Relevant bibliographies by topics / Employer of choice

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Employer of choice'

Author: Grafiati
Published: 4 June 2021
Last updated: 25 April 2022

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Journal articles on the topic "Employer of choice"

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Bellou, Victoria, Ioannis Chaniotakis, Ioannis Kehagias, and Irini Rigopoulou. "EMPLOYER BRAND OF CHOICE: AN EMPLOYEE PERSPECTIVE." Journal of Business Economics and Management 16, no. 6 (December 24, 2015): 1201–15. http://dx.doi.org/10.3846/16111699.2013.848227.

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This study seeks to contribute in the field of the ideal employer, by determining the Employer Brand of Choice and its core components. In doing so, a pilot study was initially conducted to delineate these components. Evidence from 896 working adults that participated in a field study support the multi-dimensionality of the construct Employer Brand of choice, highlighting the role of “Remuneration”, “Relationships”, “Opportunities for Self Development”, “Recognition”, and “Corporate Image”. These findings not only offer a concrete and holistic theoretical base of Employer Brand of Choice, but they can also serve as a managerial guide towards enhancing companies’ ability to attract, retain and motivate talented individuals.
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Saini, Gordhan K., and I. M. Jawahar. "The influence of employer rankings, employment experience, and employee characteristics on employer branding as an employer of choice." Career Development International 24, no. 7 (November 11, 2019): 636–57. http://dx.doi.org/10.1108/cdi-11-2018-0290.

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Purpose Drawing on the psychological contract theory and signaling theory, the purpose of this paper is twofold: first, to examine the effect of employer rankings and employment experience on employee recommendation of an employer as an employer of choice and second, to examine whether these effects vary by employee characteristics (i.e. full-time vs part-time, current vs former and newcomers vs established employees). Design/methodology/approach The authors used multilevel logistic regression on a sample of 39,010 Glassdoor employee reviews, drawn from the companies for which three-year employer rankings (from 2015 to 2017) were available, to achieve our research objectives. Findings The results show that employment experience influenced employees’ recommendation of an employer as an employer of choice. The average standardized rankings for three years (i.e. 2015–2017) was also associated with employees’ recommendation of an employer as an employer of choice. Employee characteristics such as employment type (i.e. full-time vs part-time), employment status (i.e. current vs former) and tenure significantly interacted with employment experience in affecting recommendations of a company as an employer of choice. Originality/value In contrast to the bulk of the research on employer branding that relied on job seekers, the authors studied factors that influence employees’ recommendation of an employer as an employer of choice, arguably the most important indicator of employer internal brand strength. The results offer fresh theoretical and practical insights in an area where research lags far behind practice.
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Findlay, Patricia, Colin Lindsay, Jo McQuarrie, Marion Bennie, Emma D. Corcoran, and Robert Van Der Meer. "Employer Choice and Job Quality." Work and Occupations 44, no. 1 (November 9, 2016): 113–36. http://dx.doi.org/10.1177/0730888416678038.

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This article examines employer choice in relation to job quality (JQ). Acknowledging the important role of market, institutional, and technological constraints, the authors highlight the role of employer agency in shaping JQ by reporting on an employer-led service redesign initiative in hospital pharmacy services in Scotland. This redesign initiative aimed at upskilling employees and redirecting their work effort toward high value-added, patient-facing work using robotics implementation. The article provides a critical assessment of the success of the initiative in enhancing JQ and explores a range of factors constraining and shaping employers’ JQ choices.
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Rampl, Linn Viktoria. "How to become an employer of choice: transforming employer brand associations into employer first-choice brands." Journal of Marketing Management 30, no. 13-14 (July 28, 2014): 1486–504. http://dx.doi.org/10.1080/0267257x.2014.934903.

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Tanwar, Karnica, and Amresh Kumar. "Employer brand, person-organisation fit and employer of choice." Personnel Review 48, no. 3 (April 1, 2019): 799–823. http://dx.doi.org/10.1108/pr-10-2017-0299.

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Purpose The purpose of this paper is to explore the relationship between employer brand dimensions and employer of choice (EOC). The paper also analyses the role of person-organisation fit in transferring employer brand dimensions to EOC status, and the moderating role of social media in the relationship between person-organisation fit and EOC. Design/methodology/approach Factor analysis has been conducted to validate the “employer attractiveness” scale for identifying the dimensions of employer brand. Structural equation modelling has been used to conduct mediation and moderation analysis. The results are based on the perceptions of college students regarding employer brand dimensions and EOC status. Findings The paper provides empirical insights on how the person-organisation fit helps in transferring employer brand dimensions to EOC status. The results indicate that the person-organisation fit acts as a full mediator, indicating that for becoming a EOC, the dimensions of employer brand must be linked to the person-organisation fit. Also, the moderation analysis results highlight the importance of social media towards obtaining EOC status. Originality/value The authors believe that the study is the first of its kind to investigate drivers of EOC, and to identify the role of the person-organisation fit as a mediating variable and social media as a moderating variable.
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Saini, Gordhan K., and I. M. Jawahar. "Do Employment Experience and Attractiveness Rankings Matter in Employee Recommendation? A Firm-level Analysis of Employers." Management and Labour Studies 46, no. 2 (February 19, 2021): 175–91. http://dx.doi.org/10.1177/0258042x21989945.

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In this article, we draw on psychological contract theory to examine the influence of employees’ experiences on their ‘employer of choice’ recommendation and on signalling theory to examine the influence of employer rankings on ‘employer of choice’ recommendation. Using firm-level data representing 387 firms, we used Tobit regression model to assess the effect of employment experience and employer attractiveness rankings on employees’ recommendation of a company as an ‘employer of choice’. We found that employment experience of current and former employees positively influenced employees’ endorsement of their employer. Culture and values, and career opportunities are the most significant variables in generating positive employee recommendation. In addition, appearing in most attractive employer rankings also influenced their recommendation. However, employer rankings lower than the median rank had no effect on whether or not employees recommended their organizations. Being ranked lower than the median did not influence employees’ decisions to endorse their organization because it does not have the same potency for employees as when a firm is ranked higher than the median. Results provide us with a nuanced understanding of the effects of employer attractiveness rankings. Our study has important conceptual and methodological strengths (including the firm-level measure of employment experience and word of mouth) over previous studies in the area of employer branding. JEL Classification: M370, M510, M540, C340, M190
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Suen, Hung-Yue, Kuo-En Hung, and Fan-Hsun Tseng. "Employer Ratings through Crowdsourcing on Social Media: An Examination of U.S. Fortune 500 Companies." Sustainability 12, no. 16 (August 5, 2020): 6308. http://dx.doi.org/10.3390/su12166308.

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The aims of this study are to examine the effect of crowdsourced employer ratings and employee recommendations of an employer as an employer of choice, to examine which employer ratings that represent different employee value propositions can predict the overall employer rating through crowdsourcing, to examine whether the Fortune 500 ranking can also influence overall employer ratings, and to mine which keywords are popularly used when employees post a comment about the pros and cons of their employers on a crowdsourced employer branding platform. The study collected crowdsourced employer review data from Glassdoor based on 2019 Fortune 500 companies, and the results found that crowdsourced employer ratings are positively associated with “recommend to a friend,” while culture and values predominantly influence overall employer ratings. The rank of Fortune 500 has less predictive power for overall employer ratings than for other specific employer ratings, except for business outlook. The most popular keywords of Pros on Glassdoor are work–life balance and pay and benefits, whereas the most popular keywords of Cons on Glassdoor are work–life balance and upper management.
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Ferguson, Erik. "The influence of employer ridesharing programs on employee mode choice." Transportation 17, no. 2 (February 1990): 179–207. http://dx.doi.org/10.1007/bf02125335.

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Bellou, Victoria, Irini Rigopoulou, and John Kehagias. "Employer of choice: does gender matter?" Gender in Management: An International Journal 30, no. 8 (November 3, 2015): 613–34. http://dx.doi.org/10.1108/gm-01-2015-0004.

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Purpose – This paper aims to set out to add to extant knowledge by delineating the content of employer of choice (EOC) regardless of sector and shedding light on the role of gender in the EOC profile. Becoming an employer of choice (EOC) is a strategy that can help organizations manage current and prospective employee expectations of their employment relationship. Design/methodology/approach – Responses were gathered from 896 working adults. The questionnaire was developed by the researchers to reflect the employment experience. Parallel analysis and factor analysis were used to analyze the content of the EOC, and t-tests compares EOC factors between male and female individuals. Findings – The results verify the multi-dimensionality of EOC and enrich its content. The most important facets of EOC for employees are the quality of workplace relationships, work prerequisites and satisfying work setting as the most important. With regards to how male and female employees perceive the EOC, both differences and similarities were found. Research limitations/implications – Key limitations pertain to its cross-sectional design, the fact that gender is examined in isolation of other forms of identity that may interact with gender, and the fact that all respondents were Greek and white-collar. Practical implications – The findings can support HR and marketing managers in their effort to attract talented individuals and retain and activate talented employees. Originality/value – Existing evidence identifies the profile of EOCs within specific sectors, while we construct an EOC profile that crosses sector boundaries. Moreover, it is the first time that research into EOC takes gender into consideration in a structured way to offer a clearer understanding of what is valued by individuals.
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Ko, Joonho, and Daejin Kim. "Employer-based travel demand management program: Employer’s choice and effectiveness." Transport Policy 59 (October 2017): 1–9. http://dx.doi.org/10.1016/j.tranpol.2017.06.003.

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Dissertations / Theses on the topic "Employer of choice"

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Barbeite, Francisco. "Importance of learning and development opportunity to job choice decisions." Thesis, Georgia Institute of Technology, 2001. http://hdl.handle.net/1853/28567.

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Sher, Jordan. "Understanding how qualifying-year accounting students construe potential employers when making employer-choice decisions." Master's thesis, Faculty of Commerce, 2021. http://hdl.handle.net/11427/33022.

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This study explores how Postgraduate Diploma of Accounting (PGDA) students at the University of Cape Town consider potential employers when making employer-choice decisions. Kelly's Repertory Grid technique was employed during structured interviews with twelve (N = 12) PGDA students. Perceptions about potential accounting employers varied across the participants. Investec and Nedbank, both of which are Banks, were construed similarly for 11 out of 12 participants. On average, three of the Big Four auditing firms were mostly construed similarly, namely EY, PwC and Deloitte, with KPMG construed differently by the majority of participants. Nolands and Mazars were construed similarly for 8 participants. Transnet was perceived distinctly from the other firms by most participants. The most frequently elicited constructs were regarding progression opportunities, international exposure and ethical reputation. The following themes emerged from a thematic analysis of the participants' interview responses: (1) organizational attractiveness, (2) exposure gained during training, (3) work environment, (4) progression opportunities, (5) diversity policies, (6) brand awareness, (7) workplace flexibility and work-life balance, (8) the recruitment process, (9) corporate social responsibility, and (10) a felt moral responsibility to the employer. This study proposes that by understanding how students construe and perceive different sets of potential accounting employers, employers could improve their attraction and retention strategies. The findings of this study could also be of benefit to career counsellors and others tasked with advising and guiding accounting graduates.
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Lindahl, Stina, and Jenny Fahlgren. "Att bli en Employer of Choice – hur attraherar vi generation Y:s ingenjörer?" Thesis, Umeå universitet, Sociologiska institutionen, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-128885.

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Den ökade konkurrensen om specialiserad kompetens är idag påtaglig för många arbetsgivare. Svensk industri är en av de branscher som berörs av detta och då framför allt på grund av en ökad brist på ingenjörer. Organisationen AB är en av aktörerna där denna utveckling är aktuell och kompetensbristen gör att organisationen behöver en effektiv strategi för att säkerställa en stabil kompetensförsörjning. Ett led i utformandet av en strategi innebär att undersöka vilka värden och villkor potentiella arbetstagare prioriterar vid val av arbetsgivare. Denna studie ämnade därför att undersöka ifall organisationens kommunicerade värden och villkor överensstämmer med vad ingenjörer inom generation Y önskar hos sin arbetsgivare. För att operationalisera syfte och frågeställningar användes både en kvantitativ och kvalitativ metod, och studien genomfördes med hjälp av kvalitativa intervjuer med HR- och marknadsansvariga på organisationen samt via en enkät som delades ut till 52 ingenjörsstudenter vid Umeå universitet. Resultatet visar att organisationen främst vill attrahera ingenjörer med sina värdeord men lägger också vikt vid karriärmöjligheter och personlig utveckling samt ett gott arbetsklimat. Resultatet från enkäten belyser att trevliga arbetskamrater, gott ledarskap samt att ha ett intressant och meningsfullt arbete är det som ingenjörerna lockas mest av.
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Lundahl, Sofia, and 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.

 

 

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Kritzinger, Henriette. "Engaging people through storytelling to become an employer of choice in the knowledge era." Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/846.

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Thesis (MBA (Business Management))--Stellenbosch University, 2008.
ENGLISH ABSTRACT: Business leaders of today agree that people are the greatest asset of their enterprises, but they struggle to live up to the requirements the knowledge specialists of today dictate. This study investigates the method of storytelling as a leadership tool to engage people in businesses and to contribute to such businesses in becoming an Employer of Choice. In the present day knowledge era the way we communicate has changed completely and knowledge has become the single most important factor within businesses. The latter, in conjunction with the technology boom, has led to an extremely fast paced business environment worldwide, leaving the knowledge experts feeling somehow alienated. Business leaders need to understand this phenomenon and incorporate a culture of care within the business. It is easy to overlook the least troublesome, uncomplicated and inexpensive ways of communications, such as storytelling, to add value in creating a business environment of such a nature. South African businesses should tap into the wisdom of the Ubuntu culture that has its roots deep in storytelling as a method of knowledge sharing and to foster development. The objective of this research document is to illustrate the relationship between storytelling and engaging employees and retaining talent by means of which management could gain a better overview of how their implementation of a storytelling culture in the business could affect their customer retention in the relevant business.
AFRIKAANSE OPSOMMING: Eietydse sakeleiers stem saam dat mense die grootste bate in hul ondernemings is, maar hulle vind dit moeilik om aan die vereistes te voldoen wat die kennisspesialiste deesdae voorskryf. Hierdie studie stel ondersoek in na die metode van storievertel as 'n bestuurswerktuig om mense binne ondernemings te betrek en om by te dra dat sulke ondernemings 'n voorkeurwerkverskaffer kan word. In die hedendaagse kennis-era het die manier waarop ons kommunikeer, heeltemal verander en het kennis die enkel belangrikste faktor in ondernemings geword. Gepaardgaande met die ontploffing in tegnologie, het ondernemings tot 'n uiters vinnige pas in die wêreldwye sake-omgewing gelei, wat die kennisspesialiste ietwat vervreemd gelaat het. Sakeleiers behoort hierdie verskynsel te verstaan en 'n omgee kultuur in hul ondernemings in te voer. Dit is maklik om die mees probleemvrye, ongekompliseerde en goedkoopste kommunikasie maniere mis te kyk, soos die vertel van stories, om waarde toe te voeg tot die skepping van 'n sake-omgewing van so 'n aard. Suid-Afrikaanse ondernemings behoort die wysheid in die Ubuntu-kultuur te ontgin met sy wortels diep in storievertel as 'n manier om kennis te deel en om te ontwikkel. Die doel van hierdie opdrag is om die verhouding tussen storievertel en die betrokkenheid van werknemers toe te lig en om hul talent te behou waardeur die bestuur 'n beter oorsig kan verkry van hoe die implementering van 'n strorievertel kultuur in die onderneming die behoud van kliënte in die betrokke onderneming kan beïnvloed.
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Solecki, Steven James. "The criteria for becoming an employer of choice and how these criteria impact on performance." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53623.

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Thesis (MBA)--Stellenbosch University, 2003.
This study is an evaluation of the components of organisational success and how they combine to distinguish employers of choice from other organisations. Being an employer of choice is attracting interest in the employment market as organisations attach a perceived value to this. Employers of choice are not only of interest to organisations but also to prospective employees who are increasingly choosing the companies for which they would prefer to work according to organisation ran kings. Job seekers try to move to top companies as the benefits and opportunities are believed to be better. This study looks at the various surveys and opinions available in an attempt to identify the specific criteria that make one organisation better than another. These criteria are then evaluated and conclusions drawn regarding the extent to which they are beneficial to organisational performance. Most of the criteria appear to be components of sound human resource management practices. This leads us to believe that success is driven by sound practices, which in turn attract top performers who can continue the cycle by adding improved organisational performance. Being an employer of choice and being a top-performing organisation cannot be separated. The two concepts are interdependent as the one fuels the other.
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Schneider, Anton, and Janina Thörn. "Employer branding i praktiken : - en fallstudie på ett tjänsteföretag." Thesis, Stockholm University, Department of Education, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-26335.

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This essay ventilates the relatively new phenomenon employer branding. Due to societal changes, such as demographical and financial changes, the labour market in Sweden has changed. It is evident that an increasing number of organisations need to put more of an effort in their methods of attracting talent and retaining competence within the organisation. By a case study based on five interviews, the purpose of the study was to compare literature and practice to see how well they compare as well as how employer branding bring about different aspects of the effect. There was also an ambition to highlight aspects of employer branding considered important to have in mind when undertaking an employer branding exercise. The results reveal several themes and aspects of employer branding, among which one finds individual development, the importance of communication and the importance of cooperation.

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Poonoosamy, Sareesha. "An investigation into the organisational attributes of an employer of choice: a South African automotive industry perspective." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/21615.

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The automotive industry in South Africa is now more than ever before, facing a new era of intense international competition and as a means to survive; organisations are continuously searching for ways to increase their competitiveness. To this end, recent approaches have focussed on the role that people perform in bringing about competitive advantage and has resulted in greater emphasis being placed on the attraction as well as retention of the right people to achieve organisational success. However, developing trends such as changes in the supply of workers, expectations of new generations and a more diverse population have pressurised organisations to institutionalise a dynamic solution. This has placed greater imperative on becoming an employer of choice - those organisations that can differentiate their human resource practices from the competition in order to attract, develop and retain the people they need. The research problem that was addressed in this study is to identify and investigate the organisational attributes of an employer of choice. A comprehensive literature review was executed to review the various definitions, trends impacting as well as the significance of the status - employer of choice. Furthermore strategies for becoming an employer of choice were evaluated and prominent employer of choice attributes identified from the literature. The researcher has also found that a significant number of authors have suggested employer branding as a key strategy in the effort to become an employer of choice. The concept of employer branding was therefore extensively explored in this study. An empirical study was conducted after the appropriate measuring instrument was developed. The purpose of the measuring instrument was to validate the literature findings, identify the rank importance of the identified attributes and to evaluate the extent to which these factors are provided for in the organisation. A sample consisting of 110 employees were selected to participate in the survey via a random sampling method and a response rate of 89% or 98 employees was obtained. The major findings indicated that the sample group agreed that the prominent attributes in literature are important attributes of an employer of choice. Overall the majority of the sample group does not regard the organisation as an employer of choice and while some of the attributes were present in the organisation, others had serious shortcomings. The literature findings together with the empirical study findings resulted in the development of a strategic model to serve as a guide in determining the initiatives the organisation should embark upon to become an employer of choice.
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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.

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Schäferová, Valerie. "Emloyer branding mezinárodní firmy." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-15460.

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Competition for talent is heating up and will probably intensify, since demographic trends make it increasingly difficult for companies to replace valued employees when they retire. In response, many companies are trying to sharpen the way they market themselves to recruits, by applying branding techniques to recruitment. For a company to exploit its brand effectively when it fishes for talent, it must think of recruits as customers, determine which corporate attributes matter most to specific types of recruits, and understand how best to reach them. This diploma thesis analyzes Belgian business graduates' aspirations in terms of first employment and their perception of our company as potential employer and brings constructive and creative recommendations on how to improve its position as employer of choice.
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Books on the topic "Employer of choice"

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Ruthus, Julia. Employer of Choice der Generation Y. Wiesbaden: Springer Fachmedien Wiesbaden, 2013. http://dx.doi.org/10.1007/978-3-658-04734-4.

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Herman, Roger E. How to become an employer of choice. Winchester, Va: Oakhill Press, 2000.

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Long, Vivien. Woolworths - an employer of first choice for store managers?. Oxford: Oxford Brookes University, 1998.

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New York (State). Division of Management Audit and State Financial Services. Commuter choice programs at four upstate public transportation authorities. [Albany, N.Y: The Division, 2002.

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Bundorf, M. Kate. The effects of offering health plan choice within employment-based purchasing groups. Cambridge, Mass: National Bureau of Economic Research, 2003.

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Dafny, Leemore. Let them have choice: Gains from shifting away from employer-sponsored health insurance and toward an individual exchange. Cambridge, MA: National Bureau of Economic Research, 2010.

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Northern Ireland. Department of Health, Social Services and Public Safety. Pay and Employment Unit. The employer of choice: A strategy for managing and developing people in the health and personal social services. Belfast: DHSSPS, 2002.

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Chartered Institute of Personnel and Development, ed. Becoming an employer of choice: Make your own organisation a place where people want to do great work. London: Chartered Institute of Personnel and Development, 2004.

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States, Catholic Health Association of the United. Finding and keeping direct care staff: Employer of choice strategy guide for Catholic-sponsored long-term care and home care providers. St. Louis, MO: The Catholic Health Association of the United States, 2002.

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Wolfe, Rebecca Luhn. Employee benefits with cost control: Solutions and choices for employers. Los Altos, Calif: Crisp Publications, 1992.

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Book chapters on the topic "Employer of choice"

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Ruthus, Julia. "Einführung." In Employer of Choice der Generation Y, 1–6. Wiesbaden: Springer Fachmedien Wiesbaden, 2013. http://dx.doi.org/10.1007/978-3-658-04734-4_1.

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Ruthus, Julia. "Theoretische Grundlagen." In Employer of Choice der Generation Y, 7–45. Wiesbaden: Springer Fachmedien Wiesbaden, 2013. http://dx.doi.org/10.1007/978-3-658-04734-4_2.

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Ruthus, Julia. "Empirische Befragung: Employer of Choice der Generation Y." In Employer of Choice der Generation Y, 47–59. Wiesbaden: Springer Fachmedien Wiesbaden, 2013. http://dx.doi.org/10.1007/978-3-658-04734-4_3.

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Ruthus, Julia. "Wunschprofil potenzieller Bewerber – Ergebnisse der empirischen Untersuchung." In Employer of Choice der Generation Y, 61–95. Wiesbaden: Springer Fachmedien Wiesbaden, 2013. http://dx.doi.org/10.1007/978-3-658-04734-4_4.

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Ruthus, Julia. "Diskussion und Grenzen der Untersuchung." In Employer of Choice der Generation Y, 97–121. Wiesbaden: Springer Fachmedien Wiesbaden, 2013. http://dx.doi.org/10.1007/978-3-658-04734-4_5.

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Holste, Jan Hauke. "Empirische Befragung: Employer of Choice der Generationen." In Arbeitgeberattraktivität im demographischen Wandel, 23–59. Wiesbaden: Springer Fachmedien Wiesbaden, 2012. http://dx.doi.org/10.1007/978-3-8349-4442-9_4.

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Rondeau, Kent V., and Terry H. Wagar. "HRM Practice Systems in Employer-of-Choice Health Care Organizations." In Culture and Climate in Health Care Organizations, 109–25. London: Palgrave Macmillan UK, 2010. http://dx.doi.org/10.1057/9780230274341_10.

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Rampl, Linn Viktoria, Christian Opitz, Isabell M. Welpe, and Peter Kenning. "Emotionally Attached: Neural Correlates of First Choice Employer Brands - An fMRI Study." In The Customer is NOT Always Right? Marketing Orientationsin a Dynamic Business World, 77. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-50008-9_23.

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Mandell, Nancy. "CHAPTER 2. Juggling the Load: Employed Mothers Who Work Full-Time for Pay." In Few Choices, 17–43. Toronto: University of Toronto Press, 1989. http://dx.doi.org/10.3138/9781442602588-003.

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Byrne, Zinta S. "How do We Assess Employee Engagement and Choose a Good Measure?" In Understanding Employee Engagement, 113–40. 2nd ed. New York: Routledge, 2022. http://dx.doi.org/10.4324/9781003171133-8.

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Conference papers on the topic "Employer of choice"

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Rosaria Barbato, Maria, and Flávia Souza Máximo Pereira. "The pre-contractual discrimination towards different types of disabilities: the infra-discrimination during the choice of the employer." In XXVI World Congress of Philosophy of Law and Social Philosophy. Initia Via, 2015. http://dx.doi.org/10.17931/ivr2013_sws110_07.

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Grant, Judith, Jonathan Houdmont, Fehmidah Munir, and Robert Kerr. "783 Healthy eating choices: employee perceptions of the role of the employer." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.131.

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Belkin, D. A. "Why choose an employee with a high VQ?" In SCIENCE OF RUSSIA: GOALS AND OBJECTIVES. L-Journal, 2020. http://dx.doi.org/10.18411/sr-10-12-2020-11.

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Morrow, W. Ross, Minhua Long, and Erin F. MacDonald. "Consider-Then-Choose Models in Decision-Based Design Optimization." In ASME 2012 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2012. http://dx.doi.org/10.1115/detc2012-71176.

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This article describes an advance in design optimization that includes consumer purchasing decisions. Decision-Based Design optimization commonly relies on Discrete Choice Analysis (DCA) to forecast sales and revenues for different product variants. Conventional DCA, which represents consumer choice as a compensatory process through maximization of a smooth utility function, has proven to be reasonably accurate at predicting choice and interfaces easily with engineering models. However the marketing literature has documented significant improvement in modeling choice with the use of models that incorporate non-compensatory (descriptive) and compensatory (predictive) components. The non-compensatory component can, for example, model a “consider-then-choose” process in which potential customers first narrow their decisions to a small set of products using heuristic screening rules and then employ a compensatory evaluation to select from this set. This article demonstrates that ignoring consider-then-choose behavior can lead to sub-optimal designs, and that optimality cannot be “recovered” by changing marketing variables alone. A new computational approach is proposed for solving optimal design problems with consider-then-choose models whose screening rules are based on conjunctive (logical “and”) rules. Computational results are provided using three state-of-the-art commercial solvers (matlab, KNITRO, and SNOPT).
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Wong, Adam, and Daisy Lee. "FACTORS AFFECTING THE CHOICE OF MODES OF LEARNING BY EMPLOYEES TO ACQUIRE DIGITAL SKILLS." In 15th International Technology, Education and Development Conference. IATED, 2021. http://dx.doi.org/10.21125/inted.2021.1047.

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Brill, Markus. "From Computational Social Choice to Digital Democracy." In Thirtieth International Joint Conference on Artificial Intelligence {IJCAI-21}. California: International Joint Conferences on Artificial Intelligence Organization, 2021. http://dx.doi.org/10.24963/ijcai.2021/698.

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Digital Democracy (aka e-democracy or interactive democracy) aims to enhance democratic decision-making processes by utilizing digital technology. A common goal of these approaches is to make collective decision-making more engaging, inclusive, and responsive to participants' opinions. For example, online decision-making platforms often provide much more flexibility and interaction possibilities than traditional democratic systems. It is without doubt that the successful design of digital democracy systems presents a multidisciplinary research challenge. I argue that tools and techniques from computational social choice should be employed to aid the design of online decision-making platforms and other digital democracy systems.
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Morinaga, Eiji, Takuma Hara, Hidefumi Wakamatsu, and Eiji Arai. "A Method for Efficient Flexible Process Planning by Mathematical Optimization." In ASME/ISCIE 2012 International Symposium on Flexible Automation. American Society of Mechanical Engineers, 2012. http://dx.doi.org/10.1115/isfa2012-7237.

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Computer support technology for modern manufacturing should deal with variable situations to accomodate to high-mix low-volume manufacturing. Computer-aided process planning (CAPP) has been discussed from this point of view, and a method for flexible CAPP, which generates a new proper process plan easily when manufacturing situation has changed, was proposed for rough milling by a three-axis vertical machine. This method was enhanced to handle millings by a multiaxis vertical machine and by both vertical and horizontal machines. The basic idea of these methods is to generate all process plans and then choose the best one. In the choice process of the best plan, all of the generated plans are evaluated. However, this process requires a large computational power when employed in actual machining where products of complex shapes have to be produced. For this computational problem, this paper discusses application of the mathematical optimization framework to this choice process.
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Alkaabi, K. A. "Modeling travel choice behavior of airport employees for commuting to work at Dubai International Airport, UAE." In SUSTAINABLE DEVELOPMENT AND PLANNING 2016. Southampton UK: WIT Press, 2016. http://dx.doi.org/10.2495/sdp160481.

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Gao, Liping, and Kan Shi. "When employees face the choice of voice or silence: The moderating role of Chinese traditional culture values." In 2010 IEEE 2nd Symposium on Web Society (SWS). IEEE, 2010. http://dx.doi.org/10.1109/sws.2010.5607403.

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Diel, Sören, Niklas Gutheil, Fabian Richter, and Christoph Buck. "My data, my choice?! The difference between fitness and stress data monitoring on employees’ perception of privacy." In Hawaii International Conference on System Sciences. Hawaii International Conference on System Sciences, 2022. http://dx.doi.org/10.24251/hicss.2022.497.

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Reports on the topic "Employer of choice"

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Briere, Marie, James Poterba, and Ariane Szafarz. Choice Overload? Participation and Asset Allocation in French Employer-Sponsored Saving Plans. Cambridge, MA: National Bureau of Economic Research, December 2021. http://dx.doi.org/10.3386/w29601.

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Dafny, Leemore, Katherine Ho, and Mauricio Varela. Let them Have Choice: Gains from Shifting Away from Employer-Sponsored Health Insurance and Toward an Individual Exchange. Cambridge, MA: National Bureau of Economic Research, January 2010. http://dx.doi.org/10.3386/w15687.

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Chalmers, John, Woodrow Johnson, and Jonathan Reuter. The Effect of Pension Design on Employer Costs and Employee Retirement Choices: Evidence from Oregon. Cambridge, MA: National Bureau of Economic Research, November 2012. http://dx.doi.org/10.3386/w18517.

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Chernew, Michael, Gautam Gowrisankaran, Catherine McLaughlin, and Teresa Gibson. Quality and Employers' Choice of Health Plan. Cambridge, MA: National Bureau of Economic Research, July 2003. http://dx.doi.org/10.3386/w9847.

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Clark, Robert, Melinda Morrill, and David Vanderweide. The Effects of Retiree Health Insurance Plan Characteristics on Retirees' Choice and Employers' Costs. Cambridge, MA: National Bureau of Economic Research, October 2013. http://dx.doi.org/10.3386/w19566.

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Holzer, Harry. Employed and Unemployed Job Search: A Comparison of Choices and Outcomes among Youth. Cambridge, MA: National Bureau of Economic Research, March 1986. http://dx.doi.org/10.3386/w1861.

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Samaniego de la Parra, Brenda, Andrea Otero-Cortés, and Leonardo Fabio Morales. The Labor Market Effects of Part-Time Contributions to Social Security: Evidence from Colombia. Banco de la República, October 2021. http://dx.doi.org/10.32468/dtseru.302.

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In 2014, Colombia implemented a policy that added flexibilization to labor contracts for part-time workers that reduced the quasi-fixed costs of employing formal workers. We find that the reform increased the probability of entering the formal sector within the targeted population: low-wage, part-time workers. We use administrative employer-employee matched data and leverage variation across cities and industries in demand for part-time work before the reform. We find that, after the tax reform, the change in the total number of formal workers is 6 percentage points higher at firms that use the new contracts relative to their counterparts that choose not to hire low-wage, formal, part-time workers under the new tax form. Mean daily wages temporarily declined after the reform.
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Papke, Leslie. Retirement Choices by State and Local Public Sector Employees: The Role of Eligibility and Financial Incentives. Cambridge, MA: National Bureau of Economic Research, January 2019. http://dx.doi.org/10.3386/w25436.

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Taucher, Jan, and Markus Schartau. Report on parameterizing seasonal response patterns in primary- and net community production to ocean alkalinization. OceanNETs, November 2021. http://dx.doi.org/10.3289/oceannets_d5.2.

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We applied a 1-D plankton ecosystem-biogeochemical model to assess the impacts of ocean alkalinity enhancement (OAE) on seasonal changes in biogeochemistry and plankton dynamics. Depending on deployment scenarios, OAE should theoretically have variable effects on pH and seawater pCO2, which might in turn affect (a) plankton growth conditions and (b) the efficiency of carbon dioxide removal (CDR) via OAE. Thus, a major focus of our work is how different magnitudes and temporal frequencies of OAE might affect seasonal response patterns of net primary productivity (NPP), ecosystem functioning and biogeochemical cycling. With our study we aimed at identifying a parameterization of how magnitude and frequency of OAE affect net growth rates, so that these effects could be employed for Earth System Modell applications. So far we learned that a meaningful response parameterization has to resolve positive and negative anomalies that covary with temporal shifts. As to the intricacy of the response patterns, the derivation of such parameterization is work in progress. However, our study readily provides valuable insights to how OAE can alter plankton dynamics and biogeochemistry. Our modelling study first focuses at a local site where time series data are available (European Station for Time series in the Ocean Canary Islands ESTOC), including measurements of pH, concentrations of total alkalinity, dissolved inorganic carbon (DIC), chlorophyll-a and dissolved inorganic nitrogen (DIN). These observational data were made available by Andres Cianca (personal communication, PLOCAN, Spain), Melchor Gonzalez and Magdalena Santana Casiano (personal communication, Universidad de Las Palmas de Gran Canaria). The choice of this location was underpinned by the fact that the first OAE mesocosm experiment was conducted on the Canary Island Gran Canaria, which will facilitate synthesizing our modelling approach with experimental findings. For our simulations at the ESTOC site in the Subtropical North Atlantic we found distinct, non-linear responses of NPP to different temporal modes of alkalinity deployment. In particular, phytoplankton bloom patterns displayed pronounced temporal phase shifts and changes in their amplitude. Notably, our simulations suggest that OAE can have a slightly stimulating effect on NPP, which is however variable, depending on the magnitude of OAE and the temporal mode of alkalinity addition. Furthermore, we find that increasing alkalinity perturbations can lead to a shift in phytoplankton community composition (towards coccolithophores), which even persists after OAE has stopped. In terms of CDR, we found that a decrease in efficiency with increasing magnitude of alkalinity addition, as well as substantial differences related to the timing of addition. Altogether, our results suggest that annual OAE during the right season (i.e. physical and biological conditions), could be a reasonable compromise in terms of logistical feasibility, efficiency of CDR and side-effects on marine biota. With respect to transferability to global models, the complex, non-linear responses of biological processes to OAE identified in our simulations do not allow for simple parameterizations that can easily adapted. Dedicated future work is required to transfer the observed responses at small spatiotemporal scales to the coarser resolution of global models.
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Employee Choice. Project HOPE, September 2014. http://dx.doi.org/10.1377/hpb20140918.841228.

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