographic respondent profile, their organization /functional area preferences and their perspectives on selected entry-level employment issues. These research results are intended to provide employers, educators and students with information that can be used to improve job placement success.

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Scott, Dow, Conny Antoni, Jacek Grodzicki, Emilio Morales, and Jose Peláez. "Global Pay Transparency: An Employee Perspective." Compensation & Benefits Review 52, no. 3 (February 12, 2020): 85–97. http://dx.doi.org/10.1177/0886368720905693.

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Countries differ with regard to culture, employment laws and employment traditions and practices, all of which suggest that employees may have different perceptions of the degree to which their company is transparent about pay as well as their own preferences for pay transparency. This study examines, from an employee perspective, how pay transparency and pay transparency preferences differ across multiple countries in Central America, North America and Europe. Pay communications, pay transparency and pay transparency preferences differed among respondents of the countries studied. However, Hofstede’s culture l country measures, uncertainty avoidance, lower levels of individualism and lower levels of power distance were not associated with preferences for pay transparency as might be expected from the literature. Although pay transparency preferences are not related to employee perceptions regarding employer pay communications, pay transparency preferences are related to pay transparency.

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Fernando, Harsha, and Vathsala Wickramasinghe. "Employability skills of maintenance technicians in container ports: Implications for maritime technical and vocational education and training." Maritime Technology and Research 6, no. 4 (April 8, 2024): 269909. http://dx.doi.org/10.33175/mtr.2024.269909.

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The study investigated the employability skills of maintenance technicians engaged in container ports in Sri Lanka. The specific objectives were to investigate 1) employability skill gaps between technicians’ evaluations of the level of current possession and the expected level to be possessed for the current job tasks, 2) employability skill gaps between technicians’ evaluations of the expected level of skills for current job tasks and immediate superiors’ evaluation of the importance of the same for current tasks, and 3) maintenance technicians’ exposure to skill development strategies after joining the respective container port terminals. The study was conducted in the two main container ports of Sri Lanka- Colombo and Hambantota. Responses were pooled from two independent sample groups- maintenance technicians and their immediate superiors. Maintenance technicians had graduated from technical and vocational education and training institutions with levels 3 or 4 National Vocational Qualification. Findings identified employability skill preferences of maintenance technicians and their immediate superiors, which led to possible skill gaps. The findings highlight the importance of TVET institutions identifying the preferences of business sectors, they should be prepared to impart employer-preferred skills to their trainees and to bridge any gaps in expectations. This will lead employees to develop realistic expectations of employer preferences. Hence, the findings of the study have implications for technical and vocational education and training institutions, students enrolled in these institutions, employees engaged in container ports, and their employers. Highlights Employability skills are vital to be employed and to remain employed Skill gaps have consequences for job seekers, employers, and training institutes This study investigated employability skills of technicians in container ports

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McDonald, Patrick. "How Factorial Survey Analysis Improves Our Understanding of Employer Preferences." Swiss Journal of Sociology 45, no. 2 (July 1, 2019): 237–60. http://dx.doi.org/10.2478/sjs-2019-0011.

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Abstract Factorial Survey Analysis (FSA) is an analytical tool that presents respondents with fictional situations (“vignettes”) to be rated or judged. In this paper we study the use of FSA in labour market sociology, with a particular focus on employer-based surveys, and what they can teach us about hiring preferences. FSA is useful in this context as it targets employers directly and comes close to a causal design. This review article seeks to pinpoint the contributions FSA has made to the field, identify its limits and propose topics in which it may be useful.

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Kurek, Dorota. "Traditional and Modern Sources of Information “Serving” the Image of the Public Employer – A Generational Perspective." International conference KNOWLEDGE-BASED ORGANIZATION 30, no. 1 (June 1, 2024): 1–6. http://dx.doi.org/10.2478/kbo-2024-0032.

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Abstract The image of public organizations as employers, including security institutions such as the Polish Army, is an intangible, subjective and changeable aspect, which is shaped, among other things, using modern and traditional communication platforms. The preference of information sources is an important issue in the process of employer branding, as the selection and use of the right sources of information allows to effectively inform target groups, increase the level of knowledge about the attributes of the military as an employer, eliminate misinformation and respond more quickly to image crises. With the above in mind, the purpose of the conducted research was to identify the sources of information about the military used by representatives of three generations operating in the modern labor market, including the search for a relationship between the level of attractiveness of the Polish Army and the sources of information used by the public. The conducted research aimed to show how important it is to know the target groups, their preferences, and needs, in the context of the process of building the image of a public institution as an attractive employer.

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Ravn, Rasmus Lind, and Thomas Bredgaard. "Employer Preferences Towards Recruitment of Refugees – A Danish Vignette Study." Nordic Journal of Migration Research 11, no. 3 (September 3, 2021): 301. http://dx.doi.org/10.33134/njmr.375.

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Meyerding, Stephan G. H. "Job preferences of agricultural students in Germany – A choice-based conjoint analysis for both genders." International Food and Agribusiness Management Review 21, no. 2 (March 13, 2018): 219–36. http://dx.doi.org/10.22434/ifamr2017.0060.

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Knowledge of the job preferences of agricultural students is essential for the competitiveness of the industry. Yet no study is available in Germany. Other studies mostly used direct questions for the preference measurement, which raises possible concerns about a socially desirable response bias. For this reason, the present study combines a quasi-experiment (choice-based conjoint analysis) and direct questions (Likert scales) to measure the job preferences of 568 agricultural students in Germany and compares the results. In addition to finding gender differences, the study found that ‘income’ and ‘future perspective’ are the most important job characteristics for the job choice of agricultural students, and that they also prefer an increasing ‘work-life-balance’ as well as a ‘rural location’ for their future employer. Insights about job characteristics’ attractiveness lead to a more transparent environment in which employers and (potential) employees make better-informed decisions, resulting in increased job satisfaction, performance and career sustainability.

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Feldman, Yuval, and Yotam Kaplan. "Preference Change and Behavioral Ethics: Can States Create Ethical People?" Theoretical Inquiries in Law 22, no. 2 (July 1, 2021): 85–110. http://dx.doi.org/10.1515/til-2021-0018.

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Abstract Law and economics scholarship suggests that, in appropriate cases, the law can improve people’s behavior by changing their preferences. For example, the law can curb discriminatory hiring practices by providing employers with information that might change their discriminatory preference. Supposedly, if employers no longer prefer one class of employees to another, they will simply stop discriminating, with no need for further legal intervention. The current Article aims to add some depth to this familiar analysis by introducing the insights of behavioral ethics into the law and economics literature on preference change. Behavioral ethics research shows that wrongdoing often originates from semi-deliberative or non-deliberative cognitive processes. These findings suggest that the process of preference change through the use of the law is markedly more complicated and nuanced than previously appreciated. For instance, even if an employer’s explicit discriminatory stance is changed, and the employer no longer consciously prefers one class of employees over another, discriminatory behavior might persist if it originates from semi-conscious, habitual, or non-deliberative decision-making mechanisms. Therefore, actual change in behavior might necessitate a close engagement with people’s level of moral awareness. We discuss the institutional and normative implications of these insights and evaluate their significance for the attempt to improve preferences through the different functions of the legal system.

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Coles, Peter, Alexey Kushnir, and Muriel Niederle. "Preference Signaling in Matching Markets." American Economic Journal: Microeconomics 5, no. 2 (May 1, 2013): 99–134. http://dx.doi.org/10.1257/mic.5.2.99.

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Many labor markets share three stylized facts: employers cannot give full attention to all candidates, candidates are ready to provide information about their preferences for particular employers, and employers value and are prepared to act on this information. In this paper we study how a signaling mechanism, where each worker can send a signal of interest to one employer, facilitates matches in such markets. We find that introducing a signaling mechanism increases the welfare of workers and the number of matches, while the change in firm welfare is ambiguous. A signaling mechanism adds the most value for balanced markets. (JEL C78)

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Pawar, Avinash, Rira Nuradhawati, Atik Rochaeni, and Indra Kristian. "BUSINESS SIGNIFICANCE OF EMPLOYEE VALUE PROPOSITION TOWARDS EFFECTIVE WORKFORCE MANAGEMENT." Jurnal Academia Praja 6, no. 1 (February 14, 2023): 1–20. http://dx.doi.org/10.36859/jap.v6i1.1421.

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The Employee Value Proposition (EVP) represents the perceived overall deal between employer and employee. The employer offers the employee and expects contributions from the employee in return. The inducements and contributions consist of mutual obligations and promises. Inducements typically concern career progression, organisational support, fair and transparent performance management and more tangible things such as pay and holiday entitlements. Contributions related to working hours, being an employer advocate within and outside the organisation, bringing skills, enthusiasm and entrepreneurship to productive work. Importantly, within the overall deal, nested deals are operating at different organisation levels, such as the tailored, workable arrangements forged between the team leader and team members. These reflect opportunities available for employees to shape their work experience. Top-performing companies create a sustainable EVP and total rewards strategy based on the needs, demographics and preferences of their workforce. Employee value Proposition refers to the rewards and benefits an employee receives in return for his performance at the organisation's workplace. The characteristics of the EVP need to be reflected in the corporate and employer brands. This paper takes reviews the concept of employee value proposition along with the business significance of human resource management.

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Durst, Carolin, and Vanessa Klopf. "Unveiling the Influence: Corporate Influencers and Employer Branding in the Skilled Trades Industry." European Conference on Social Media 11, no. 1 (May 21, 2024): 92–102. http://dx.doi.org/10.34190/ecsm.11.1.2137.

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The skilled trade industry is a significant driving force for the development and prosperity of society and constitutes the backbone of the German economy with its small and medium-sized enterprises. Currently, waiting times for craftsmen stand at approximately three months. This trend is on the rise due to the continued and severe shortage of apprentices and skilled workers. Potential trainees are representatives of Generation Z and best reached through social media channels. Consequently, many companies deliberately utilize corporate influencers in employer branding efforts to win young talents. Corporate influencers have the ability to present specifically job-related content and offer more authentic insights into the daily work environment. However, do they genuinely influence the career preferences of potential trainees? The aim of this study is to investigate if and to what extent corporate influencer influence the perception of the skilled trades industry and career preferences of potential applicants. To investigate the impact of corporate influencers on the perception of the skilled trade industry and the respective career preferences of potential applicants, we conducted a study with 66 students from a secondary school in Germany. (1) First, we measured the perception of the skilled trades industry and career preferences of the participants. (2) Then we exposed them to previously selected content of two corporate influencers from the skilled trades sector. (3) After the exposure, we measured the perception of the skilled trades industry and career preferences of the participants again. For the statistical analysis we used regression analyses and T-tests. The findings of the study show that corporate influencer on social media positively influenced both, the perception of the skilled trades industry and the career preferences of potential applicants. Particularly, insights into daily work routines prove to be effective. Simultaneously, the study reveals that the employer attractiveness of the skilled trades industry in general significantly influences the perception of the industry and enhances applicants' interest in craft professions.

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Arora, Ashna, Leonard Goff, and Jonas Hjort. "Pure-Chance Jobs versus a Labor Market: The Impact on Careers of a Random Serial Dictatorship for First Job Seekers." AEA Papers and Proceedings 111 (May 1, 2021): 470–75. http://dx.doi.org/10.1257/pandp.20211010.

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Do workers' first jobs affect their careers? Do such first-job effects (FJEs) vary across worker types? If so, can policy improve upon a “free” labor market by altering initial worker-employer matches? We study these questions using Norway's pre-2013 system of assigning doctors to their first job–residencies–through a random serial dictatorship. This generated individual-level variation in workers' choice sets over employers, which we use as instrumental variables to estimate FJEs. We then decompose workers' preferences over first employers into FJEs-on-earnings and employer “amenity value” components, showing how matches and worker welfare changed in the post-2013 decentralized labor market.

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Zagelmeyer, Stefan. "Determinants of Collective Bargaining Centralization." Journal of Industrial Relations 49, no. 2 (April 2007): 227–45. http://dx.doi.org/10.1177/0022185607074920.

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Various factors influence the development of collective bargaining structures. Based on cross-sectional and pooled cross-sectional data from the British Workplace Employment Relations Survey series, this article discusses and empirically analyses the establishment-level determinants of collective bargaining centralization, i.e. whether an establishment is covered by single-employer collective bargaining or multi-employer collective bargaining. It argues that the employers' and trade unions' preferences for a particular bargaining structure depend on the outcome of cost—benefit analyses of different available institutional alternatives. The actual choice of a collective bargaining structure then reflects the interaction of the actors' preferences, moderated by an institutionally determined decision-making process. Estimation of a probit model with pooled cross-sectional data shows that the number of unions present at the establishment, membership of an employers' association, and public sector affiliation are positively associated with collective bargaining centralization. In contrast to this, establishment size, trade union density, foreign ownership and control, and international product markets are negatively associated with centralization. Neither establishment age nor foreign ownership appeared to be significant.

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Bulfone, Fabio, and Alexandre Afonso. "Business Against Markets: Employer Resistance to Collective Bargaining Liberalization During the Eurozone Crisis." Comparative Political Studies 53, no. 5 (October 6, 2019): 809–46. http://dx.doi.org/10.1177/0010414019879963.

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Employer organizations have been presented as strong promoters of the liberalization of industrial relations in Europe. This article, in contrast, argues that the preferences of employers vis-à-vis liberalization are heterogeneous and documents how employer organizations in Spain, Italy, and Portugal have resisted state-led reforms to liberalize collective bargaining during the Euro crisis. It shows that the dominance of small firms in the economies of these countries make employer organizations supportive of selective aspects of sectoral bargaining and state regulation. Encompassing sectoral bargaining is important for small firms for three reasons: it limits industrial conflict, reduces transaction costs related to wage-bargaining, and ensures that member firms are not undercut by rivals offering lower wages and employment conditions. Furthermore, the maintenance of sectoral bargaining and its extension to whole sectors by the state is a matter of survival for employer organizations. The article presents rationales for employer opposition to liberalization that differ from the varieties of capitalism approach.

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Shiu, Ji-Liang, and Meng-Chi Tang. "Household Preferences and Joint Decisions on Employer-Provided Health Insurance Access." Manchester School 84, no. 6 (September 28, 2015): 723–48. http://dx.doi.org/10.1111/manc.12129.

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Dressel, Terese, and Michael Martin. "Needs and preferences for employer supported child care: A feasibility study." Lifestyles Family and Economic Issues 10, no. 2 (1989): 163–71. http://dx.doi.org/10.1007/bf00988535.

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Rood, Robert. "Traditional Versus Accelerated Degree Program Graduates: A Survey of Employer Preferences." Journal of Continuing Higher Education 59, no. 3 (September 2011): 122–34. http://dx.doi.org/10.1080/07377363.2011.614878.

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Gittoes, Elise, Elias Mpofu, and Lynda R. Matthews. "Rehabilitation Counsellor Preferences for Rural Work Settings: Results and Implications of an Australian Study." Australian Journal of Rehabilitation Counselling 17, no. 1 (June 1, 2011): 1–14. http://dx.doi.org/10.1375/jrc.17.1.1.

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AbstractThis study sought to identify influences on rehabilitation counsellors' preference to work in rural areas, including their recruitment to, and retention in, rural work settings. Participants were 38 practicing rehabilitation counsellors (31% males) recruited through the Australian Society of Rehabilitation Counsellors and the Rehabilitation Counselling Association of Australasia. The mean age of participants was 38.67 years (SD= 12.9 years, age range, 25 to 65 years). Nineteen (50%) were working in rural areas at the time of the survey. A specifically designed survey, the Work Setting Preference Inventory (WSPI), which incorporated both quantitative and qualitative response options, was used to collect data. Analysis involved open coding of data into themes that emerged from the participants' responses. Descriptive statistical analysis was applied to quantify the prevalence or salience of particular themes. Results suggest that participants perceived preference to work in rural area to be influenced by the unique lifestyle of rural communities and family friendly employer policies. They perceived the availability of employment and training opportunities and supplemental financial compensations as incentives to attract rehabilitation counsellors to work in rural areas. Programs to recruit rehabilitation counsellors to rural areas should address employee lifestyle preferences in the context their overall career development.

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Kaskie, Brian. "Policy Series: Illuminating the Intersection Between Employers and Experienced Employees: Current Research and Policy Directions." Innovation in Aging 4, Supplement_1 (December 1, 2020): 808. http://dx.doi.org/10.1093/geroni/igaa057.2936.

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Abstract Population aging, resulting from the combination of longer life expectancy and lower birthrates, has widespread implications for both employees and employers across the United States. By2040, age55-plus workers are projected to account for more than25 percent of America’s workforce. Yet, even though we have gained a better understanding of the needs and preferences of aging workers, we know far less about the organizations which employ them. This symposium presents the latest research concerning: age discrimination in the workplace, intergenerational workplace arrangements, work ability and performance, and the increasingly varied pathways older persons are taking from work to retirement. We also examine how employers have addressed these issues, and consider why one type of employer may be more likely to adopt and implement a policy or program supporting older workers. Panelists then discuss policy alternatives that may increase and expand current employer efforts to support experienced employees.

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Lisi, Marco, and João Loureiro. "Employer preferences and political alignments during the Eurocrisis: Evidence from the Portuguese case." Business and Politics 21, no. 3 (July 3, 2019): 385–414. http://dx.doi.org/10.1017/bap.2019.7.

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AbstractThis paper strives to shed light on the interaction between business groups and the main governing parties after the onset of the economic crisis through a “thick narrative” approach. By focusing on the Portuguese case, the study aims to examine the preferences of the employer confederations during the distinct phases of the economic crisis and to analyze the political alignments established with different party governments. This contribution confirms the fragmentation of business interests on the one hand and tensions between the right-wing government and the main employer confederations on the other. While a pragmatic approach to party politics seems to be the predominant trend, historical and institutional legacies are still important factors when considering the actions and inner tensions of these organizations.

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Watson, Sara, and Raj Arunachalam. "Firms and Social Protection: An Event Study." Comparative Political Studies 51, no. 14 (June 5, 2018): 1974–2021. http://dx.doi.org/10.1177/0010414018774375.

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How should we understand business interests in the welfare state when firms have strategic incentives to misrepresent their preferences? This article uses an event study to uncover firms’ preferences over social protection. We use the stock market’s response to proposed legal changes in employment and wage protection to test class- versus skill-based understandings of employer preferences. Using data from France between 1997 and 2003, we find evidence in favor of the skill-centered approach.

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Dizon, Dino S. "Retaining the Workforce: A Study on the Preferences of Selected Business Establishments in Retaining their Employees." Cognizance Journal of Multidisciplinary Studies 4, no. 10 (October 30, 2024): 118–26. http://dx.doi.org/10.47760/cognizance.2024.v04i10.008.

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This study aimed to identify the factors that employers consider when retaining their employees. Using a descriptive research method, the study targeted a total of 113 registered MSMEs in Calasiao, Pangasinan represented by the owners, employers, and HR managers as the respondents. The data collection primarily relied on a survey questionnaire. The findings revealed that in the Municipality of Calasiao, sole proprietorship businesses predominantly operate within the wholesale and retail industry which employ 0-9 individuals, significantly contributing to the local job market and the municipality’s business profile. The business landscape in the city encompasses a diverse range of establishments, including newly established businesses operating for less than five years and well-established ones with over two decades of experience. This diversity creates a healthy employment environment, driven by ongoing business investments that stimulate economic growth and employment opportunities. Employers in Municipality of Calasiao, Pangasinan exhibited strong preferences when it comes to retaining employees, placing particular emphasis on individuals with excellent customer service skills and personal qualities like self-motivation, integrity, and a passion for their work. This comprehensive approach to employee retention reflects a multifaceted strategy for employee development. In conclusion, these findings highlight the dynamic and diverse business environment in Municipality of Calasiao. Employers prioritize not only technical skills but also personal qualities and specialized skills in their retention strategies, demonstrating a holistic approach to employee development. Based on these findings, it is recommended for employers to strike a balance between work attitude and employee attitude for effective employee retention. Employers are also encouraged to invest in workplace safety education and training, fostering a culture of safety awareness and competence. Employees are also urged to actively engage in training and seminars to enhance their specialized, general, and personal skills, aligning with employer preferences. Continuous self-improvement is vital for employees to stand out and increase their chances of long-term retention. Future research studies are recommended to explore additional factors influencing employee retention as perceived by employers, offering a more comprehensive understanding of the subject.

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