Relevant bibliographies by topics / Job attribute preference

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

Academic literature on the topic 'Job attribute preference'

Author: Grafiati
Published: 4 June 2021
Last updated: 6 February 2022

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Journal articles on the topic "Job attribute preference"

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Yasmin, Shakila, Khaled Mahmud, and Farzan Afrin. "Job Attribute Preference of Executives: A Conjoint Analysis." Asian Social Science 12, no. 2 (January 11, 2016): 68. http://dx.doi.org/10.5539/ass.v12n2p68.

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<p>This research explores the job attribute preferences of executives in Bangladesh. Unlike most past researches that deployed isolated estimation methods, this research used conjoint analysis, a marketing research tool to measures the relative utilities and trade-off matrices of different job attributes. Data was collected from 140 executive MBA students from a premier business school in Dhaka using a questionnaire presenting an array of hypothetical job offers. Salary &amp; benefit and person-job match are found to be the top two most preferred job attributes. Workenvironment and company- reputation are indicated as the two least important job attributes. Simulation was run to demonstrate the trade-offs people make in their job choice decisions. Case-wise conjoint results show no significant difference among different demographic groups (e.g. married-single, have-don’t have dependents and others) in terms of the order of importance of the job attributes. However, the value of the relative importance was found to be slightly different for different demographic groups.This research is important for academics as it demonstrate a new technique to analyze job attribute preferences. Managers can use the results of this study for designing jobs to attract and retain the best talents of the market. They can use the simulation process demonstrated here for optimizing overall preference of their job offers. </p>
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Kapoor, Vartika, and Jaya Yadav. "ASSESSING JOB PREFERENCES OF MEDIA AND COMMUNICATION STUDENTS IN THE COVID ERA: A CONJOINT ANALYSIS." Journal of Content Community and Communication 12 (December 31, 2020): 150–58. http://dx.doi.org/10.31620/jccc.12.20/14.

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The purpose of this paper is to explore job attribute preferences of students in the media and communication stream. The study is conducted to get an understanding of job expectations of students in the COVID era that can help provide conceptual guidelines to hiring managers in media houses for future planning of manpower/job offers. Based on the conjoint analysis technique, a questionnaire was designed and responses of 152 students of media and communication were recorded from a university in Delhi/NCR. Estimation of preference function was created using orthogonal arrays. Results of this study suggest that job security is the most preferred attribute which influences job choice decisions of students, second preferred attribute being appropriate work hours. The paper presents an important tool that can be of great use for recruitment managers, to understand the psyche of students and their preferences, which may further help in designing appropriate recruitment policies and create job offers that can attract the suitable talent pool. Results also reveal that high compensation package is not the most preferred attribute anymore, perhaps due to the uncertainty of the times. Limitation of this study is that individual behaviour cannot be ascertained through the survey and data from students of different universities can be studied for more robust results. The paper is novel in approach as it empirically identifies the preferred job attributes of media students amid the pandemic situation, by applying conjoint analysis. Therefore, it gives new insights to understand how the pandemic has affected students’ job expectations and decisions.
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Adedapo Alagabi, AbdGhaffar, Abdul-Halim Abdul-Majid, and Rosemaliza Rashid. "WINNING THE TALENT WAR: UNDERSTANDING MALAYSIAN ISLAMIC FINANCE GRADUATE TALENTS JOB AND ORGANIZATION ATTRIBUTES PREFERENCES USING CHOICE BASED CONJOINT ANALYSIS." International Journal of Engineering Technologies and Management Research 4, no. 10 (February 5, 2020): 99–108. http://dx.doi.org/10.29121/ijetmr.v4.i10.2017.110.

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The talent crunch and consequent war of talent poses serious risk for the success and sustainability of industries all over the globe. This is most especially so in the Malaysian Islamic finance industry which has been witnessing huge talent gap and fierce competition for limited talent. This study, unlike past research, employs discrete choice conjoint analysis, a new quantitative method to provide information on the relative importance of identified job and organisation attributes in determining the job preference or choice of graduate talents of Insaniah university college Malaysia. All identified job and organisation attributes were found to positively significant in determining job choice of talents. Job security is relatively the most preferred attribute and donation to charity is the least preferred. Organization reputation attributes such as training and development which are internal reputation attributes are found to be relatively very important. In contrast, donation to charity, an external corporate reputation attribute, is found to be least relatively important. This study results strongly suggest that policy makers in Malaysian Islamic finance industry should incorporate the preferred attributes in the employee value proposition to attract the needed pool of talent.
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Wartaka, Mohammad, and Anita Sitio. "SEGMENTASI PEMILIHAN PERGURUAN TINGGI SWASTA (PTS) DENGAN MENGGUNAKAN TEKNIK ANALISIS KONJOIN." Jurnal Ilmiah Binaniaga 2, no. 02 (November 27, 2018): 80. http://dx.doi.org/10.33062/jib.v2i02.161.

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Education is essential for every one and the requirements for a good education, including higher education, progressively increases in line with global competition and industrial world demand. Many private universities (PTS) promotion packed with well attractive advertising in various media that offers facilities and services in order to get a number of university students. In determining which PTS to choose, candidates that mostly SMA graduates/leavers often regard main attributes and other factors that get character trade off. Which attribute is the most important one? Is one desired enough to sacrifice another? This research is intended to determine which attribute or combination of attributes is the most favored by SMU students in choosing PTS based on: school origin, parents’ income and which promotion media is utilized. There were 325 SMA leavers took part in this survey they come from Bogor City and Regency and its surrounding areas. Conjoin analysis was used to determine utility point for each attribute and its relative importance weight as a tool to predict preference of one given segment or as a whole. The common problem is that preferences for various attributes may be in conflict or there may not be enough resources to satisfy all the preferences ( a small price tag is not compatible with certain luxury features). Research results indicated that in general a respondent decides which level of utility value is most favored in terms of benefit it may offer. The most favored attribute was job guarantee (-0.7685) and the least favored one was academic title (1.1474). Therefore PTS attributes should combine the most favored one by respondents as a whole is PTS that gives job guarantee and has a good accreditation. In brief the respondents belief that they should choose PTS that is able to provide both job guarantee and has good accreditation mention above. It seems that other attributes such as school origin, parent’s income and media of promotion are not favored by candidates.
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Petry, Tanja, Corinna Treisch, and Bernadette Bullinger. "The logic of attraction: exploring the institutional complexity of job preferences." Employee Relations: The International Journal 42, no. 6 (July 14, 2020): 1465–85. http://dx.doi.org/10.1108/er-09-2019-0373.

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PurposeApplying the institutional logics perspective to applicant attraction, this study investigates the level of uniformity among preferences for consulting job attributes associated with the institutional logics of the corporation, the profession and the family, and tests for the influence of anticipatory socialization differences.Design/methodology/approachThe study uses a discrete choice experiment with 232 business students. A hierarchical Bayes approach to conjoint analysis uncovers part-worth heterogeneity and allows for subsequent cluster and regression analysis of the choice data.FindingsThe findings identify a dominant job-oriented preference type and a minor career-oriented preference type. Anticipatory socialization through personal prior work experience and the occupation of friends decreases adherence to the logic of profession and increases the relevance of the family logic. The parents' occupation has only a minimal influence on preferences.Practical implicationsThe study provides attribute-based recommendations on how professional service firms can effectively address the complex expectations of potential applicants in their job ads for an entry position and underlines the role of intra-generational reference groups as important anticipatory socializers.Originality/valueBy testing individual socialization effects at the pre-hire stage and beyond the organizational level, the study fills a void in both the recruitment and the institutional literature.
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Abuya, Timothy, Daniel Mwanga, Melvin Obadha, Charity Ndwiga, George Odwe, Daniel Kavoo, John Wanyugu, Charlotte Warren, and Smisha Agarwal. "Incentive preferences for community health volunteers in Kenya: findings from a discrete choice experiment." BMJ Open 11, no. 7 (July 2021): e048059. http://dx.doi.org/10.1136/bmjopen-2020-048059.

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BackgroundCommunity health volunteers (CHVs) play crucial roles in enabling access to healthcare at the community levels. Although CHVs are considered volunteers, programmes provide financial and non-financial incentives. However, there is limited evidence on which bundle of financial and non-financial incentives are most effective for their improved performance.MethodsWe used a discrete choice experiment (DCE) to understand incentive preferences of CHVs with the aim to improve their motivation, performance and retention. Relevant incentive attributes were identified through qualitative interviews with CHVs and with their supervisors. We then deployed a nominal group technique to generate and rank preferred attributes among CHVs. We developed a DCE based on the five attributes and administered it to 211 CHVs in Kilifi and Bungoma counties in Kenya. We used mixed multinomial logit models to estimate the utility of each incentive attribute and calculated the trade-offs the CHWs were willing to make for a change in stipend.ResultsTransport was considered the incentive attribute with most relative importance followed by tools of trade then monthly stipend. CHVs preferred job incentives that offered higher monthly stipends even though it was not the most important. They had negative preference for job incentives that provided award mechanisms for the best performing CHVs as compared with jobs that provided recognition at the community level and preferred job incentives that provided more tools of trade compared with those that provided limited tools.ConclusionA bundled incentive of both financial and non-financial packages is necessary to provide a conducive working environment for CHVs. The menu of options relevant for CHVs in Kenya include transport, tools of trade and monthly stipend. Policy decisions should be contextualised to include these attributes to facilitate CHW satisfaction and performance.
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Wang, Chun, Zhicheng Ji, and Yan Wang. "Many-objective flexible job shop scheduling using NSGA-III combined with multi-attribute decision making." Modern Physics Letters B 32, no. 34n36 (December 30, 2018): 1840110. http://dx.doi.org/10.1142/s0217984918401103.

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This paper considers many-objective flexible job shop scheduling problem (MaOFJSP) in which the number of optimization problems is larger than three. An integrated multi-objective optimization method is proposed which contains both optimization and decision making. The non-dominated sorting genetic algorithm III (NSGA-III) is utilized to find a trade-off solution set by simultaneously optimizing six objectives including makespan, workload balance, mean of earliness and tardiness, cost, quality, and energy consumption. Then, an integrated multi-attribute decision-making method is introduced to select one solution that fits into the decision maker’s preference. NSGA-III is compared with three multi-objective evolutionary algorithms (MOEAs)-based scheduling methods, and the simulation results show that NSGA-III performs better in generating the Pareto solutions. In addition, the impacts of using different reference points and decoding methods are investigated.
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Huh, Sung-Yoon, JongRoul Woo, and Chul-Yong Lee. "What Do Potential Residents Really Want When Hosting a Nuclear Power Plant? An Empirical Study of Economic Incentives in South Korea." Energies 12, no. 7 (March 28, 2019): 1199. http://dx.doi.org/10.3390/en12071199.

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To increase acceptance of new nuclear power plants (NPPs) by local communities, some countries offer those communities economic incentives. This study analyzes potential residents’ preferences for economic incentives provided during the construction and operation of NPPs in South Korea. This study uses stated preference data through a discrete choice experiment and the mixed logit model to reflect the heterogeneity of respondents’ preferences. The analysis results confirm heterogeneity by various incentive types, and show that respondents consider the distance between the NPP and the residential area as well as reduced electricity bills as crucial attribute of new NPPs. In addition, the result for the marginal willingness to be near to an NPP shows that reduced electricity bills, construction of new public facilities, and increased residents’ participation are relatively more effective incentives than job creation or solar panel installation. In particular, increased residents’ participation could greatly improve acceptance although it is not a direct form of financial support. The simulation analysis results indicate that acceptance of NPPs rapidly reduces as distance to the plant becomes shorter, although acceptance can change within a 0–30% range depending on the level of incentives. Several policy implications are suggested for policymakers based on the results.
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Polakova, Gabriela. "Evaluation of Globally Operating Salesforce Staff by Multiple Attribute Decision Making Methods." SHS Web of Conferences 74 (2020): 06025. http://dx.doi.org/10.1051/shsconf/20207406025.

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Business managers, globally sales executives operating worldwide, representing brands and good reputation of international companies are a special group of staff needing especially flexible working conditions to do their job all over the world. The evaluation and rewarding of their performance is globally linked to achieving business targets. How evaluate results of all involved staff working on different international markets as one set of so many variants and criteria with ensuring transparency, objectivity and fairness? The solution is found in multiple attribute decision methods (MADM). The aim of the paper is to evaluate a group of salesforce staff making international business world-wide by using MADM to identify and reward the best sales executives and at the same time manage to make them to feel be valued for their well-done work, efforts and achievements. Two methods of multiple attribute decision making were used for this evaluation – the Technique for Order of Preference by Similarity to Ideal Solution (TOPSIS) and the Weighted Sum Approach (WSA). The results of both methods were compared and the more suitable method for this universal application practicable world-wide in terms of the processing complexity and the user friendliness was chosen and recommended. The bonus scheme is based on a healthy competition for sales executives, on a motivation to grow up and gain better results to get additional special bonus beyond the standard rewards for meeting performance targets. Part of this papers is the proposal of flexible bonuses for reached positions in the ranking of evaluated employees.
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Mauger, Yohann, David M. Wasieleski, and Sefa Hayibor. "Exploring Personal Values and Job Attribute Salience Among Job Seekers." Proceedings of the International Association for Business and Society 30 (2019): 50–58. http://dx.doi.org/10.5840/iabsproc2019307.

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The person-organization fit (P-O fit) literature suggests that job seekers are attracted to organizations that match their personal values; but, to date, little is known about how individuals’ personal values might affect their preferences for particular job attributes when seeking a job. In this paper, using data from 351 job seekers at several employment agencies in Haute-Normandie, France, we examine possible connections between certain personal values and job attribute preferences among job seekers.
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Dissertations / Theses on the topic "Job attribute preference"

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Aspler, Simon, and Mansvelt Lucas Van. "Vad söker studenter i sitt framtida arbete? : En kvantitativ studie av högskolestudenter vid Jönköping University." Thesis, Högskolan i Jönköping, Högskolan för lärande och kommunikation, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-35497.

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Föreliggande studie ämnade att undersöka vilka jobbattribut studenter på Jönköpings Tekniska Högskola (JTH) samt Hälsohögskolan (HH) i Jönköping värderade i valet av framtida arbetsgivare. Vidare undersöktes även huruvida kön och skola påverkade hur studenter värderade jobbattribut. Forskningsstrategin har utgått från en deduktiv ansats och grundade sig i kvantitativ design där en enkät valts som undersökningsmetod som distribuerades vid föreläsningar vid de båda högskolorna. Urvalsmetoden bestod i huvudsak av ett slumpmässigt klusterurval med inslag av ett bekvämlighetsurval vilket genererade 346 enkätsvar. Envägs ANOVA, Mann-Whitney U samt Univariat analyser utfördes för att analysera data. De fem högst värderade jobbattributen bland studenterna var arbetsuppgifter jag tycker om, trevliga kollegor, en säker och trygg anställning, bra arbetsförhållanden och möjligheten till att använda mina färdigheter. En signifikansnivå på p= .05 tillämpades och signifikanta skillnader visade sig i hur både kön och skola värderade enskilda jobbattribut. Vid kategorisering av jobbattribut visade det sig att inre jobbattribut värderades högre av studenterna än de yttre jobbattributen. Resultatet av studien bidrar med värdefull information om hur studenter i Jönköping värderar olika jobbattribut i valet av framtida arbete och kan användas av organisationer för att kunna rekrytera den målgrupp som efterfrågas.
The aim of this study was to examine what job attributes students at The School of Health and Welfare (HH) and The School of Engineering (JTH) in Jönköping preferred in the choice of their future employer. Furthermore, it was investigated whether sex and the choice of school influence students’ job attribute preferences. The study had a deductive research approach and quantitative data were collected by a delivery and collection questionnaire, which was handed out in classes at JTH and HH. The selection method consisted mainly of a random cluster sample with some elements of a convenience sample and the findings in this thesis are based on 346 students preferred job attributes conducted through a survey. One-way ANOVA, Mann-Whitney U and Univariate analysis was made to analyze collected data. The top five job attribute preferences among students was “work I like doing”, “friendly people to work with”, “a secure job”, “good working conditions”, and “opportunities to use my abilities”. A significant level at p= .05 was applied and showed significant differences in separate job attributes for both sex and school. By categorizing the job attributes the results showed that the internal job attributes was more preferred than the external job attributes. The result of this study contributes valuable information by which job attribute students prefer in their choice of their future employer and could be used by organizations to identify the target group which is inquired for.
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Nicholls, Anne E. "Job attributes in job preference decisions : differences between college majors." Thesis, Georgia Institute of Technology, 2001. http://hdl.handle.net/1853/29830.

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Sisavic, Florian Michael. "Job Attribute Preferences of the Workforce in Polish High Technology Enterprises." PDXScholar, 1993. https://pdxscholar.library.pdx.edu/open_access_etds/1185.

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A key precept in work place motivation theory is that management knows what job attributes are valued by the employee. Management can benefit by asking employees what they want from their work experience (i.e., job attribute preferences), rather than assume they know. This is particularly important to Polish high technology companies that are in transition to a free-market economy and to Polish workers who must be appropriately motivated to compete globally. This study attempts to better understand the job attribute preferences of Polish managers and workers, the potential gaps between Polish managers' perception of their workers' preferences (system), and how these preferences are affected by the worker's personal economic situation (sub system) and by business organization type (supra system). Managers and workers from five Polish high technology enterprises were surveyed on-site regarding their job attribute preferences. The results compared to a similar survey done with six American high technology firms(Eder 1988). Consistent with Maslow's prepotentcy theory, workers who tended to be optimistic about their personal economic situation rated all five extrinsic job attributes higher and four of the five intrinsics lower than those workers who tended to be pessimistic. Polish workers at firms that operated under central planning had only a few differences in their job attribute preferences indicating a strong supra-system or organizational effect on individuals in the firm. Contrary to what was expected, the Polish managers and workers rated a number of intrinsic attributes higher than their American counterparts suggesting a pent up need for intrinsic-type motivational policies. Polish managers appeared to be closer and more in touch with their workers than their American counterparts. American managers clearly underestimated the importance of intrinsic job attributes and overestimated the importance of the extrinsics, while Polish managers accurately predicted most of the workers' job attribute preferences. The results also raised questions regarding the stability of job attributes and the concept of clusters of extrinsic and intrinsic groups of job attributes.
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Zhang, Yuyan. "Role of Regulatory Focus in Job Attraction." Bowling Green State University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1447257141.

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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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Zhang, Xu-Ming, and 張旭明. "Effects of Personal Attributes on Preference of Compensation Arrangements and Job Satisfaction of Car Salesforce." Thesis, 1996. http://ndltd.ncl.edu.tw/handle/97447836211715517206.

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Chou, Hsiao-Ying, and 周曉盈. "The purchasing-house preference research for the married and single female serving as public section in Pingtung-and an exploration of educational level、job classes and income attributes." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/36230342018294844424.

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碩士
國立屏東商業技術學院
不動產經營系
93
Previous studies on purchasing-house preference mostly have been applied male; head of family, as subjective data in the past, less for female. However, recently, women with higher education, higher income and high-level position（3H）and consumptive ability, so they gradually play an critical role in housing market. According to the three high condition studies of the married and single female and consumptive ability, what kinds of purchasing-house behavior about them are causing our researching motives? This research used empirical tests based on the questionnaire survey of employees and teachers of Pingtung County. The empirical of results we found the motives of buying housing of the matron prefer “children with the better school district” and “with own housing”. The motives of buying housing of the single female prefer “independence equal” and “freedom of life”. On housing design attributes aspect, single female prefer “main bedroom” and “locker room” and the matron prefer “single house”. The single female prefer “apartment”. The probability of the female choice condominium of the educational level is higher. So, the matron and single female are obviously dissimilar with purchasing-house preference. This as a result has the programming and marketing of the residence product of helping the future, should more toward the consumer need of different preferences.
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Book chapters on the topic "Job attribute preference"

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Camasso, Michael J., and Radha Jagannathan. "National and Intergenerational Similarities and Differences in Stated Preferences." In Caught in the Cultural Preference Net, 157–81. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780190672782.003.0007.

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In this chapter, the authors provide results from their examination of family member preferences—the linchpin between individual beliefs and attitudes and individual behaviors. They describe their stated preference experiment including the defining of choice attributes, the assignment of attribute levels, the creation of choice scenarios and choice sets, and the estimation of individuals’ utility differences on these sets using conditional logistic regression. Focusing on preference for job type, they find significant differences across countries and between generations on job choice. While in Sweden, high value is placed in jobs that require soft skills like teamwork and cooperation, in Italy and India, extrinsic values like salary and security are critical. Generational effects are also evident with millennials expressing significant disutility for jobs requiring math skills or using a second language.
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Yasmin, Shakila, Khaled Mahmud, and Farzana Afrin. "Job Attribute Preferences of Generation Y Professionals." In Selected Topics in Humanities and Social Sciences Vol. 2, 33–48. Book Publisher International (a part of SCIENCEDOMAIN International), 2021. http://dx.doi.org/10.9734/bpi/sthss/v2/2473f.

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Grotti, Raffaele, Helen Russell, and Jacqueline O’Reilly. "Where do Young People Work?" In Youth Labor in Transition, 33–70. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780190864798.003.0002.

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Jobs for young people are very unevenly distributed across economic sectors. Regardless of country differences, there are striking similarities in this uneven sectorial distribution. Little attention has been given to understanding the changing composition of “youth-friendly” sectors for youth labor transitions. Using a shift-share analysis, this chapter examines whether the decline in jobs for youth, before and after the Great Recession, can be attributed to shrinkage of total employment in specific sectors (because of structural changes) or to a youth hiring freeze by employers (because of changes in employers’ preferences). This chapter examines whether the quality of youth jobs has deteriorated for young men and women in terms of changing proportions of full- and part-time, permanent and temporary job opportunities. The chapter concludes by arguing that more attention needs to be given to involving employers in policies that will enable and encourage them to employ young people, especially in difficult times.
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Conference papers on the topic "Job attribute preference"

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Min, Zhao. "A study of job attribute preferences among engineering graduates in China." In 2013 6th International Conference on Information Management, Innovation Management and Industrial Engineering (ICIII). IEEE, 2013. http://dx.doi.org/10.1109/iciii.2013.6703607.

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Abbas, Ali E., George A. Hazelrigg, and Mahmood Alkindi. "Bayesian Inference for the Demand of Engineering Products." 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/detc2012-70153.

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Within the context of a profit making firm, the job of a design engineer is to choose design parameters and product attributes that maximize the expected utility of profit. To do this effectively, the engineer needs to have an estimate of the demand for the product as a function of its price and its attributes. The firm may conduct a survey to elicit consumer preferences for the product at a given price and would like to update their belief about demand given the survey data. The purpose of this paper is to present a Bayesian methodology for demand estimation that meets this need. The estimation process begins with a prior probability distribution of demand at a given price. Using Bayesian analysis, we show how to update demand for the product given various pieces of information such as market analysis, polls and a variety of other methods. We also discuss situations where consumers can demand multiple units of the product at the given price.
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Reports on the topic "Job attribute preference"

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Sisavic, Florian. Job Attribute Preferences of the Workforce in Polish High Technology Enterprises. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.1184.

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