Bibliografías temáticas / Employer preferences

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Literatura académica sobre el tema "Employer preferences"

Autor: Grafiati
Publicado: 14 de diciembre de 2024

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Artículos de revistas sobre el tema "Employer preferences"

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

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PurposeEmployer branding (EB) has become a powerful tool for organizations to attract employees. Recruitment communication ideally reveals the image that companies want to portray to potential employees to attract talents with the right skills and competences for the organization. This study explores the impact of EB on employer attractiveness by testing how pre-existing employee preferences interact with EB and how this interaction affects employer attractiveness.Design/methodology/approachA quasi-experiment among 289 final-year students was used to test the relationships between EB, perceived employer image, person-organization (P-O) fit and employer attractiveness, and the potential moderating variables of pre-existing preferences, in this case operationalized as locational preferences. Students are randomly assigned to four vacancies: one with and one without EB cues in two different locations: Groningen and Amsterdam. The authors used standard scales for attractiveness, perceptions of an employer and person-organization fit. The authors test the relationships using a regression analysis.FindingsResults suggest that if respondents have previous predispositions, then their preference can be enhanced using an EB-targeted strategy. Based on these results, the authors can conclude that EB and related practices can be successful avenues for organizations in the war for talent, particularly if they reaffirm previous preferences of potential employees.Originality/valueThe research is original in the way it provides empirical evidence on the relationship between EB and attractiveness, particularly when previous employee preferences exist. This is of value to employers using EB as a tool to influence employer attractiveness.
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Bradshaw, Aisha. "Revealing employer preferences." Nature Human Behaviour 3, no. 12 (2019): 1250. http://dx.doi.org/10.1038/s41562-019-0796-y.

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

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Purpose – In the ever increasing competition in the employment market, an organization’s need to become a “great place to work” has gained significant momentum. Employer branding has thus emerged as an essential management practice employed by the organization to create its image as desirable employer in the eyes of prospective employees. The purpose of this paper is to highlight the understanding of employer branding through the eyes of “potential” young employees in Delhi and North Central Region, India. The results presented in this paper throw light on the perceived importance of employer branding among the prospective employees via analysis of various branding factors chosen for the study. The study results report that the perceived significance of employer branding factors differs mainly across gender and age of prospective employees. Notably, public and private sectors are being perceived significantly different by the potential job applicants on employer branding factors. Thus, this paper presents important findings enabling employers to build brand value and an attractive reputation in the job market so as to attract and retain the best talent. Design/methodology/approach – Survey methodology was used to test the hypothesis. The sample was selected from Delhi and National Capital Region (NCR) primarily from the students of business schools who were randomly selected to fill in the questionnaire. As they are the potential hires, it seemed appropriate to know their preference of employer branding factors. They are ready to join the corporations therefore, data extracted would be much more suitable as they can throw light on their immediate preferences and provide insight into the research study. For collection of data an online structured questionnaire was administered. A total of 270 questionnaires were administered and 239 filled questionnaires were received. Findings – From the results it can be seen that private sector emerged as preferred sector of choice for the majority of potential employees. However, there are some factors which are handled well in private sector as compared to public sector and vice versa. There are some factors like – stability of the company, work-life balance and job security which potential employees perceive as important and therefore, need to be addressed by both public and private sector organizations. Research limitations/implications – Limitation of this study is that the findings cannot be generalized therefore, provide opportunities for further research. Moreover, the sample included only students as prospective employees seeking a new job or a career change. Thus the results obtained on a sample of relatively inexperienced job seekers, might partially reflect commonly held stereotypes of attractive organizations. Hence, it is interesting to use other samples such as experienced job seekers or those who are currently employed. Another limitation is that the study is restricted to Delhi and NCR region hence, the data is not representative of a wider population. Further research may expand the scope in terms of sample size as well. Future research may also explore the extent of employee attraction and retention vis-à-vis employer branding factors in organizations. A final avenue for future studies consists in exploring the processes which underlie the organizational choice decisions of prospective applicants. Practical implications – This study has added to the growing body of research on employer branding factors by generating more knowledge and arguments in favor of certain employer branding factors in the workplace. If organizations truly want to attract good talented people then management needs to bring about the necessary organizational support and infrastructure at the early and middle stages of an employee’s career which are most often the stages where important choices are made. They need to be more considerate toward employee needs. Efforts can be made to build a good work culture by paying heed to their preferences. Therefore, this study helps establish a foundation for implementation of various employer branding factors which are perceived important by the potential job applicants, especially in Indian context. The findings are of particular important for human resource (HR) managers and policy makers in both public sector as well as private sectors in these times of increased inter-sectoral personnel movement. These findings can be utilized as a guiding instrument while inter-sectoral recruitment is being made. These would also enable employers to take appropriate action in order to build their employer brand based on certain discussed employer branding factors so as to attract talent which in turn would also help them in retaining talent. Social implications – There are many employer branding factors which tend to affect the mindset of potential employees in selecting their prospective employer. Employers can therefore, endeavor to understand those factors at length so as to attract talent which in turn would also help in retaining talent. Originality/value – Results throw light on the perceived importance the potential employees give to various employer branding factors taken for the study. Perceived significance attached to employer branding factors differs across gender, age, education background, etc. It was also found that for some important employer branding factors public and private sectors are being perceived significantly different by the potential job applicants. Thus, paper presents important findings that would enable employers to take actions in order to build their employer brand so as to attract talent which in turn would also help them in retaining talent.
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Tilipman, Nicholas. "Employer Incentives and Distortions in Health Insurance Design: Implications for Welfare and Costs." American Economic Review 112, no. 3 (2022): 998–1037. http://dx.doi.org/10.1257/aer.20181917.

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This paper studies employer incentives in designing health insurance provider networks and whether observed offerings reflect preferences that are aligned with employees. I estimate a model of supply and demand where I endogenize employer health plan offerings with respect to hospital and physician networks. I find that employers “overprovide” broad networks by overweighting the preferences of certain employees, specifically older workers and those in regions with less provider competition, over the preferences of the average employee household. Shifting employers toward offering different provider networks in different geographic markets could yield substantial gains to surplus, with minimal distributional or selection effects. (JEL G22, G28, I13, J32, M52)
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Feng, Jiaojiao, and Pengxin Xie. "Is mediation the preferred procedure in labour dispute resolution systems? Evidence from employer–employee matched data in China." Journal of Industrial Relations 62, no. 1 (2019): 81–103. http://dx.doi.org/10.1177/0022185619834971.

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This study explores procedural preferences in the historical development of labour dispute resolution systems at the national level and employees’ pre-experience preference to resolve disputes at the individual level. Drawing on two datasets – one from national public statistics and one from China’s employer–employee matched data – we find that mediation has fluctuated in its use and efficacy, and it has re-emerged as an important method to stabilize labour relations. Employees choose internal mediation only if they feel that the enterprise’s mediation committee is selected fairly. Organizational structure factors, such as the enterprise’s size and the effectiveness of the Staff and Workers Representative Congress, moderate the relationship between employees’ perceptions of justice and procedural preferences. This study contributes to the dispute resolution literature by highlighting the interactions between individual perceptions of justice and organizational factors of procedural preference. Additionally, practical implications are offered to aid in the design of dispute resolution systems and improve organizational justice.
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Načinović Braje, Ivana. "The perspectives of variable pay in Croatia." Ekonomski pregled 72, no. 4 (2021): 550–70. http://dx.doi.org/10.32910/ep.72.4.3.

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Variable pay can have numerous benefits for the employee and the employer, however, the overall effect of variable pay will depend upon employee attitudes and preferences towards such form of compensation. Considering that reward systems in Croatia traditionally used the equality principle, the objective of this paper is to examine the role of variable pay from both employee and employer perspectives. Research results are based on a Delphi research of employee attitudes about variable pay and empirical investigation of actual employers’ variable pay practices. The Delphi study results indicate a lack of consensus about employees’ preferences for variable pay in Croatia. However, practice shows that some form of individual variable pay has been adopted by most examined companies. There is some gap between preferences for variable pay and actual compensation practices so this paper identifies conditions under which acceptance of variable pay can be improved.
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Caramelli, Marco, and Edward J. Carberry. "Understanding employee preferences for investing in employer stock: evidence from France." Human Resource Management Journal 24, no. 4 (2014): 548–66. http://dx.doi.org/10.1111/1748-8583.12057.

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

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We introduce a new experimental paradigm to evaluate employer preferences, called incentivized resume rating (IRR). Employers evaluate resumes they know to be hypothetical in order to be matched with real job seekers, preserving incentives while avoiding the deception necessary in audit studies. We deploy IRR with employers recruiting college seniors from a prestigious school, randomizing human capital characteristics and demographics of hypothetical candidates. We measure both employer preferences for candidates and employer beliefs about the likelihood that candidates will accept job offers, avoiding a typical confound in audit studies. We discuss the costs, benefits, and future applications of this new methodology. (JEL D83, I26, J23, J24, M51)
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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 (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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Bredgaard, Thomas. "Employers and Active Labour Market Policies: Typologies and Evidence." Social Policy and Society 17, no. 3 (2017): 365–77. http://dx.doi.org/10.1017/s147474641700015x.

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

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Shay, Nathan Michael. "Investigating Real-Time Employer-Based Ridesharing Preferences Based on Stated Preference Survey Data." The Ohio State University, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=osu1471587439.

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Lindgren, Erik, and Michael Skarped. "Employer Attractiveness : A quantitative study of preferences among swedish civil engineering students regarding future employers." Thesis, Uppsala University, Department of Business Studies, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-8777.

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<p>The purpose of this thesis is to measure the importance of different factors that contribute to employer attractiveness among students. Further, its purpose is to measure how those same students perceive a case company, Ramböll, relating to those same factors. The method used</p><p>to satisfy this purpose is a quantitative survey among Swedish civil engineering students at three Swedish universities, Uppsala Tekniska Högskola, Luleå Tekniska Högskola and Chalmers Tekniska Högskola. The survey got a response rate of 19% and the results show that the majority of the respondents think that factors such as learning opportunities, self development and independence are most important for employer attractiveness. Further, the respondents perceives Ramböll as a company that offers challenging and interesting tasks, but does not offer high salaries and is not a high status organisation.</p>
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OLIVEIRA, SIMONI APARECIDA DE PAULA. "ASPECTS RELATING TO CAREER PREFERENCES AND ITS RELATIONSHIP WITH VALUES ALIGNMENT REGARDING THE EMPLOYEE AND THE EMPLOYER." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2013. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=22223@1.

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O presente trabalho de pesquisa visa a estudar aspectos referentes às inclinações de carreira e suas relações com o alinhamento de valores dos empregados, considerando os valores da instituição empregadora. Para a realização de tal estudo foi elaborado um questionário, composto de 89 perguntas, que foi desenhado com o auxílio do software Qualtrics. Para o levantamento dos valores, foi utilizado o Inventário de Valores elaborado por Rokeach (1973), composto de 36 valores individuais. No que se refere à identificação das âncoras de carreira dos empregados, foi utilizado o instrumento elaborado por Schein (1993), composto de 40 itens, denominado Inventário das Orientações de Carreira. Tal questionário foi enviado por e-mail para os profissionais que participam de um grupo de discussões, composto por empregados de uma instituição pública do ramo financeiro com sede na cidade do Rio de Janeiro. Considerando os 231 questionários válidos, por meio de tratamento de dados, realizado com o auxílio do software SPSS, foi possível levantar os valores individuais e identificar as âncoras de carreira mais proeminentes para os empregados desta instituição pública. A presente pesquisa possibilitou, ainda, a obtenção de subsídios para a elaboração de Políticas de Recursos Humanos. As ações sugeridas na referida política têm o intuito de aumentar o alinhamento dos valores individuais dos empregados, considerando os valores da instituição pública empregadora, com vistas a aumentar a satisfação desses, o que pode vir a trazer, como consequência, melhora no desempenho desta última.<br>The present research aims to study the aspects related to the career preferences and their relationship with the alignment of employees values, considering the values of their employer. To carry out this study a questionnaire, consisting of 89 questions, was designed using the software Qualtrics. For the survey of the values, the Rokeach Value Survey, which was developed by Rokeach (1973), was used. This survey consists of 36 individual values. As regards the identification of the career anchors of the employees, the instrument developed by Schein (1993), composed of 40 items, called Career Anchors Self- Assessment, was used. The questionnaire was sent by email to the professionals who take part in a discussion group, composed of employees of a public institution of the financial sector, which is based in Rio de Janeiro. Considering the 231 valid questionnaires, through data processing, performed by SPSS software, it was possible to identify the individual values and the most important career anchors for the employees of that public institution. This research also resulted in obtaining information for the development of Human Resources Police. The actions suggested in that Police are intended to increase the alignment of the individual values of the employees, taking into account the values of the referred public institution, in order to increase the satisfaction of the former, which might bring, as a consequence, improves in the performance of the latter.
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Andersson, Felicie, and Jonathan Hurtig. "Vad attraherar supertalangerna? : om anställdas preferenser i textilbranschen." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-10633.

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I det moderna samhället är arbetet inte längre enbart en inkomstkälla utan ett verktyg för självförverkligande. Ur de anställdas perspektiv är företagens attraktivitet, sociala värden, ekonomiska fördelar och utvecklingsmöjligheter viktiga aspekter som tas i beaktning när man söker sig till ett företag och därför betydelsefulla för företagen att efterleva. Uppsatsens teoretiska referensram sätter därför arbetsgivarlöftet och vikten av att det följs i centrum. Vi har funnit ett flertal forskningsstudier relaterade till arbetsgivarlöften, som genomförts inom olika branscher, men saknar undersökningar i textilbranschen där vi ser flera anledningar till varför det skulle vara aktuellt. Studiens syfte är därför att undersöka preferenser bland anställda inom funktionerna inköp och design på företag inom textilbranschen och se hur väl dessa uppnås för att kunna dra slutsatser om förbättringsområden. Samtidigt vill vi se hur stor inverkan den geografiska platsen har och hur benägna de anställda är att yttra sig om arbetsplatsrelaterad information på sociala medier. Studien har genomförts med en kvantitativ ansats, där datainsamling skett genom webbenkäter via bekvämlighet- och snöbollsurval för att nå ut till relevanta personer. Enkäten samlade in åsikter från drygt 23 % av urvalsramen. Av dessa hade nästan 84 % en eftergymnasial utbildning och 30 % hade varit anställda i över 5 år, vilket bekräftar att deltagarna besitter erfarenhet och kompetens som är värdefull för arbetsgivarna. Sociala värden var absolut viktigast för respondenterna i vår undersökning och att ha en god relation till kollegor och chefer toppade listan. En härlig och kul stämning på arbetsplatsen kom inte långt därefter. Lyckligtvis är det också en känsla av tillhörighet som arbetsgivarna lyckas uppfylla bäst. 65 % anger betyget 7 eller högre på hur nöjda de är med sin arbetssituation. Det finns dock utrymme för förbättring, speciellt när det kommer till faktorer som lön, förmåner och självbildskongruens. Resultatet visade att arbetsorten i sig inte var anmärkningsvärt viktig och så länge arbetet är meriterande behöver inte arbetsplatsen ligga i en storstad. Studiens deltagare anger att de är aktiva på sociala medier, men få av dem uttrycker sig positivt eller negativt om sin arbetsgivare via dessa plattformar i dagsläget. Här ser vi ett potentiellt förbättringsområde när det kommer till att få de anställda att bli varumärkesambassadörer för företagets employer brand.<br>In modern society, our work is no longer just a source of income but a tool for self-realization. From the employees' perspective corporate attractiveness, social values, economic benefits and development opportunities are important aspects taken into consideration when applying for a job and therefore important for companies to acknowledge. The theoretical framework therefore puts the employer brand promise and the importance of its compliance in focus. The study aims to investigate preferences among employees in the purchasing and design functions in the textile industry, and see how well they are achieved to draw conclusions about areas for improvement. At the same time, we want to see how much influence the geographical location has and how likely the employees are to share workplace-related information on social media. The study was conducted with a quantitative approach, where data was collected through web surveys with a convenience and snowball sampling method to reach out to relevant people. The survey gathered opinions from more than 23% of the sample field. Of these, almost 84% had post-secondary education and 30% had been employed for over 5 years, which confirms that the participants possesses experience and expertise that is valuable to their employers. Social values were regarded most important and to have a good relationship with colleagues and managers was ranked as the number one preference. A fun atmosphere scored second place. Fortunately, it is also a sense of belonging that employers seem to meet the best. 65% of the respondents graded 7 or higher on job satisfaction on a scale of 1-10. However, there is room for improvement, especially when it comes to factors such as salary, benefits and self-image congruency. The result shows that the workplace location in itself was not remarkably important and as long as the job is meritorious it does not need to be situated in a big city. The study participants indicate that they are active on social media, but few of them express any positive or negative aspects about their employers on these platforms. Here we see a potential area for improvement when it comes to turning the employees into brand ambassadors for the company's employer brand. This research paper is written in Swedish.
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Jahn, Aron, and Paulina Knopf. "Millennials’ employer preferences and the role Corporate Social Responsibility plays in them." Thesis, Umeå universitet, Sociologiska institutionen, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-162735.

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The purpose of this paper is to investigate what millennials prefer in their future employers. Three research questions were formulated from the purpose statement: (1) what kind of values do millennials prefer in their future employers? (2) How important are values connected to CSR for millennials? And finally, (3) how do group settings influence the importance of CSR in millennials’ employer preferences? In order to understand and explore the stated purpose, literature on the subjects of millennial employer preference, the millennial labor market and the Scandinavian context are used. Furthermore, Maslow’s hierarchy of needs was used to understand the motivational psychology of employer preferences. The theoretical framework on commitment, consistency and social influence was used to examine the influence of group dynamics on CSR preferences. The data was gathered through eight semi-structured interviews and one focus group consisting of all participants from the interviews. This interview data was analyzed through a thematic analysis whilst the findings from the focus group were examined through a content analysis. The main themes that were identified that outline millennials’ preferences in a future employer were; relationships, meaningfulness, career and structure. Further results from the thematic analysis suggest that millennials who are about to enter the labor market do not regard CSR as a crucial aspect in their employer preferences. Finally, the results from the focus group hint at a disconnect between private and public opinions in relation to CSR preferences.
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Forsslund, Elin, and Julia Halin. "Understanding Millennials' Workplace Preferences : A Study on Choosing and Becoming Loyal Towards an Employer." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-69655.

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Employees choosing their employer rather than the employer choosing their employees have resulted in an increased interest of understanding what is requested among today's workforce. The growing generation of the labour market, Millennials, have been shown to create difficulties for organisations, in form of an increased turnover rate among them. In order to decrease the turnover rate, the purpose of this thesis is to provide a better understanding of Millennials’ preferences when choosing a company, and factors that would make them loyal. Previous theory state important factors that are affecting Millennials, but these are studies conducted in countries such as Canada, the USA, and India. Therefore, this thesis focuses on Millennials in Sweden. To gain a deeper understanding of Millennials’ preferences, semi-structured interviews, with non-standardised questions were held. To analyse the empirical data a thematic method was used. This made it easier to compare the data with previous literature. Findings suggest that relations with colleagues and managers are an important factor that affects both the choice of employer and the loyalty towards them. Moreover, psychological work environment, values, progress, and salary were mentioned as essential factors. Depending on the research question, the outcome differed.<br>På dagens arbetsmarknad har det visat sig att anställda väljer sin arbetsgivare, istället för att arbetsgivaren väljer sina anställda, vilket har resulterat i ett ökat intresse i vad som efterfrågas bland dagens arbetskraft. Den växande generationen på arbetsmarknaden, millenniegenerationen, har visat sig skapa svårigheter för organisationer, däribland genom ökad personalomsättning. Syftet med uppsatsen är att öka förståelsen för hur denna generation väljer en arbetsgivare och vilka faktorer som skulle bidra till deras lojalitet. Tidigare forskning har påvisat viktiga faktorer som påverkar millenniegenerationen, men denna forskning är främst utförd i Kanada, USA och Indien. Därför fokuserar detta arbete på millenniegenerationen i Sverige. För att få en djupare förståelse för generationens preferenser för en arbetsgivare utfördes semistrukturerade intervjuer med icke-standardiserade frågor och analyserades med hjälp av tematisk analys. Detta underlättade arbetet i jämförelsen mellan data och tidigare forskning. Slutsatserna av analysen var att relationer med kollegor och chefer är en viktig faktor som påverkar både valet av företag, samt lojaliteten mot dessa. Utöver det var den psykologiska arbetsmiljön, värderingar, utvecklingsmöjligheter och lön viktiga faktorer. Beroende på forskningsfrågan blev innebörden olika.
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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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<p><!--[if gte mso 9]><xml> <w:WordDocument> <w:View>Normal</w:View> <w:Zoom>0</w:Zoom> <w:HyphenationZone>21</w:HyphenationZone> <w:PunctuationKerning /> <w:ValidateAgainstSchemas /> <w:SaveIfXMLInvalid>false</w:SaveIfXMLInvalid> <w:IgnoreMixedContent>false</w:IgnoreMixedContent> <w:AlwaysShowPlaceholderText>false</w:AlwaysShowPlaceholderText> <w:Compatibility> <w:BreakWrappedTables /> <w:SnapToGridInCell /> <w:WrapTextWithPunct /> <w:UseAsianBreakRules /> <w:DontGrowAutofit /> <w:UseFELayout /> </w:Compatibility> <w:BrowserLevel>MicrosoftInternetExplorer4</w:BrowserLevel> </w:WordDocument> </xml><![endif]--><!--[if gte mso 9]><xml> <w:LatentStyles DefLockedState="false" LatentStyleCount="156"> </w:LatentStyles> </xml><![endif]--><!--[if !mso]> <object classid="clsid:38481807-CA0E-42D2-BF39-B33AF135CC4D" id=ieooui></object><mce:style><! st1\:*{behavior:url(#ieooui) } --> <!--[endif]--> <!-- /* Font Definitions */ @font-face {font-family:Garamond; panose-1:2 2 4 4 3 3 1 1 8 3; mso-font-charset:0; mso-generic-font-family:roman; mso-font-pitch:variable; mso-font-signature:647 0 0 0 159 0;} /* Style Definitions */ p.MsoNormal, li.MsoNormal, div.MsoNormal {mso-style-parent:""; margin-top:0cm; margin-right:0cm; margin-bottom:9.0pt; margin-left:0cm; text-align:justify; text-justify:inter-ideograph; mso-pagination:widow-orphan; font-size:12.0pt; font-family:Garamond; mso-fareast-font-family:"Times New Roman"; mso-bidi-font-family:Garamond; mso-fareast-language:EN-US;} @page Section1 {size:612.0pt 792.0pt; margin:70.85pt 70.85pt 70.85pt 70.85pt; mso-header-margin:36.0pt; mso-footer-margin:36.0pt; mso-paper-source:0;} div.Section1 {page:Section1;} --> <!--[if gte mso 10]> <mce:style><! /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Normal tabell"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-parent:""; mso-padding-alt:0cm 5.4pt 0cm 5.4pt; mso-para-margin:0cm; mso-para-margin-bottom:.0001pt; mso-pagination:widow-orphan; font-size:10.0pt; font-family:"Times New Roman"; mso-fareast-font-family:"Times New Roman"; mso-ansi-language:#0400; mso-fareast-language:#0400; mso-bidi-language:#0400;} --> <!--[endif]--></p><p><strong>Purpose:</strong> The purpose of this study is to examine what attributes graduating students prefer when choosing their first employer after graduation. <strong></strong></p><p><strong>Background:</strong> 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.</p><p><strong>Method:</strong> 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.</p><p><strong>Conclusion:</strong> 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.</p><p> </p><p> </p>
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Roberts, Jessica. "Relationships Among Employee Engagement, Communication Climate, and Employees’ Communication Channel Preferences." Wright State University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=wright1366717721.

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Isaksson, Julia, and Ellen Bengtsson. "Konsten att charma generation Y : en studie om ekonomistudenters behov vid val av arbetsplats." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-24051.

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För att företag ska kunna attrahera men också bevara kompetenta medarbetare, krävs det att de har något att erbjuda sin anställda. Detta ställer krav på en medvetenhet kring de preferenser anställda besitter, både sett till deras behov och motivation. Just nu är det arbetstagarens marknad som råder och företag har i utmaning att attrahera kompetentpersonal till organisationer. Syftet med denna studie är därför att undersöka, genomekonomistudenters preferenser, vad som motiverar dem till en arbetsplats samt vad de tror skulle få dem att stanna på en arbetsplats. Även studenternas behov kartläggs och ger en förståelse för arbetsgivarens ansvar för arbetstagares jobbsituation. Resultatet av vår studie är ämnat att hjälpa arbetsgivare i näringslivet att attrahera samt bevara kompetent personal eftersom de genom vår studie vet vad som motiverar studenterna samt vad deras behov på enarbetsplats är. Då syftet med uppsatsen fokuserar på berättelser och förståelse av individers upplevelser gjordes en kvalitativ studie med en deduktiv forskningsansats. Resultatet presenteras eftersemistrukturerade intervjuer med respondenter av tio ekonomistudenter från generation Y och analyseras sedan med hjälp av teoretisk bakgrund. Teorierna som används för att tolka vårt resultat var Self-determination theory (SDT), Maslow behovshierarki och Herzbergs tvåfaktorteori för att undersöka ekonomistudenters motivation och behov i relation till arbetsplatser. Studien mynnar ut i att utvecklingsmöjligheter och trivsel på arbetsplatsen var det viktigaste för samtligarespondenter, men att det samtidigt fanns en spridning av attribut som individerna föredrog. Vi kunde bland annat se att de manliga studenterna var mer materialistiska än de kvinnliga studenterna. Resultatet av studien kan ge en förståelse av vad våra respondenter föredrar vid val av eller att stanna på en arbetsplats, vilket företag kan ta till sig samt ta hänsyn till och förhoppningsvis utvecklas och förbättras tack vare sin kompetenta personal.<br>In order for companies to be able to attract but also retain competent employees, they must have something to offer their employees. This calls for an awareness of the preferences that employees possess, both in terms of their needs and motivation. Nowadays it is the employee’s labor market and companies are challenged to attract competent staff to their organizations. The purpose of this study is therefore to examine, through economics students ‘preferences, what motivates them to start working and what they think would make them stay at a workplace. This study will also chart the needs of the students to create a comprehension for the employer’s responsibility to its employees’ work situation. The result of this study aims to help employers in the industry to attract and also keep competent staff since they, thanks to our study, will be aware of what motivates the economics students and what their needs at a workplace are. Since the purpose of this thesis is focusing on stories and understanding we have made a qualitative study with a deductive research approach. The result will be presented through semi structured interviews with ten economics students from generation Y who are studying at University of Borås. The result will later on be interpreted using our theoretical background. The theories that are used to interpret our results are Self-determination Theory (SDT),Maslow’s Hierarchy of Needs and Herzberg’s Two Factor Theory to examine economics students’ motivation and needs in relation to a workplace. The study concludes that development and comfort in the workplace was the most important for all of the respondents, but there was also a spread of the attributes of what the different individuals prefered. For instance we could see that the male students were more into materialistic attributes than the female students. The result of this study can give organizations an understanding of what economics students prefer when applying for a job and to stay at a workplace, and by that they can then assimilate the results which hopefully can help them develop and improve thanks to their competent coworkers. This thesis will be given in Swedish.
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Mamman, Aminu. "Employees' preferences for payment systems." Thesis, Cardiff University, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.248142.

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Libros sobre el tema "Employer preferences"

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1968-, Raphael Steven, and Stoll Michael A, eds. Will employers hire ex-offenders?: Employer preferences, background checks, and their determinants. Institute for Research on Poverty, University of Wisconsin--Madison, 2002.

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Freedland, Marjorie. Third national engineering student employer preference survey. Available from Graduating Engineer, 1986.

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Freedland, Marjorie. Fourth national engineering student employer preference survey. Available from Graduating Engineer, 1988.

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Pamela, Meadows, Great Britain. Department for Work and Pensions, and Great Britain. Department of Trade and Industry, eds. Survey of employers' policies, practices and preferences relating to age. Corporated Document Services, 2006.

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Kühn, Peter. Employers' preferences for gender, age, height and beauty: Direct evidence. National Bureau of Economic Research, 2009.

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Sparrow, Paul R. Does national culture really matter?: Predicting HRM preferences of Taiwanese employers. Sheffield University Management School, 1997.

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Tijdens, Kea. The driving forces behind working time reduction: Explaining employers' and employees' preferences concerning the 36 hours working week in the Dutch banking sector. University of Essex, 1998.

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Barr, Abigail. Revealed preference and self insurance: Can we learn from the self employed in Chile? World Bank, Latin America and the Caribbean Region, Social Protection Unit, 2002.

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Library of Congress. Congressional Research Service, ed. Constitutionality of local hiring preference requirements in public contracts. Congressional Research Service, Library of Congress, 1985.

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Pérez-López, Jorge F. Worker rights and U.S. trade law. U.S. Dept. of Labor, Bureau of International Labor Affairs, 1987.

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Capítulos de libros sobre el tema "Employer preferences"

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Porras, Diana A., Jongyeon Ee, and Patricia Gándara. "10. Employer Preferences: Do Bilingual Applicants and Employees Experience an Advantage?" In TheBilingual Advantage, edited by Rebecca M. Callahan and Patricia C. Gándara. Multilingual Matters, 2014. http://dx.doi.org/10.21832/9781783092437-011.

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Fountain, Christine, and Katherine Stovel. "Turbulent careers: Social networks, employer hiring preferences, and job instability." In Analytical Sociology. John Wiley & Sons, Ltd, 2014. http://dx.doi.org/10.1002/9781118762707.ch14.

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Erlenkaemper, Stephan, Tom Hinzdorf, Katrin Priemuth, and Christian von Thaden. "Employer Branding through Preference Matching." In Human Resource Management in Consulting Firms. Springer Berlin Heidelberg, 2006. http://dx.doi.org/10.1007/3-540-31138-6_9.

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Wine, Byron, and Trang Doan. "Assessing Employee Preferences for Incentives." In Organizational Behavior Management Approaches for Intellectual and Developmental Disabilities. Routledge, 2021. http://dx.doi.org/10.4324/9780429324840-5.

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Wikström, Ewa, Karin Allard, Rebecka Arman, Roy Liff, Daniel Seldén, and Roland Kadefors. "Organisational Capability for Delayed Retirement." In International Perspectives on Aging. Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-78063-0_16.

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AbstractThroughout the industrialised world, societies are ageing. These demographic changes have created a political and societal focus on an extended working life. Unfortunately, there is a lack of systematic knowledge about how such changes can be successfully implemented within organisations. In this chapter, we discuss this lacuna and specifically focus on organisational capability. We highlight workplace conditions and practices that may inhibit or promote the retention of workers beyond the previous norm for retirement.The novelty of an organisational capability approach is that it highlights workplace conditions that enable older people to use their abilities to perform acts of value and to achieve a better quality of life and greater participation in society. Workplace resources, capabilities and functions form a dynamic pattern. Factors that influence the work abilities of older workers are related in complex interactions and not merely in the format of simple cause and effect.When looking at retirement from the perspective of older workers, we have focused on aspects such as the individual’s ability to control the retirement process. Central to Sen’s idea is that individuals have different conversion factors, which means that, even though two individuals may have access to the same resources, they do not necessarily have the capability to enjoy the same functions. For example, the probability that an older person will remain employed will partially depend on his or her health, human capital and type of job. But two seemingly similar individuals can nevertheless have very different chances of remaining employed because their employer has implemented very different age management policies, or simply because they have different attitudes towards older workers. Since organisational capability makes it possible to focus on the interaction between the individual’s resources and preferences and the opportunity structure existing at the workplace (meso level) and embodied in the retirement system (macro level), much of the discussion and many of the policies and practices concerning older people can be related to the concept of capabilities.
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Berghaus, Benjamin. "Prestigious Employer Preference: Scale Development and Evaluation." In Contributions to Management Science. Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-37701-4_3.

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Atchison, T. J., and C. Zumberge. "Employee Pay Plan Preferences in a Bank." In Bottom Line Results from Strategic Human Resource Planning. Springer US, 1991. http://dx.doi.org/10.1007/978-1-4757-9539-4_16.

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Xanthopoulou, Panagiota, Christina Patitsa, Panagiotis Tsaknis, et al. "Exploring Gender Differences: The Relationship Between Personality and Teleworking Preferences." In Strategic Innovative Marketing and Tourism. Springer Nature Switzerland, 2024. http://dx.doi.org/10.1007/978-3-031-51038-0_42.

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AbstractThis study investigates the link between the Big Five personality traits and the well-being of teleworkers while considering potential gender differences. The sample consisted of 230 teleworkers who answered an online questionnaire. Then, a path analysis was employed to explore the relationships between the variables. Findings indicate that distinct personality traits can affect employees’ attitudes towards teleworking, with a discernible impact on their subjective well-being. While both genders exhibit similar patterns of relationships between personality traits and telework outcomes (positive feelings for extraversion and agreeableness, and negative feelings for neuroticism), there are differences in the magnitude and significance of some of these relationships, particularly in the case of conscientiousness, where its impact on negative feelings towards telework is more pronounced for men. Findings have important practical implications for organizations and individuals in the evolving work landscape.
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Piirsalu-Kivihall, Kaire, Anastasia Sinitsyna, Luca Alfieri, and Tiiu Paas. "Acceleration of Remote Work and Coworking Practices in Estonia During the COVID-19 Pandemic." In SpringerBriefs in Applied Sciences and Technology. Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-26018-6_3.

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AbstractEstonia is a country with a small economy and a high level of digitalization that was more ready for remote work during the COVID-19 pandemic than many other countries. This paper shows how a small and flexible society with its institutions reacted to turbulent times and what developments it has brought along. We use data from Statistics Estonia and other public sources, as well as previous qualitative studies on coworking spaces in Estonia. We conclude that employees’ preferences towards hybridity and remote practices and the readiness of employers to meet them, supported by the high pre-pandemic level of digitalization and developed ICT sector, could improve the revitalization of rural and deprived regions and reduce the socioeconomic disparities across Estonia.
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Stavrianea, Aikaterini, Irene Kamenidou, Athanasios Papathanasopoulos, Marianna Krassanaki, and Spyridon Mamalis. "Promotion of Digital News Media: How Age Contributes to Readers’ Preferences." In Strategic Innovative Marketing and Tourism. Springer Nature Switzerland, 2024. http://dx.doi.org/10.1007/978-3-031-51038-0_11.

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AbstractIn our contemporary, diverse, media-rich landscape, consumers employ a variety of avenues in order to acquire information, including conventional media outlets as well as news platforms and social networking sites. The primary aim of this study is to investigate the choices and inclinations of the current digital news viewers and users in Greece, whilst also making reference to the relevant and numerous social platforms. The research is also concerned with “influencers” and with their utilization, whilst attempting to discern potential differences in usage based on the age demographic of users. An online survey was used. 305 individuals formed the quantitative research convenience sample. Descriptive statistics and One-Way Anova were employed. Results revealed significant differences between age groups and social media preferences regarding news information as well as regarding the collaboration of a digital news media with influencers. Significant implications, both at a theoretical and practical level are evident in this work. On a theoretical level, it contributes to the existing literature by adding new information on the current topic of the promotion of digital news media. Practically, digital news media publishers and managers can formulate proposals based on more in -depth information about users’ preferences in order to increase their business acumen and success.
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Actas de conferencias sobre el tema "Employer preferences"

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Van Slyke, Craig, Grant Clary, Selwyn Ellis, and Michele Maasberg. "Employer Preferences for Cybersecurity Skills among Information Systems Graduates." In SIGMIS-CPR '19: 2019 Computers and People Research Conference. ACM, 2019. http://dx.doi.org/10.1145/3322385.3322418.

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Puerto, Carla Lopez Del, and Everon Chenhall. "Exploring Construction Management Student‘ Preferences Regarding Employer Organizational Culture." In The Seventh International Structural Engineering and Construction Conference. Research Publishing Services, 2013. http://dx.doi.org/10.3850/978-981-07-5354-2_cpm-17-246.

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Lu, Jing, and Joerg R. Noennig. "Refining the Understanding of Workplace Characteristics from an Occupant Centered Perspective with Emphasis on the Influence of Seating Preference." In Applied Human Factors and Ergonomics Conference. AHFE International, 2020. http://dx.doi.org/10.54941/ahfe100361.

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Workplace design not only influences the people’s feeling, but also the work or task performance, knowledge innovation, and the employees’ loyalty and commitment to their employer. The main purpose of this research is to investigate the subjects’ seating preference at workplace and the environmental factors impact their decision. A field survey was carried out on the campus of Dresden University of Technology, and 119 subjects participated in this study. Furniture placement in three different functions of room was employed to conduct this survey. The self-pictured seating preferences indicate that room function influences the subjects’ decision of seating area. Having sense of control over physical workplace and privacy significantly impacted the subjects’ decisions. However, subjects are not always aware the environmental factors affect their behavior. Subjects attracted by outdoor view and good lighting condition in a general way.
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Knittel, Marina, Samuel Dooley, and John Dickerson. "The Dichotomous Affiliate Stable Matching Problem: Approval-Based Matching with Applicant-Employer Relations." In Thirty-First International Joint Conference on Artificial Intelligence {IJCAI-22}. International Joint Conferences on Artificial Intelligence Organization, 2022. http://dx.doi.org/10.24963/ijcai.2022/51.

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While the stable marriage problem and its variants model a vast range of matching markets, they fail to capture complex agent relationships, such as the affiliation of applicants and employers in an interview marketplace. To model this problem, the existing literature on matching with externalities permits agents to provide complete and total rankings over matchings based off of both their own and their affiliates' matches. This complete ordering restriction is unrealistic, and further the model may have an empty core. To address this, we introduce the Dichotomous Affiliate Stable Matching (DASM) Problem, where agents' preferences indicate dichotomous acceptance or rejection of another agent in the marketplace, both for themselves and their affiliates. We also assume the agent's preferences over entire matchings are determined by a general weighted valuation function of their (and their affiliates') matches. Our results are threefold: (1) we use a human study to show that real-world matching rankings follow our assumed valuation function; (2) we prove that there always exists a stable solution by providing an efficient, easily-implementable algorithm that finds such a solution; and (3) we experimentally validate the efficiency of our algorithm versus a linear-programming-based approach.
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Haid, Charlotte, Sebastian Stohrer, Charlotte Unruh, Tim Büthe, and Johannes Fottner. "Accommodating Employee Preferences in Algorithmic Worker-Workplace Allocation." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002235.

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Since many processes in logistics are difficult to automate, employees will continue to be a crucial part of the logistics ecosystem. Allocating employees to tasks on the shop floor continues to be essential, but should focus more on personal preferences. Traditional allocation systems have hardly taken employee preferences into consideration. We ensure that workers can specify their preferences in more detail, and enable best-fit allocation of workers and tasks. To gather information about employee preferences, we designed a survey that can be completed quickly and allows us to get information about employee preferences. We have developed a solution for our preference-based scheduling, namely a hybrid AI algorithm. The solution is discussed for our use case: matching employees to workplaces in logistics. With this work we contribute to a transparent consideration of preferences in scheduling and show details of the algorithm. We aim to extend research in this area with our open source code on github.
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Altes, Gerlyn Calica, Yogi Tri Prasetyo, Jui-Hao Liao, Irene Dyah Ayuwati, Michael Nayat Young, and Satria Fadil Persada. "Determining Employees Preference on Employee Shuttle Bus Attributes: A Conjoint Analysis Approach." In 2023 11th International Conference on Traffic and Logistic Engineering (ICTLE). IEEE, 2023. http://dx.doi.org/10.1109/ictle59670.2023.10508882.

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Zafari, Farhad, Rasoul Rahmani, and Irene Moser. "Proposing a Highly Accurate Hybrid Component-Based Factorised Preference Model in Recommender Systems." In Twenty-Sixth International Joint Conference on Artificial Intelligence. International Joint Conferences on Artificial Intelligence Organization, 2017. http://dx.doi.org/10.24963/ijcai.2017/185.

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Recommender systems play an important role in today's electronic markets due to the large benefits they bring by helping businesses understand their customers' needs and preferences. The major preference components modelled by current recommender systems include user and item biases, feature value preferences, conditional dependencies, temporal preference drifts, and social influence on preferences. In this paper, we introduce a new hybrid latent factor model that achieves great accuracy by integrating all these preference components in a unified model efficiently. The proposed model employs gradient descent to optimise the model parameters, and an evolutionary algorithm to optimise the hyper-parameters and gradient descent learning rates. Using two popular datasets, we investigate the interaction effects of the preference components with each other.We conclude that depending on the dataset, different interactions exist between the preference components. Therefore, understanding these interaction effects is crucial in designing an accurate preference model in every preference dataset and domain.Our results show that on both datasets, different combinations of components result in different accuracies of recommendation, suggesting that some parts of the model interact strongly. Moreover, these effects are highly dataset-dependent, suggesting the need for exploring these effects before choosing the appropriate combination of components.
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Ribeiro, Marcos Roberto, Maria Camila N. Barioni, Sandra de Amo, Claudia Roncancio, and Cyril Labbé. "Finding Top-k Sequences over Data Streams according to Temporal Conditional Preferences." In Simpósio Brasileiro de Banco de Dados. Sociedade Brasileira de Computação - SBC, 2018. http://dx.doi.org/10.5753/sbbd.2018.22220.

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Recently, several research works have been conducted on processing of preference queries over data streams. Preference queries are useful for many application domains where users aim to find out the closest data items to their wishes. This paper presents a new operator for the StreamPref language that can be employed to obtain the top-k data stream sequences according to temporal conditional preferences. Temporal conditional preferences can allow a user to express how past instants of a data stream may influence his preferences at a present instant. In order to evaluate this new operator, two new algorithm strategies are also presented. The extensive set of experiments performed show that the incremental strategy presents a superior performance in all experimental settings. Moreover, the results achieved show that the proposed operator has a superior performance when compared to the equivalent operation in CQL.
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Burnap, Alex, Yi Ren, Honglak Lee, Richard Gonzalez, and Panos Y. Papalambros. "Improving Preference Prediction Accuracy With Feature Learning." In ASME 2014 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2014. http://dx.doi.org/10.1115/detc2014-35440.

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Motivated by continued interest within the design community to model design preferences, this paper investigates the question of predicting preferences with particular application to consumer purchase behavior: How can we obtain high prediction accuracy in a consumer preference model using market purchase data? To this end, we employ sparse coding and sparse restricted Boltzmann machines, recent methods from machine learning, to transform the original market data into a sparse and high-dimensional representation. We show that these ‘feature learning’ techniques, which are independent from the preference model itself (e.g., logit model), can complement existing efforts towards high-accuracy preference prediction. Using actual passenger car market data, we achieve significant improvement in prediction accuracy on a binary preference task by properly transforming the original consumer variables and passenger car variables to a sparse and high-dimensional representation.
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Qi, Lianyong, Yuwen Liu, Weiming Liu, et al. "Counterfactual User Sequence Synthesis Augmented with Continuous Time Dynamic Preference Modeling for Sequential POI Recommendation." In Thirty-Third International Joint Conference on Artificial Intelligence {IJCAI-24}. International Joint Conferences on Artificial Intelligence Organization, 2024. http://dx.doi.org/10.24963/ijcai.2024/255.

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With the proliferation of Location-based Social Networks (LBSNs), user check-in data at Points-of-Interest (POIs) has surged, offering rich insights into user preferences. However, sequential POI recommendation systems always face two pivotal challenges. A challenge lies in the difficulty of modeling time in a discrete space, which fails to accurately capture the dynamic nature of user preferences. Another challenge is the inherent sparsity and noise in continuous POI recommendation, which hinder the recommendation process. To address these challenges, we propose counterfactual user sequence synthesis with continuous time dynamic preference modeling (CussCtpm). CussCtpm innovatively combines Gated Recurrent Unit (GRU) with neural Ordinary Differential Equations (ODEs) to model user preferences in a continuous time framework. CussCtpm captures user preferences at both the POI-level and interest-level, identifying deterministic and non-deterministic preference concepts. Particularly at the interest-level, we employ GRU and neural ODEs to model users' dynamic preferences in continuous space, aiming to capture finer-grained shifts in user preferences over time. Furthermore, CussCtpm utilizes counterfactual data augmentation to generate counterfactual positive and negative user sequences. Our extensive experiments on two widely-used public datasets demonstrate that CussCtpm outperforms several advanced baseline models.
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Informes sobre el tema "Employer preferences"

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Kessler, Judd, Corinne Low, and Colin Sullivan. Incentivized Resume Rating: Eliciting Employer Preferences without Deception. National Bureau of Economic Research, 2019. http://dx.doi.org/10.3386/w25800.

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Fadlon, Itzik, Jessica Laird, and Torben Heien Nielsen. Do Employer Pension Contributions Reflect Employee Preferences? Evidence from a Retirement Savings Reform in Denmark. National Bureau of Economic Research, 2015. http://dx.doi.org/10.3386/w21665.

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Vlaicu, Razvan, and Philip Keefer. Employee Trust and Performance Constraints in Public Sector Organizations. Inter-American Development Bank, 2022. http://dx.doi.org/10.18235/0004456.

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Theory suggests that employee trust is key to productivity in organizations, but empirical evidence documenting links between trust and constraints on performance is scarce. This paper analyzes self-collected data on public sector employees from eighteen Latin American countries and finds that individual-level trust is relevant to three types of performance factors. First, high-trust employees are more willing to collaborate and share information with coworkers and are more supportive of technological innovation. Second, high-trust respondents have different perceptions of organizational constraints: they are less concerned with low staff quality or lack of discretion to innovate, and more concerned with staff shortages. Third, trust in coworkers is associated with stronger mission motivation. Instrumental variable strategies based on the transmission of trust through social and professional channels account for potential sources of endogeneity. A survey experiment on preferences for social distancing policies provides further evidence that trust enhances mission motivation: employee policy preferences align better with the implied government policy when their trust in the public sector is higher.
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Keefer, Philip, and Razvan Vlaicu. Employee Trust and Performance Constraints in Public Sector Organizations. Inter-American Development Bank, 2022. http://dx.doi.org/10.18235/0004596.

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Theory suggests that employee trust is key to productivity in organizations, but empirical evidence documenting links between trust and constraints on performance is scarce. This paper analyzes self-collected data on public sector employees from eighteen Latin American countries and finds that individual-level trust is relevant to three types of performance factors. First, high-trust employees are more willing to collaborate and share information with coworkers and are more supportive of technological innovation. Second, high-trust respondents have different perceptions of organizational constraints: they are less concerned with low staff quality or lack of discretion to innovate, and more concerned with staff shortages. Third, trust in coworkers is associated with stronger mission motivation. Instrumental variable strategies based on the transmission of trust through social and professional channels account for potential sources of endogeneity. A survey experiment on preferences for social distancing policies provides further evidence that trust enhances mission motivation: employee policy preferences align better with the implied government policy when their trust in the public sector is higher.
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Keefer, Philip, and Razvan Vlaicu. Research Insights: Are Public Sector Performance Constraints Mitigated by Workplace Trust? Inter-American Development Bank, 2023. http://dx.doi.org/10.18235/0004793.

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Self-collected data on public sector employees from eighteen Latin American countries reveal that employees trust in each other affects individual constraints, organizational constraints, and mission motivation. High-trust employees are i) more willing to collaborate and share information and are more supportive of innovation; ii) are less concerned with low staff quality or lack of discretion to innovate, and more concerned with staff shortages; and iii) have stronger mission motivation. A survey experiment on social distancing policies suggests that trust enhances mission motivation: employee preferences align better with the implied government policy when their trust in the public sector is higher.
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Kuhn, Peter, and Kailing Shen. Employers' Preferences for Gender, Age, Height and Beauty: Direct Evidence. National Bureau of Economic Research, 2009. http://dx.doi.org/10.3386/w15564.

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Bakaç, Cafer, Jetmir Zyberaj, and James C. Barela. Predicting telecommuting preferences and job outcomes amid COVID-19 pandemic : A latent profile analysis. Otto-Friedrich-Universität, 2021. http://dx.doi.org/10.20378/irb-49214.

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Telecommuting is defined as “a work practice that involves members of an organization substituting a portion of their typical work hours (ranging from a few hours per week to nearly full-time) to work away from a central workplace—typically principally from home —using technology to interact with others as needed to conduct work tasks”(Allen, Golden, &amp; Shockley, 2015: 44). This kind of practice substantially differs from the regular and ordinary modes of work because employees perform their usual work in different settings, usually from home (Allen et al., 2015). Although research has been conducted on telecommuting since the 1970s, it has recently become critical when life incidents, like the COVID-19 pandemic has forced many to work from home. Such events offer rare opportunities, for a wide range of researchers and from various fields, to study important questions that would not typically be able to be asked, such as about telecommuting experiences. We took this opportunity and conducted two studies regarding telecommuting, basing our rationale on the fact that many on-site employees were forced to work from home, across a wide range of occupations as a direct result of the pandemic(Kramer &amp; Kramer, 2020). The aim of our study, thus, was to investigate the preferences of employees who were forced to work from home. Specifically, bycreating latent profiles from important work and personality related constructs, we aimed at predicting employees’ preference for working from home or working on-site based on these profiles, and further investigate the relationship of these latent profiles to perceived productivity, job satisfaction, and job engagement.
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Elacqua, Gregory, and Macarena Kutscher. Navigating Centralized Admissions: The Role of Parental Preferences in School Segregation in Chile. Inter-American Development Bank, 2023. http://dx.doi.org/10.18235/0005484.

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In this paper, we aim to understand some of the mechanisms behind the low impact of a Chilean educational reform on socioeconomic integration within the school system. We focus on pre-kindergarden (pre-K) admissions, which account for the highest volume of applications since all students (except those applying to private schools) must seek admission through the centralized system. We employ a discrete choice model to analyze parents school preferences. Our analysis reveals that the school choices of low-SES families are more strongly influenced by a schools non-academic attributes which are often omitted from analyses of parental preferences due to data availability constraints rather than academic quality. For instance, low-SES parents tend to prefer schools with fewer reported violent incidents, schools where students report facing less discrimination and exclusion, and schools where students demonstrate higher levels of self-efficacy. Disadvantaged families also tend to favor schools that have a religious affiliation, offer more ”classical” sports (e.g. soccer), or have a foreign name. These results have significant implications for understanding the preferences of disadvantaged families and the impact of centralized admission systems on reducing segregation. By recognizing the non-academic factors driving school choices, policymakers can better design admission systems that truly foster school diversity and equality.
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Durand-Lasserve, Olivier. Policies to Nationalize the Private Sector Labor Force in a Matching Model with Public Jobs and Quotas. King Abdullah Petroleum Studies and Research Center, 2021. http://dx.doi.org/10.30573/ks--2021-dp05.

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Gulf Cooperation Council (GCC) countries aim to employ more of their nationals in the private sector to absorb the inflow of new entrants into the labor force. They have put in place workforce nationalization policies to revert two peculiar features of their labor markets: the preference of nationals for public sector careers, and the crowding out of nationals by expatriate workers in the private sector.
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van Ravens, Jan, Luis Crouch, Katherine Merseth King, Elisa A. Hartwig, and Carlos Aggio. The Preschool Entitlement: A Locally Adaptable Policy Instrument to Expand and Improve Preschool Education. RTI Press, 2023. http://dx.doi.org/10.3768/rtipress.2023.op.0082.2302.

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Only three out of five children are enrolled in preschool globally, and only one out of five in low-income countries, yet the expansion of preschool education came to a near standstill in 2020. To restart it, we propose a policy instrument called the Preschool Entitlement. It entails the right of every child to 600 hours of quality government-funded preschool education per year (3 hours per day, 5 days per week, 40 weeks per year). Existing preschool institutions and other organizations with legal status (public, private, faith- or community-based) can offer the child development program after a process of rigorous accreditation to ensure quality, inclusion, and safety. In other respects, they will have the freedom to shape the program according to local circumstances and local preferences. This makes it possible to supplement the daily 3 hours with additional hours of childcare that can be financed by families, local government, employers, national associations, faith-based organizations, ministries of social affairs, or others. In this manner, the Preschool Entitlement reconciles local autonomy with governmental responsibility for quality, access, and equity. In low- and middle-income countries, government costs would range from about 0.15 to 0.4 percent of GDP, and the benefits are likely to be significant.
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