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Gotowe bibliografie tematyczne / Employer preferences

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Gotowa bibliografia na temat „Employer preferences”

Autor: Grafiati

Data publikacji: 14 grudnia 2024

Data aktualizacji: 31 lipca 2025

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Artykuły w czasopismach na temat "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, perceive

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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

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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 pro

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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. Organizatio

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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

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Pingle, Sameer, Shubhangi Jore, and Rajwinder Kaur. "Employer attractiveness, socio demographic variables, and personality traits: A cluster analysis of potential employees." Journal of Economics and Management 47 (2025): 299–332. https://doi.org/10.22367/jem.2025.47.12.

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Aim/purpose – This study explores the dimensions of employer attractiveness and its impact on segmenting potential employees based on their preferences. The research focuses on socio-demographic variables, personality traits, and critical aspects of em- ployer attractiveness to elucidate the factors influencing individuals’ inclination to align themselves with their employers. Design/methodology/approach – The research employs a non-probability sampling technique to collect data from undergraduate and postgraduate management and engi- neering students in Indore City, India. Data was collected

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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,

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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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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 empl

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Rozprawy doktorskie na temat "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 fac

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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 p

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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 undersökn

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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. Further

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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 affec

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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> <

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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 kartlägg

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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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Książki na temat "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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Części książek na temat "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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Imdorf, Christian, Rumiana Stoilova, Matthias Pohlig, and Katerina Katsarska. "Employer discrimination in Bulgaria: How organizational context shapes ethnic preferences." In Bildung und Gesellschaft. Springer Fachmedien Wiesbaden, 2025. https://doi.org/10.1007/978-3-658-38943-7_12.

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Abstract Negative attitudes and prejudices against Roma job seekers in Bulgaria are widespread, limit their economic activity and reinforce social exclusion. Referring to organizational, statistical, and ‘taste’-based concepts of discrimination and based on qualitative survey data with 96 recruiters collected in 2016, this study asks how ethnicity matters for companies in Bulgaria. The findings show that ethnic discrimination in recruitment attempts to protect companies from the risk of anticipated difficulties with new employees. Ethnicity is used as symbolic and organizational resource for t

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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 high

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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

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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

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Streszczenia konferencji na temat "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

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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 (DA

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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 informatio

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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 g

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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

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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

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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 s

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Raporty organizacyjne na temat "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 const

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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 const

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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: employe

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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, & 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

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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 of

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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

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