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Artykuły w czasopismach na temat „Employer preferences”

Autor: Grafiati

Data publikacji: 14 grudnia 2024

Data aktualizacji: 31 lipca 2025

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1

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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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 a

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Bakanauskienė, Irena, Rita Bendaravičienė, and Laima Barkauskė. "Features of Employer Attractiveness on Lithuanian Business Organizations: Employees’ Perceptions." Management of Organizations: Systematic Research 77, no. 1 (2017): 7–23. http://dx.doi.org/10.1515/mosr-2017-0001.

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Abstract Elections of the most attractive employer take place both in Lithuania and worldwide. Instruments used to measure organizational attractiveness in these elections are focused on a priori features of a universal “employer of choice” and therefore neglecting a fact that people may have different perceptions and preferences. Addressing this limitation the article presents the results of an empirical study of employer attractiveness in Lithuanian business sector. Based on the responses (N = 1020) to an open-ended question, the study allowed to identify the most important features of an at

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Fisher, Joseph G., Laureen A. Maines, Sean A. Peffer, and Geoffrey B. Sprinkle. "An Experimental Investigation of Employer Discretion in Employee Performance Evaluation and Compensation." Accounting Review 80, no. 2 (2005): 563–83. http://dx.doi.org/10.2308/accr.2005.80.2.563.

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Employment relationships provide fertile ground for both employee and employer opportunism. Employers worry about whether employees will devote sufficient effort to work, and employees are concerned about whether employers will compensate them appropriately. In this paper, we examine whether employer discretion over the size of the total employee compensation pool and the allocation of this pool among employees influences employee and employer opportunism. The results of our experiment indicate that firm output and employees' compensation are greater when the employer does not have discretion

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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." American Economic Journal: Applied Economics 8, no. 3 (2016): 196–216. http://dx.doi.org/10.1257/app.20150015.

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This paper studies how firms set contributions to employer provided 401(k)-type pension plans. Using a reform that decreased the subsidy to contributions to capital pension accounts for Danish workers in the top income tax bracket, we provide strong evidence that employers' contributions are based on their employees' savings preferences. We find an immediate decrease in employer contributions to capital accounts, whose magnitude increased in the share of employees directly affected by the reform. This response was large relative to average employee responses within private IRA-type plans and w

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15

Schullery, Nancy M., Linda Ickes, and Stephen E. Schullery. "Employer Preferences for Résumés and Cover Letters." Business Communication Quarterly 72, no. 2 (2009): 163–76. http://dx.doi.org/10.1177/1080569909334015.

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This article reports the results of a survey of employers' preferences for résumé style, résumé delivery method, and cover letters. Employers still widely prefer the standard chronological résumé, with only 3% desiring a scannable résumé. The vast majority of employers prefer electronic delivery, either by email (46%) or at the company's Web site (38%), with only 7% preferring a paper copy. Cover letters are preferred by a majority (56%). Preferences regarding résumé style and cover letters were independent of national (USA) vs. multinational geographic range, company size, type of industry, o

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Baert, Stijn, Ann-Sophie De Pauw, and Nick Deschacht. "Do Employer Preferences Contribute to Sticky Floors?" ILR Review 69, no. 3 (2016): 714–36. http://dx.doi.org/10.1177/0019793915625213.

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Curran, Laura, Raymond Sanchez Mayers, and Fontaine H. Fulghum. "Employer Hiring Preferences in the Human Services." Human Service Organizations: Management, Leadership & Governance 42, no. 1 (2017): 95–104. http://dx.doi.org/10.1080/23303131.2017.1375443.

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Paris, Marion. "Employer Preferences and the Library Education Curriculum." Library Quarterly 55, no. 1 (1985): 1–33. http://dx.doi.org/10.1086/601557.

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Baert, Stijn, Ann-Sophie De Pauw, and Nick Deschacht. "Do Employer Preferences Contribute to Sticky Floors?" Academy of Management Proceedings 2015, no. 1 (2015): 13079. http://dx.doi.org/10.5465/ambpp.2015.13079abstract.

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Ch Rajitha. "The Role of Employer Branding in Attracting and Retaining Top Talent a Study in IT Industry." Journal of Information Systems Engineering and Management 10, no. 4 (2025): 769–80. https://doi.org/10.52783/jisem.v10i4.9902.

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The increasing competition for skilled professionals in the IT industry has intensified the need for effective employer branding strategies. This study investigates the role of employer branding in attracting and retaining top talent within the IT sector, focusing specifically on 15 IT companies based in Hyderabad, India. The primary objective is to examine how employer branding influences job seekers’ preferences and current employees’ retention intentions. A mixed-methods research design was employed. Quantitative data were collected from a sample of 300 IT professionals through a structured

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Low, Chin Heng, and Prashant Bordia. "A career stage perspective on employees' preferred psychological contract contributions and inducements." Journal of Management & Organization 17, no. 6 (2011): 729–46. http://dx.doi.org/10.1017/s1833367200001140.

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AbstractThe employer–employee relationship is underpinned by a psychological contract, which refers to employee beliefs about the exchange of employee contributions and employer inducements. However, there is limited understanding of how employers can shape psychological contracts to meet employees' needs and aspirations. Meeting these needs starts with an understanding of employees' preferences for psychological contract contributions and inducements. We propose that career stage models can be used to achieve that understanding. Using the career stage models of Dalton, Thompson, and Price (19

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Low, Chin Heng, and Prashant Bordia. "A career stage perspective on employees' preferred psychological contract contributions and inducements." Journal of Management & Organization 17, no. 6 (2011): 729–46. http://dx.doi.org/10.5172/jmo.2011.17.6.729.

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Abstract The employer–employee relationship is underpinned by a psychological contract, which refers to employee beliefs about the exchange of employee contributions and employer inducements. However, there is limited understanding of how employers can shape psychological contracts to meet employees' needs and aspirations. Meeting these needs starts with an understanding of employees' preferences for psychological contract contributions and inducements. We propose that career stage models can be used to achieve that understanding. Using the career stage models of Dalton, Thompson, and Price (1

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Low, Chin Heng, and Prashant Bordia. "A career stage perspective on employees' preferred psychological contract contributions and inducements." Journal of Management & Organization 17, no. 6 (2011): 729–46. http://dx.doi.org/10.5172/jmo.2011.729.

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AbstractThe employer–employee relationship is underpinned by a psychological contract, which refers to employee beliefs about the exchange of employee contributions and employer inducements. However, there is limited understanding of how employers can shape psychological contracts to meet employees' needs and aspirations. Meeting these needs starts with an understanding of employees' preferences for psychological contract contributions and inducements. We propose that career stage models can be used to achieve that understanding. Using the career stage models of Dalton, Thompson, and Price (19

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STEVENS, CYNTHIA KAY, LISA DRAGONI, and MEREDITH F. BURNETT. "EFFECTS OF FAMILIARITY ON EMPLOYER INFERENCES AND PREFERENCES." Academy of Management Proceedings 2010, no. 1 (2010): 1–6. http://dx.doi.org/10.5465/ambpp.2010.54493632.

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Shaulenova, Dana. "Exploring the Influence of Employer Branding Strategies on Employee Engagement." Central Asia Business Journal 24, no. 2 (2024): 1–12. https://doi.org/10.55861/cabj.24.02.01.

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Employer branding has become a strategic tool for employee retention, and firms have used it as a means of maintaining a staff that is both stable and competitive. An employer brand that is strong is characterized by values that include social, economic, reputational, development, and diversity opportunities. The literature demonstrates that there are variances in employee engagement in terms of values, preferences, and demands pertaining to the workplace. This is significant when taking into consideration the dynamic and ever-changing character of an organization's workforce. It is the object

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Woodard, Melissa S., Jane K. Miller, Daniel J. Miller, et al. "A cross-cultural examination of preferences for work attributes." Journal of Managerial Psychology 31, no. 3 (2016): 702–19. http://dx.doi.org/10.1108/jmp-09-2013-0289.

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Purpose – The purpose of this paper is to examine the relationship between individual- and country-level values and preferences for job/organizational attributes. Design/methodology/approach – Survey data were collected from 475 full-time employees (average of nine years work experience, and three years in a managerial position) enrolled in part-time MBA programs in seven countries. Findings – Preference for a harmonious workplace is positively related to horizontal collectivism, whereas preference for remuneration/advancement is positively related to vertical individualism. The authors also f

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DellaVigna, Stefano, John A. List, Ulrike Malmendier, and Gautam Rao. "Estimating Social Preferences and Gift Exchange at Work." American Economic Review 112, no. 3 (2022): 1038–74. http://dx.doi.org/10.1257/aer.20190920.

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We design three field experiments to estimate how workers' social preferences toward their employer motivates their work effort. We vary the pay rates offered to workers, the return to the employer, and employer generosity demonstrated via unexpected gifts. Workers exert effort even without private incentives, but their effort is insensitive to the return to the employer. This is consistent with “warm glow” but not pure altruism. The gifts have no effect on productivity, but engender extra work. This difference is explained partly by the finding that extra work is much more responsive to incen

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Fairey, David B. "Exclusion of Unionized Workers from Employment Standards Law." Articles 64, no. 1 (2009): 112–33. http://dx.doi.org/10.7202/029541ar.

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The technique of permitting unions to derogations from core employment standards has been increasingly advocated as a means of making labour law more flexible while still protecting workers since the union is considered to bring countervailing power in support of workers’ preferences. The new British Columbia Employment Standards Act contains a broad union derogation provision. Industrial relations experts have commented that employment standards that permit the opting out of statutory employee protections in this way invites corrupt arrangements between employers and employer-dominated unions

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McDonald, Patrick. "The Male Marriage Premium: Selection, Productivity, or Employer Preferences?" Journal of Marriage and Family 82, no. 5 (2020): 1553–70. http://dx.doi.org/10.1111/jomf.12683.

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Robert, Cook Lorin, Brian J. Gibson, and Zachary Williams. "Logistics and supply chain job placement: the 2007 perspective." Journal of Transportation Management 19, no. 2 (2008): 1–22. http://dx.doi.org/10.22237/jotm/1220227320.

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The development of an effective recruitment strategy that attracts and secures entry-level logistics talent is essential to maintain corporate performance. A critical aspect of job placement involves understanding the preferences of students and employers. This research presents results of parallel surveys of U.S. undergraduate logistics, transportation and supply chain student and employer preferences and perceptions regarding employment. Results provided include a demographic respondent profile, their organization /functional area preferences and their perspectives on selected entry-level em

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Jaswal, Pankhuri, and Sonali Bhattacharya. "Employer Branding-An Employer Attractiveness Tool, Attractiveness Factors for Millennial." Revista Gestão Inovação e Tecnologias 11, no. 4 (2021): 5533–48. http://dx.doi.org/10.47059/revistageintec.v11i4.2577.

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Purpose: In a VUCA world and growing competition within organizations to attract the right talent, it is of extreme importance for the organizations to build employer branding strategies. Organizations need to know these strategies should be based on what factors. This study aims to understand how employer branding can be used as a tool to promote employer attractiveness. The study specifically explores the preferences of Millennial when they are looking for an employer. The study was done on MBA and BBA students, with and without work experience to know perspectives of both fresher’s who with

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P., Jaswal,, and Bhattacharya, S. "Employer branding-An Employer Attractiveness Tool, Attractiveness Factors for Millennial." CARDIOMETRY, no. 24 (November 30, 2022): 652–61. http://dx.doi.org/10.18137/cardiometry.2022.24.652661.

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Purpose: In a VUCA world and growing competition within organizations to attract the right talent, it is of extreme importance for the organizations to build employer branding strategies. Organizations need to know these strategies should be based on what factors. This study aims to understand how employer branding can be used as a tool to promote employer attractiveness. The study specifically explores the preferences of Millennial when they are looking for an employer. The study was done on MBA and BBA students, with and without work experience to know perspectives of both fresher’s who with

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Scott, Dow, Conny Antoni, Jacek Grodzicki, Emilio Morales, and Jose Peláez. "Global Pay Transparency: An Employee Perspective." Compensation & Benefits Review 52, no. 3 (2020): 85–97. http://dx.doi.org/10.1177/0886368720905693.

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Countries differ with regard to culture, employment laws and employment traditions and practices, all of which suggest that employees may have different perceptions of the degree to which their company is transparent about pay as well as their own preferences for pay transparency. This study examines, from an employee perspective, how pay transparency and pay transparency preferences differ across multiple countries in Central America, North America and Europe. Pay communications, pay transparency and pay transparency preferences differed among respondents of the countries studied. However, Ho

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KINCZEL, Antonia, Attila LENGYEL, Réka PÁLINKÁS, Éva BABA BÁCSNÉ, and Anetta MÜLLER. "THE INFLUENCE OF INSIDE WORK AND OUTSIDE WORK WELL-BEING FACTORS ON ACTUAL AND FUTURE TRAVEL DESTINATION CHOICE." GeoJournal of Tourism and Geosites 58, no. 1 (2025): 176–87. https://doi.org/10.30892/gtg.58115-1400.

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The study aims to analyze the impact of workplace and non-workplace well-being factors, along with demographic characteristics, on Hungarian employees' travel habits and preferences. This research investigates the interplay between wellbeing factors and travel preferences, emphasizing the potential implications for employee satisfaction and organizational strategies. A quantitative approach was employed, utilizing a structured online questionnaire distributed to randomly selected Hungarian employees from diverse industries. The collected data were analyzed using statistical techniques, includi

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Hossain, Muhammed Zakir, and Tasnimul Arefin. "Bridging the Skills Gap: Examining Factors Influencing Graduate Employability in Bangladesh." European Journal of Contemporary Education and E-Learning 3, no. 2 (2025): 55–74. https://doi.org/10.59324/ejceel.2025.3(2).07.

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This study examines the factors that influence the employability of local graduates in Bangladesh, particularly emphasizing university curricula, practical training, employer preferences, and socioeconomic barriers. This research enhances the literature on graduate employability by offering empirical evidence from a developing country context. It expands the skills mismatch framework to include employer preferences and socioeconomic variables. Future research should investigate the effects of emerging technologies, perform cross-national comparisons, and further evaluate policy interventions t

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Hossain, Muhammed Zakir, and Tasnimul Arefin. "Bridging the Skills Gap: Examining Factors Influencing Graduate Employability in Bangladesh." European Journal of Contemporary Education and E-Learning 3, no. 2 (2025): 55–74. https://doi.org/10.59324/ejceel.2025.3(2).07.

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This study examines the factors that influence the employability of local graduates in Bangladesh, particularly emphasizing university curricula, practical training, employer preferences, and socioeconomic barriers. This research enhances the literature on graduate employability by offering empirical evidence from a developing country context. It expands the skills mismatch framework to include employer preferences and socioeconomic variables. Future research should investigate the effects of emerging technologies, perform cross-national comparisons, and further evaluate policy interventions t

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Fernando, Harsha, and Vathsala Wickramasinghe. "Employability skills of maintenance technicians in container ports: Implications for maritime technical and vocational education and training." Maritime Technology and Research 6, no. 4 (2024): 269909. http://dx.doi.org/10.33175/mtr.2024.269909.

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The study investigated the employability skills of maintenance technicians engaged in container ports in Sri Lanka. The specific objectives were to investigate 1) employability skill gaps between technicians’ evaluations of the level of current possession and the expected level to be possessed for the current job tasks, 2) employability skill gaps between technicians’ evaluations of the expected level of skills for current job tasks and immediate superiors’ evaluation of the importance of the same for current tasks, and 3) maintenance technicians’ exposure to skill development strategies after

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McDonald, Patrick. "How Factorial Survey Analysis Improves Our Understanding of Employer Preferences." Swiss Journal of Sociology 45, no. 2 (2019): 237–60. http://dx.doi.org/10.2478/sjs-2019-0011.

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Abstract Factorial Survey Analysis (FSA) is an analytical tool that presents respondents with fictional situations (“vignettes”) to be rated or judged. In this paper we study the use of FSA in labour market sociology, with a particular focus on employer-based surveys, and what they can teach us about hiring preferences. FSA is useful in this context as it targets employers directly and comes close to a causal design. This review article seeks to pinpoint the contributions FSA has made to the field, identify its limits and propose topics in which it may be useful.

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Ravn, Rasmus Lind, and Thomas Bredgaard. "Employer Preferences Towards Recruitment of Refugees – A Danish Vignette Study." Nordic Journal of Migration Research 11, no. 3 (2021): 301. http://dx.doi.org/10.33134/njmr.375.

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Kurek, Dorota. "Traditional and Modern Sources of Information “Serving” the Image of the Public Employer – A Generational Perspective." International conference KNOWLEDGE-BASED ORGANIZATION 30, no. 1 (2024): 1–6. http://dx.doi.org/10.2478/kbo-2024-0032.

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Abstract The image of public organizations as employers, including security institutions such as the Polish Army, is an intangible, subjective and changeable aspect, which is shaped, among other things, using modern and traditional communication platforms. The preference of information sources is an important issue in the process of employer branding, as the selection and use of the right sources of information allows to effectively inform target groups, increase the level of knowledge about the attributes of the military as an employer, eliminate misinformation and respond more quickly to ima

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Meyerding, Stephan G. H. "Job preferences of agricultural students in Germany – A choice-based conjoint analysis for both genders." International Food and Agribusiness Management Review 21, no. 2 (2018): 219–36. http://dx.doi.org/10.22434/ifamr2017.0060.

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Knowledge of the job preferences of agricultural students is essential for the competitiveness of the industry. Yet no study is available in Germany. Other studies mostly used direct questions for the preference measurement, which raises possible concerns about a socially desirable response bias. For this reason, the present study combines a quasi-experiment (choice-based conjoint analysis) and direct questions (Likert scales) to measure the job preferences of 568 agricultural students in Germany and compares the results. In addition to finding gender differences, the study found that ‘income’

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Feldman, Yuval, and Yotam Kaplan. "Preference Change and Behavioral Ethics: Can States Create Ethical People?" Theoretical Inquiries in Law 22, no. 2 (2021): 85–110. http://dx.doi.org/10.1515/til-2021-0018.

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Abstract Law and economics scholarship suggests that, in appropriate cases, the law can improve people’s behavior by changing their preferences. For example, the law can curb discriminatory hiring practices by providing employers with information that might change their discriminatory preference. Supposedly, if employers no longer prefer one class of employees to another, they will simply stop discriminating, with no need for further legal intervention. The current Article aims to add some depth to this familiar analysis by introducing the insights of behavioral ethics into the law and economi

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Rosli, Hafizah, and Narimah Samat. "The Impact of Gender and Age on the Choice between Employer-Provided Buses and Private Vehicles for Commuting." International Journal of Research and Innovation in Social Science IX, no. II (2025): 805–14. https://doi.org/10.47772/ijriss.2025.9020064.

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Commuting patterns are shaped by a variety of factors, including economic considerations, convenience, and access to transportation options. Demographic characteristics, particularly gender and age, have garnered increasing attention in recent studies as significant determinants in transportation choices. In metropolitan areas such as Georgetown, Penang, where congestion is a pressing issue and public transport systems are evolving, understanding the role of demographic factors in commuting preferences is essential for effective transport planning. This study examines the influence of gender a

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Coles, Peter, Alexey Kushnir, and Muriel Niederle. "Preference Signaling in Matching Markets." American Economic Journal: Microeconomics 5, no. 2 (2013): 99–134. http://dx.doi.org/10.1257/mic.5.2.99.

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Many labor markets share three stylized facts: employers cannot give full attention to all candidates, candidates are ready to provide information about their preferences for particular employers, and employers value and are prepared to act on this information. In this paper we study how a signaling mechanism, where each worker can send a signal of interest to one employer, facilitates matches in such markets. We find that introducing a signaling mechanism increases the welfare of workers and the number of matches, while the change in firm welfare is ambiguous. A signaling mechanism adds the m

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Gribincea, Corina, Ecaterina Heghea, Mihail Ciobanu, and Cristina Ungur. "Flexible work models and female employee preferences." Economy and Sociology, no. 2 (May 2025): 121–29. https://doi.org/10.36004/nier.es.2024.2-10.

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New arrangement models have quickly become the most common work organization for many companies, offering employees a better work-life balance and higher job satisfaction. The COVID-19 pandemic has accelerated the adoption of these models without a clear understanding of emerging hybrid forms and the support needed to ensure a sustainable and efficient transition. The lack of clear regulatory frameworks and adequate infrastructure has created challenges for both employers and employees, highlighting the need for strategic policies and investments to support the sustainable development of the n

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Durst, Carolin, and Vanessa Klopf. "Unveiling the Influence: Corporate Influencers and Employer Branding in the Skilled Trades Industry." European Conference on Social Media 11, no. 1 (2024): 92–102. http://dx.doi.org/10.34190/ecsm.11.1.2137.

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The skilled trade industry is a significant driving force for the development and prosperity of society and constitutes the backbone of the German economy with its small and medium-sized enterprises. Currently, waiting times for craftsmen stand at approximately three months. This trend is on the rise due to the continued and severe shortage of apprentices and skilled workers. Potential trainees are representatives of Generation Z and best reached through social media channels. Consequently, many companies deliberately utilize corporate influencers in employer branding efforts to win young tale

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Pawar, Avinash, Rira Nuradhawati, Atik Rochaeni, and Indra Kristian. "BUSINESS SIGNIFICANCE OF EMPLOYEE VALUE PROPOSITION TOWARDS EFFECTIVE WORKFORCE MANAGEMENT." Jurnal Academia Praja 6, no. 1 (2023): 1–20. http://dx.doi.org/10.36859/jap.v6i1.1421.

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The Employee Value Proposition (EVP) represents the perceived overall deal between employer and employee. The employer offers the employee and expects contributions from the employee in return. The inducements and contributions consist of mutual obligations and promises. Inducements typically concern career progression, organisational support, fair and transparent performance management and more tangible things such as pay and holiday entitlements. Contributions related to working hours, being an employer advocate within and outside the organisation, bringing skills, enthusiasm and entrepreneu

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Arora, Ashna, Leonard Goff, and Jonas Hjort. "Pure-Chance Jobs versus a Labor Market: The Impact on Careers of a Random Serial Dictatorship for First Job Seekers." AEA Papers and Proceedings 111 (May 1, 2021): 470–75. http://dx.doi.org/10.1257/pandp.20211010.

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Do workers' first jobs affect their careers? Do such first-job effects (FJEs) vary across worker types? If so, can policy improve upon a “free” labor market by altering initial worker-employer matches? We study these questions using Norway's pre-2013 system of assigning doctors to their first job–residencies–through a random serial dictatorship. This generated individual-level variation in workers' choice sets over employers, which we use as instrumental variables to estimate FJEs. We then decompose workers' preferences over first employers into FJEs-on-earnings and employer “amenity value” co

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Zagelmeyer, Stefan. "Determinants of Collective Bargaining Centralization." Journal of Industrial Relations 49, no. 2 (2007): 227–45. http://dx.doi.org/10.1177/0022185607074920.

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Various factors influence the development of collective bargaining structures. Based on cross-sectional and pooled cross-sectional data from the British Workplace Employment Relations Survey series, this article discusses and empirically analyses the establishment-level determinants of collective bargaining centralization, i.e. whether an establishment is covered by single-employer collective bargaining or multi-employer collective bargaining. It argues that the employers' and trade unions' preferences for a particular bargaining structure depend on the outcome of cost—benefit analyses of diff

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Garafiev, Ilshat Z., and Gulshat I. Garafieva. "ENGINEERING VACANCIES IN FOCUS OF EMPLOYERS: SALARY AND PROFESSIONAL EXPERIENCE." EKONOMIKA I UPRAVLENIE: PROBLEMY, RESHENIYA 12/18, no. 153 (2024): 4–16. https://doi.org/10.36871/ek.up.p.r.2024.12.18.001.

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The article examines the dynamics of salaries, the impact of company size and industry on the level of wages, and the relationship between the required work experience and the compensation offered. Particular attention is paid to the analysis of vacancies for which the employer sent an invitation to interview, which allowed us to identify additional employer preferences.

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