Journal articles: '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 & 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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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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Combs, Gwendolyn M., Ivana Milosevic, Wonho Jeung, and Jakari Griffith. "Ethnic Identity and Job Attribute Preferences." Journal of Leadership & Organizational Studies 19, no. 1 (December 28, 2011): 5–16. http://dx.doi.org/10.1177/1548051811433359.

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Bigoness, William J. "Sex differences in job attribute preferences." Journal of Organizational Behavior 9, no. 2 (April 1988): 139–47. http://dx.doi.org/10.1002/job.4030090205.

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Sutherland, John. "Job attribute preferences: who prefers what?" Employee Relations 34, no. 2 (December 29, 2011): 193–221. http://dx.doi.org/10.1108/01425451211191896.

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Abdel-All, Marwa, Blake Angell, Stephen Jan, Martin Howell, Kirsten Howard, Seye Abimbola, and Rohina Joshi. "What do community health workers want? Findings of a discrete choice experiment among Accredited Social Health Activists (ASHAs) in India." BMJ Global Health 4, no. 3 (May 2019): e001509. http://dx.doi.org/10.1136/bmjgh-2019-001509.

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IntroductionA number of factors contribute to the performance and motivation of India’s Accredited Social Health Activists (ASHAs). This study aims to identify the key motivational factors (and their relative importance) that may help retain ASHAs in service.MethodsA discrete choice experiment (DCE) survey presented ASHAs with eight unlabelled choice sets, each describing two hypothetical jobs that varied based on five attributes, specifically salary, workload, travel allowance, supervision and other job benefits. Multinomial logit and latent class (LC) models were used to estimate stated preferences for the attributes.ResultWe invited 318 ASHAs from 53 primary health centres of Guntur, a district in south India. The DCE was completed by 299 ASHAs using Android tablets. ASHAs were found to exhibit a strong preference for jobs that incorporated training leading to promotion, a fixed salary and free family healthcare. ASHAs were willing to sacrifice 2530 Indian rupee (INR) from their monthly salary, for a job offering training leading to promotion opportunity and 879 INR for a free family health-check. However, there was significant heterogeneity in preferences across the respondents. The LC model identified three distinct groups (comprising 51%, 35% and 13% of our cohort, respectively). Group 1 and 2 preferences were dominated by the training and salary attributes with group 2 having higher preference for free family health-check while group 3 preferences were dominated by workload. Relative to group 3, ASHAs in groups 1 and 2 were more likely to have a higher level of education and less likely to be the main income earners for their families.ConclusionASHAs are motivated by both non-financial and financial factors and there is significant heterogeneity between workers. Policy decisions aimed at overcoming workforce attrition should target those areas that are most valued by ASHAs to maximise the value of investments into these workers.Trial registration numberCTRI/2018/03/012425.

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Valet, Peter, Carsten Sauer, and Jochem Tolsma. "Preferences for work arrangements: A discrete choice experiment." PLOS ONE 16, no. 7 (July 12, 2021): e0254483. http://dx.doi.org/10.1371/journal.pone.0254483.

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This study investigates individual preferences for work arrangements in a discrete choice experiment. Based on sociological and economic literature, we identified six essential job attributes—earnings, job security, training opportunities, scheduling flexibility, prestige of the company, and gender composition of the work team—and mapped these into hypothetical job offers. Out of three job offers, with different specifications in the respective job attributes, respondents had to choose the offer they considered as most attractive. In 2017, we implemented our choice experiment in two large-scale surveys conducted in two countries: Germany (N = 2,659) and the Netherlands (N = 2,678). Our analyses revealed that respondents considered all six job attributes in their decision process but had different priorities for each. Moreover, we found gendered preferences. Women preferred scheduling flexibility and a company with a good reputation, whereas men preferred jobs with high earnings and a permanent contract. Despite different national labor market regulations, different target populations, and different sampling strategies for the two surveys, job preferences for German and Dutch respondents were largely parallel.

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Wiswall, Matthew, and Basit Zafar. "Preference for the Workplace, Investment in Human Capital, and Gender*." Quarterly Journal of Economics 133, no. 1 (August 26, 2017): 457–507. http://dx.doi.org/10.1093/qje/qjx035.

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Abstract We use a hypothetical choice methodology to estimate preferences for workplace attributes from a sample of high-ability undergraduates attending a highly selective university. We estimate that women on average have a higher willingness to pay (WTP) for jobs with greater work flexibility and job stability, and men have a higher WTP for jobs with higher earnings growth. These job preferences relate to college major choices and to actual job choices reported in a follow-up survey four years after graduation. The gender differences in preferences explain at least a quarter of the early career gender wage gap.

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Anand, Adarsh, and Gunjan Bansal. "Interpretive structural modelling for attributes of software quality." Journal of Advances in Management Research 14, no. 3 (August 7, 2017): 256–69. http://dx.doi.org/10.1108/jamr-11-2016-0097.

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Purpose The “quality” of any product or service defines the agility of the product and its life cycle in dynamic environment. The demand of high “quality” becomes an imperative concern, when “software” is acting as a product or a service. Since the nature of the software is intangible and more complex, therefore the assurance of providing accurate results is anxiety for companies. The overall quality of the software is based upon many individual factors (or attributes) that makes software reliable, inclined and a long-lasting product in the marketplace. But how these factors can influence each other is significant to identify. Therefore, the purpose of this paper is to study the quality aspect of the software and analyse the interrelationship of impactful attributes. Design/methodology/approach The analysis has been done through responses sought from software development teams/clients in India. The questionnaire related to the software quality was administered to the sample population. Interconnection among impactful characteristics has been analysed by using a qualitative technique called interpretive structural modelling (ISM). The driving and dependency of the attributes under consideration has been classified using cross-impact matrix multiplication applied to classification (MICMAC) analysis. The procedure of applying ISM method has been automated and provided it as package “ISM” using R software. Findings In general, it is very complex job to determine the most impactful attribute of software quality. By applying ISM and MICMAC analysis on the set of attributes under consideration, it has been found that “reliability” along with “usability” and “performance” is the most influential attribute of software quality and preferred most. Research limitations/implications Though ISM provides an organized modelling framework yet its results are considered less statistically significant. Therefore, it would be interesting to concatenate the present findings with the findings of any analytical methodology; which gives statistically significant results. Practical implications The present proposal deals with the interpretation of the software quality attributes and their contextual relationship but with more effective and efficient manner. It can help management to understand the complexity of relationship amongst attributes (which are quality attributes here) more accurately and precisely. Since today is an era of automation, the manual part is being substituted so as to reduce the labour cost, improve safety, security and product quality to increase production. This study is, therefore, an effort and a helping hand in making the hassle free calculations for obtaining intermediate matrices and doing eventual calculations. Social implications n numbers of parameters can be selected to analyse the interrelationship of any project/study. Eradication human errors in applying transitivity law or applying any other operation in solving problem. The package created here can save precious time of users. Provides well-formatted and readable excel output files that make interpretation easier. Originality/value Software is one such product/service which plays a significant role in this high-technological world, where each and every firm try their best to be on the top of the list of consumers’ preference. For this purpose, companies reduce manual efforts by converting it into qualitative software that provides deliverables in a systematic manner. Therefore, it becomes imperative to study various interrelated quality attributes of the software. On the similar platform, ISM is a widely used technique and just to provide a helping hand in quantification of the qualitative attributes this paper facilitates the readers with algorithm developed using R software.

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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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Fields, Michael, and Stella M. Nkomo. "Examining The Role Of Job Attribute Preferences In The Rapid Turnover Of Newly Hired Retail Employees." Journal of Applied Business Research (JABR) 7, no. 4 (October 18, 2011): 28. http://dx.doi.org/10.19030/jabr.v7i4.6200.

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In the present study, the authors examine the relationship that job attribute preferences have on the decision to leave for newly hired employees. Samples from three retailers, a department store, a supermarket, and a specialty store were used. Results indicate that although job attributes may not be useful in understanding turnover, they hold promise in explaining unmet worker expectations.

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Corrigall, Elizabeth A. "Welfare states, families, job attribute preferences, and work." Cross Cultural Management: An International Journal 15, no. 2 (May 2, 2008): 144–61. http://dx.doi.org/10.1108/13527600810870598.

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SHAPIRA, ZUR. "Preference for Job Attributes: Tradeoffs from Present Position." Industrial Relations 26, no. 2 (March 1987): 146–57. http://dx.doi.org/10.1111/j.1468-232x.1987.tb00700.x.

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Liu, Shimeng, Yingyao Chen, Shunping Li, Ningze Xu, Chengxiang Tang, and Yan Wei. "What Are the Important Factors Influencing the Recruitment and Retention of Doctoral Students in a Public Health Setting? A Discrete Choice Experiment Survey in China." International Journal of Environmental Research and Public Health 18, no. 18 (September 8, 2021): 9474. http://dx.doi.org/10.3390/ijerph18189474.

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Objectives: This study aims to investigate the employment preferences of doctoral students majoring in social medicine and health care management (SMHCM), to inform policymakers and future employers on how to address recruitment and retention requirements at CDCs across China. Methods: An online discrete choice experiment (DCE) was conducted to elicit doctoral SMHCM students’ job preferences. The scenarios were described with seven attributes: monthly income, employment location, housing benefits, children’s education opportunities, working environment, career promotion speed, and bianzhi. A conditional logit model and a mixed logit model were used to evaluate the relative importance of the selected attributes. Results: A total of 167 doctoral SMHCM students from 24 universities completed the online survey. All seven attributes were statistically significant with the expected sign and demonstrated the existence of preference heterogeneity. Monthly income and employment location were of most concern for doctoral SMHCM students when deciding their future jobs. Among the presented attributes, working environment was of least concern. For the sub-group analysis, employment located in a first-tier city was more likely to lead to a higher utility value for doctoral students who were women, married, from an urban area, and had a high annual family income. Unsurprisingly, when compared to single students, married students were willing to forgo more for good educational opportunities for their children. Conclusions: Our study suggests that monthly income and employment location were valued most by doctoral SMHCM students when choosing a job. A more effective human resource policy intervention to attract doctoral SMHCM students to work in CDCs, especially CDCs in third-tier cities should consider both the incentives provided by the job characteristics and the background of students. Doctoral students are at the stages of career preparation, so the results of this study would be informative for policymakers and help them to design the recruitment and retention policies for CDCs.

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Wingreen, Stephen C., Cynthia M. LeRouge, and Anthony C. Nelson. "Managing IT Employee Attitudes that Lead to Turnover." International Journal of Human Capital and Information Technology Professionals 8, no. 1 (January 2017): 25–41. http://dx.doi.org/10.4018/ijhcitp.2017010102.

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IT staff turnover and low retention rates are costly and contribute to organizational inefficiency. The authors extend the existing literature by investigating whether differences in individual preferences for various job characteristics as well as the ability of organizations to meet employee expectations (person-job fit) affect contentment levels and, consequently, attrition rates. Specifically, they investigate the question, “Does a person-job fit perspective provide more explanatory power with regard to antecedents to turnover among IT professionals than either person or job characteristics alone?” for systems developers. Survey results indicate that a person-job fit perspective does provide more explanatory power for certain job attributes, but not for others. In particular, the relationships between system developers' preferred and actual job levels of social support as well as of job challenge are better indicators of attitudes than actual levels of either attribute alone. However, actual job challenge and actual job stress (as perceived by workers) are, individually, better predictors of employee self-esteem, burnout, and alienation than their respective degrees of fit with employee preferences.

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Yamauchi, Hirotsugu. "Factor Structure of Preferences for Job Attributes among Japanese Workers." Psychological Reports 77, no. 3 (December 1995): 787–91. http://dx.doi.org/10.2466/pr0.1995.77.3.787.

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The present study examined the factor structure of job attributes as related to job selection among 596 Japanese workers. Subjects were asked to complete a questionnaire in which they rated the importance of 22 job attributes on a 5-point scale. Three factors were extracted by principal factor analysis and the factors were rotated by a normalized varimax criterion. The factors were defined as established facilities, future prospects, and utility of specialty factors. Factor scores were compared among amounts of management experience and gender, i.e., divided into 4 groups. There were some significant differences among those amounts of experience and gender in two factors: nonmanagerial workers rated the established facilities as more important than did managerial workers and female clerks rated the future prospects as less important than did male workers.

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Turban, Daniel B., Alison R. Eyring, and James E. Campion. "Job attributes: Preferences compared with reasons given for accepting and rejecting job offers." Journal of Occupational and Organizational Psychology 66, no. 1 (March 1993): 71–81. http://dx.doi.org/10.1111/j.2044-8325.1993.tb00517.x.

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Hicklenton, Carol L., Donald W. Hine, Aaron B. Driver, and Natasha M. Loi. "How personal values shape job seeker preference: A policy capturing study." PLOS ONE 16, no. 7 (July 29, 2021): e0254646. http://dx.doi.org/10.1371/journal.pone.0254646.

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Does the “ideal” organization exist? Or do different workplace attributes attract different people? And if so, what attributes attract what types of employees? This study combines person-organization fit theory and a policy capturing methodology to determine (a) which attributes are the strongest predictors of perceived organization attractiveness in a sample of Australian job seekers, and (b) whether the magnitude of these predictive effects varies as a function of job seekers’ personal values. The design of this study is a randomized experiment of Australian job seekers who responded to an online survey invitation. Each of the 400 respondents received a random subset of 8 of 64 possible descriptions of organizations. Each description presented an organization that scored either high or low on six attributes based on the Employer Attractiveness Scale: economic, development, interest, social, application, and environmental value. Multi-level modelling revealed that all six attributes positively predicted job seekers’ ratings of organization attractiveness, with the three strongest predictors being social, environmental, and application value. Moderation analyses revealed that participants with strong self-transcendent or weak self-enhancement values were most sensitive to the absence of social, environmental, and application value in workplaces, down-rating organizations that scored low on these attributes. Our results demonstrate how job seekers’ personal values shape preferences for different types of workplaces. Organizations may be able to improve recruitment outcomes by matching working conditions to the personal values of workers they hope to employ.

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Konrad, Alison M., J. Edgar Ritchie, Pamela Lieb, and Elizabeth Corrigall. "Sex differences and similarities in job attribute preferences: A meta-analysis." Psychological Bulletin 126, no. 4 (2000): 593–641. http://dx.doi.org/10.1037/0033-2909.126.4.593.

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Konrad, Alison M., Elizabeth Corrigall, Pamela Lieb, and J. Edgar Ritchie. "Sex Differences in Job Attribute Preferences among Managers and Business Students." Group & Organization Management 25, no. 2 (June 2000): 108–31. http://dx.doi.org/10.1177/1059601100252002.

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Genie, Mesfin G., Luis Enrique Loría-Rebolledo, Shantini Paranjothy, Daniel Powell, Mandy Ryan, Ruben Andreas Sakowsky, and Verity Watson. "Understanding public preferences and trade-offs for government responses during a pandemic: a protocol for a discrete choice experiment in the UK." BMJ Open 10, no. 11 (November 2020): e043477. http://dx.doi.org/10.1136/bmjopen-2020-043477.

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IntroductionSocial distancing and lockdown measures are among the main government responses to the COVID-19 pandemic. These measures aim to limit the COVID-19 infection rate and reduce the mortality rate of COVID-19. Given we are likely to see local lockdowns until a treatment or vaccine for COVID-19 is available, and their effectiveness depends on public acceptability, it is important to understand public preference for government responses.Methods and analysisUsing a discrete choice experiment (DCE), this study will investigate the public’s preferences for pandemic responses in the UK. Attributes (and levels) are based on: (1) lockdown measures described in policy documents; (2) literature on preferences for lockdown measures and (3) a social media analysis. Attributes include: lockdown type; lockdown length; postponement of usual non-urgent medical care; number of excess deaths; number of infections; impact on household spending and job losses. We will prepilot the DCE using virtual think aloud interviews with respondents recruited via Facebook. We will collect preference data using an online survey of 4000 individuals from across the four UK countries (1000 per country). We will estimate the relative importance of the attributes, and the trade-offs individuals are willing to make between attributes. We will test if respondents’ preferences differ based on moral attitudes (using the Moral Foundation Questionnaire), socioeconomic circumstances (age, education, economic insecurity, health status), country of residence and experience of COVID-19.Ethics and disseminationThe University of Aberdeen’s College Ethics Research Board (CERB) has approved the study (reference: CERB/2020/6/1974). We will seek CERB approval for major changes from the developmental and pilot work. Peer-reviewed papers will be submitted, and results will be presented at public health and health economic conferences nationally and internationally. A lay summary will be published on the Health Economics Research Unit blog.

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Demel, Simona, Petr Mariel, and Jürgen Meyerhoff. "Job preferences of business and economics students." International Journal of Manpower 40, no. 3 (June 3, 2019): 473–99. http://dx.doi.org/10.1108/ijm-09-2017-0249.

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Purpose The purpose of this paper is to elicit young economists’ job preferences through the use of a choice experiment (CE). Design/methodology/approach A CE conducted at a total of five universities in Spain, the Czech Republic and Germany. After estimating a random parameter logit model, the monetary value of the willingness to accept a specific job attribute is simulated. Findings The most important job characteristic, consistent across countries and universities, is a long-term career prospect at the company. Originality/value This is the first CE conducted on business and economics students’ job preferences in three European countries. Using the same survey instrument allows for the comparison of students’ job preferences across countries and also between private and public universities.

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Flöthmann, Christoph, Kai Hoberg, and Andreas Wieland. "Competency requirements of supply chain planners & analysts and personal preferences of hiring managers." Supply Chain Management: An International Journal 23, no. 6 (September 10, 2018): 480–99. http://dx.doi.org/10.1108/scm-03-2018-0101.

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Purpose This study aims to enhance the understanding of competency requirements of supply chain planners and analysts (SCP&As) and identify different personal preferences of hiring managers toward job candidates’ competency profiles. Design/methodology/approach A total of 243 supply chain managers with hiring experience participated in an adaptive choice-based conjoint experiment to uncover the relative importance of six competency attributes, namely, analytical and problem-solving ability, interpersonal skills, general management skills, computer/IT skills, supply chain management (SCM) knowledge and industry experience. Findings SCM knowledge and analytical and problem-solving ability were identified as the most important competencies and were considered three times more important than general management skills. Based on convergent cluster and ensemble analysis, two types of hiring managers were identified. The first group is characterized by a pronounced preference for job candidates with extensive SCM knowledge. In contrast, the second group’s members prefer candidates with a more balanced competency profile. Originality/value The authors’ findings help companies to facilitate a better person–job fit, a key determinant of employee performance and job satisfaction.

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Kamal Basha, Norazlyn, Jillian C. Sweeney, and Geoffrey N. Soutar. "International students’ university preferences: how different are Malaysian and Chinese students?" International Journal of Educational Management 30, no. 2 (March 14, 2016): 197–210. http://dx.doi.org/10.1108/ijem-08-2014-0122.

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Purpose – The purpose of this paper is to determine factors that influenced international university preference, looking at country of origin (COO), that is the COO of the course and program modes (PMs). This study specifically focusses on differences in perceptions across students from Malaysia and China. Design/methodology/approach – Conjoint analysis was used to examine the relative importances and part-worth scores of these attributes on international university preferences. Findings – PM and country of design (COD) had a major influence on Malaysian and Chinese students’ preferences for international universities. Online distance learning was the least preferred option, while offshore campuses were more acceptable to Malaysian students compared to Chinese students. Malaysian students preferred to study in the UK, while Chinese students favored Australia. Malaysian students were also found to be more cost sensitive compared to Chinese students, while the latter were more motivated by job prospects offered by an institution. Research limitations/implications – Limitations include the specific sample, pre-university students only from developed countries (Malaysia and China), which limits the generalizability to students from other countries. Practical implications – This study offers insights in the effect of COD and PM on students’ preferences for international universities, as well as other previously studied university-level attributes in a higher education setting. With a better understanding of factors affecting these preferences, higher educational institutions are better placed to implement a suitable marketing strategy to attract more international students. Originality/value – This study examines the impact COD, Delivery Mode (DM) and other university level attributes have on Malaysian and Chinese pre-university students ' preferences for international universities. COD and DM were found to be extremely important factors that dominated the students ' preferences. The study highlights the need to focus on different university attributes in different markets and to consider COD and DM issues in order to gain a larger market share of international students.

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Wiersma, Uco J. "Gender differences in job attribute preferences: Work-home role conflict and job level as mediating variables." Journal of Occupational Psychology 63, no. 3 (September 1990): 231–43. http://dx.doi.org/10.1111/j.2044-8325.1990.tb00524.x.

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Eder, R. W., and N. R. Tucker. "Sensitizing Management Students To Their Misperceptions of Line Worker Job Attribute Preferences." Journal of Management Education 12, no. 2 (July 1, 1988): 93–101. http://dx.doi.org/10.1177/105256298801200212.

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Haise, Carrie Leigh, and Margaret Rucker. "THE FLIGHT ATTENDANT UNIFORM: EFFECTS OF SELECTED VARIABLES ON FLIGHT ATTENDANT IMAGE, UNIFORM PREFERENCE AND EMPLOYEE SATISFACTION." Social Behavior and Personality: an international journal 31, no. 6 (January 1, 2003): 565–75. http://dx.doi.org/10.2224/sbp.2003.31.6.565.

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When a job situation requires the wearing of a uniform, as is the case with flight attendants, both image projected by the uniform and employee preferences are important. The purpose of this study was to examine the effects of components of a uniform on image of, and preference for, the uniform. It was also designed to assess the effects of both uniform attributes and opportunities for feedback on satisfaction with one's own uniform. Using survey data from 121 flight attendants, it was found that differences in neckwear and footwear did not have a significant effect on preferences but did have significant effects on image. Data on liked and disliked features of the flight attendants' own uniforms identified fit and fabric as the two main sources of dissatisfaction. The data on opportunities for feedback about the uniform supported the proposition that more opportunities for feedback may result in greater employee satisfaction.

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Başlevent, Cem, and Hasan Kirmanoğlu. "Do Preferences for Job Attributes Provide Evidence of ‘Hierarchy of Needs’?" Social Indicators Research 111, no. 2 (March 7, 2012): 549–60. http://dx.doi.org/10.1007/s11205-012-0019-7.

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McGraw, Katherine, Jennie S. Popp, Bruce L. Dixon, and Doris J. Newton. "Factors Influencing Job Choice among Agricultural Economics Professionals." Journal of Agricultural and Applied Economics 44, no. 2 (May 2012): 251–65. http://dx.doi.org/10.1017/s1074070800000304.

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This article identifies factors that influence agricultural economics professionals' job choice between academic and government employment. Respondents agreed that job responsibilities were the most important factor in choosing their current position. They also agreed that having a positive work environment, good salary, family time, adequate resources, and professional and social interaction were important job attributes. Proportionally more women than men regarded partner opportunities, nondiscrimination, time for child care, and supportive colleagues as very important attributes influencing their decisions. A binomial probit of respondents' current job sector indicates significant job choice determinants include sector preference (academic or government), previous professional experience, a positive work environment, and advancement opportunities.

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Gomez, Carolina. "The Relationship Between Acculturation, Individualism/Collectivism, and Job Attribute Preferences for Hispanic MBAs*." Journal of Management Studies 40, no. 5 (July 2003): 1089–105. http://dx.doi.org/10.1111/1467-6486.00372.

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Blumenfeld, Warren S., and John M. Borek. "Preferences for Job Attributes of Blue-Collar Employees in the Public Sector." Psychological Reports 57, no. 3_suppl (December 1985): 1290. http://dx.doi.org/10.2466/pr0.1985.57.3f.1290.

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Guillot-Soulez, Chloé, and Sébastien Soulez. "On the heterogeneity of Generation Y job preferences." Employee Relations 36, no. 4 (May 27, 2014): 319–32. http://dx.doi.org/10.1108/er-07-2013-0073.

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Purpose – Based on generational theory, this research studies the preferences of French young graduates from Generation Y for job and organizational attributes of a future employer. The purpose of this paper is to contribute to the debate on the inter- vs intragenerational differences and discusses the common stereotype of an intragroup homogeneity within the Generation Y. Design/methodology/approach – Reviewing generation and job search literature, the paper update graduates’ preferences for job and organizational attributes in their initial job search by using conjoint analysis, a rarely used methodology in human resource management (HRM). To test the intragroup homogeneity and to overcome methodological difficulties inherent in examining differences within a generational cohort, the paper operationalized a homogeneous sample (n=592) composed of people of the same age, career stage, cohort and nationality. Findings – The authors demonstrate that, even if on the whole young graduates from Generation Y prefer job security and a relaxed work atmosphere, their preferences are heterogeneous. Research limitations/implications – This research leads to discuss the relevance of the concept of Generation Y for recruitment. Additional research is needed to improve the external validity of this study which must be reproduced in other contexts and with different populations. Practical implications – The results provide useful information to assist HR managers and recruitment specialists in improving the efficiency of the recruitment process and in considering the relevant segmentation criteria for recruitment. Originality/value – Using an original methodology, conjoint analysis, this paper focusses on the heterogeneity of Generation Y and its consequences in terms of HRM.

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Ulrich, Erin, Jonathan Hurdelbrink, Jason Perepelkin, and Kelli Welter. "Financial Incentive Required for Pharmacy Students to Accept a Post-Graduation Position in Rural and Undesirable Pharmacy Settings." Pharmacy 7, no. 3 (August 6, 2019): 109. http://dx.doi.org/10.3390/pharmacy7030109.

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Background: It has been estimated that in 2018, 20% of pharmacy students were unemployed following graduation. However, many pharmacy positions go vacant each year, with the majority of these positions existing in rural areas. Methods: Pharmacy students completed a one-time, anonymous, online questionnaire. Measures of interest included: subject characteristics and preference in a variety job offers. Discrete Choice Experiment methodology of questionnaire design was used and Conditional Logit models were conducted to analyze the data to determine the financial incentive required for pharmacy students to take a post-graduate job with particular traits. Conclusions: A total of 283 students completed questionnaires from Iowa, North Dakota, South Dakota, Saskatchewan, and Manitoba. The majority of subjects were female, P3 students, and from a non-rural hometown. American students would need to be paid an additional $18,738 in salary to practice in a rural area, while Canadian students would require an additional $17,156. Canadian respondents would require an additional $7125 in salary to work in a community pharmacy with a low level of patient interaction compared to a community position with a large amount of patient interaction. Overall, pharmacy student preferences in post-graduation job attributes vary significantly between states and provinces.

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Konrad, Alison M., J. Edgar Richie, Pamela Lieb, and Elizabeth Corrigall. "EFFECTS OF SAMPLE, TIME AND OCCUPATIONAL MATCHING ON GENDER DIFFERENCES IN JOB ATTRIBUTE PREFERENCES." Academy of Management Proceedings 1997, no. 1 (August 1997): 443–47. http://dx.doi.org/10.5465/ambpp.1997.4989382.

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Griffith, Jakari, and Gwendolyn M. Combs. "Racial Differences In Job Attribute Preferences: The Role Of Ethnic Identity And Self-Efficacy." Academy of Management Proceedings 2015, no. 1 (January 2015): 15401. http://dx.doi.org/10.5465/ambpp.2015.15401abstract.

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Bundy, Paul, and Daniel Norris. "What Accounting Students Consider Important In The Job Selection Process." Journal of Applied Business Research (JABR) 8, no. 2 (October 11, 2011): 1. http://dx.doi.org/10.19030/jabr.v8i2.6155.

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The purpose of this study is to determine what factors accounting students consider important in the selection of their first job. These preferences are identified and analyzed with respect to individual characteristics such as gender, age, career aspirations, and work experiences. In addition, the effects of the job interviewing process on students perceptions of the relative importance of the various job attributes is examined.

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Nkomo, Stella M., and D. Michael Fields. "A field study of demographic characteristics and job attribute preferences of new part-time employees." Journal of Business and Psychology 8, no. 3 (March 1994): 365–75. http://dx.doi.org/10.1007/bf02230379.

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Sheppard, Leah D. "Gender Differences in Leadership Aspirations and Job and Life Attribute Preferences among U.S. Undergraduate Students." Sex Roles 79, no. 9-10 (January 9, 2018): 565–77. http://dx.doi.org/10.1007/s11199-017-0890-4.

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Probowati, Deviana Diah, Suprapti Supardi, and Sri Marwanti. "ANALISIS PREFERENSI KONSUMEN DAN STRATEGI PEMASARAN BUAH JERUK KEPROK DI KABUPATEN BOJONEGORO." SEPA: Jurnal Sosial Ekonomi Pertanian dan Agribisnis 12, no. 2 (February 5, 2016): 120. http://dx.doi.org/10.20961/sepa.v12i2.14402.

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This study aims to determine the factors that influence consumer preferences in purchasing fruit of tangerine, citrus fruit attributes that are preferred by consumers in choosing fruits tangerines and marketing strategies that can be applied in marketing of fruit tangerine. Factors of consumer preferences on tangerine fruit analyzed in this study were sex, education level, occupation, age, income level and number of family members or dependents in the family. The results show that factor income effect on consumer preferences tangerine fruit in Bojonegoro. While the factors gender, education, age,jobs and the number of family members does not affect the consumer's preferences tangerine fruit in Bojonegoro. Based on the analysis Fishbein of research shows that consumer attitudes to attribute more importance tangerine fruit freshness and fruit flavors tangerine which has a value of 1.72 and 0.85 respectively. Meanwhile, the price factor is not a major consideration in selecting fruit consumers tangerines. Based on these factors and attributes that influence consumers to choose fruits tangerines can be formulated alternatives marketing strategies in the fruit tangerine. Strategies that can be done is to optimize the use of seeds prefetch queue, optimizing the mutually beneficial relationship between farmers and traders, increased knowledge of farmers in the cultivation of fruits tangerines and optimize the role of the government to farmers.

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Meyerding, Stephan G. H. "Analyzing job satisfaction and preferences of employees: the case of horticultural companies in Germany." International Food and Agribusiness Management Review 20, no. 5 (October 12, 2017): 765–88. http://dx.doi.org/10.22434/ifamr2016.0158.

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German horticulture, as well as horticulture and agriculture in other industrialized countries, faces increasing skilled labor shortage. Additionally family run businesses in horticulture and agriculture are lacking a new generation of entrepreneurs, leading to increased structural change. Insights about job attributes attractiveness as well as their impact on job satisfaction lead to a more transparent environment in which employers and employees can make better-informed decisions and redesign the professional environment, resulting in increased job satisfaction, performance and career sustainability. For this purpose, a survey was undertaken from August 2013 to February 2015 through a questionnaire examining the preferences and perception of employees (N=229) regarding job characteristics. The theoretical background of the study is Warr’s vitamin model, which assumes non-linear relationships between job characteristics and job satisfaction. The strongest connections with job satisfaction among employees are with future prospects and conflict between work-andfamily. The study is one of the first of its kind to provide a detailed overview of job satisfaction of different groups of employees in German horticulture.

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Angell, Blake, Mushtaq Khan, Mir Raihanul Islam, Kate Mandeville, Nahitun Naher, Eleanor Hutchinson, Martin McKee, Syed Masud Ahmed, and Dina Balabanova. "Incentivising doctor attendance in rural Bangladesh: a latent class analysis of a discrete choice experiment." BMJ Global Health 6, no. 7 (July 2021): e006001. http://dx.doi.org/10.1136/bmjgh-2021-006001.

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ObjectiveDoctor absenteeism is widespread in Bangladesh, and the perspectives of the actors involved are insufficiently understood. This paper sought to elicit preferences of doctors over aspects of jobs in rural areas in Bangladesh that can help to inform the development of packages of policy interventions that may persuade them to stay at their posts.MethodsWe conducted a discrete choice experiment with 308 doctors across four hospitals in Dhaka, Bangladesh. Four attributes of rural postings were included based on a literature review, qualitative research and a consensus-building workshop with policymakers and key health-system stakeholders: relationship with the community, security measures, attendance-based policies and incentive payments. Respondents’ choices were analysed with mixed multinomial logistic and latent class models and were used to simulate the likely uptake of jobs under different policy packages.ResultsAll attributes significantly impacted doctor choices (p<0.01). Doctors strongly preferred jobs at rural facilities where there was a supportive relationship with the community (β=0.93), considered good attendance in education and training (0.77) or promotion decisions (0.67), with functional security (0.67) and higher incentive payments (0.5 per 10% increase of base salary). Jobs with disciplinary action for poor attendance were disliked by respondents (−0.63). Latent class analysis identified three groups of doctors who differed in their uptake of jobs. Scenario modelling identified intervention packages that differentially impacted doctor behaviour and combinations that could feasibly improve doctors’ attendance.ConclusionBangladeshi doctors have strong but varied preferences over interventions to overcome absenteeism. We generated evidence suggesting that interventions considering the perspective of the doctors themselves could result in substantial reductions in absenteeism. Designing policy packages that take account of the different situations facing doctors could begin to improve their ability and motivation to be present at their job and generate sustainable solutions to absenteeism in rural Bangladesh.

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Journal articles on the topic 'Job attribute preference'

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