Adding versus averaging: Evaluability theory applied to job choice decisions

2020 ◽  
Vol 33 (5) ◽  
pp. 691-701
Author(s):  
Yalcin Acikgoz
Keyword(s):  
Job Choice

The Empirical Study on Job Search Spell and Job Choice

2017 ◽  
Vol 30 (3) ◽  
pp. 873-897
Author(s):  
Sang Sup Cho ◽  
Yung Su Yeo
Keyword(s):  
Empirical Study ◽  
Job Search ◽  
Job Choice

A Field Study of Two Measures of Work Motivation for Predicting Leader's Transformational Behaviors

2000 ◽  
Vol 86 (1) ◽  
pp. 295-300 ◽  
Author(s):  
John E. Barbuto ◽  
Susan M. Fritz ◽  
David Marx
Keyword(s):  
Decision Making ◽  
Work Motivation ◽  
Multifactor Leadership Questionnaire ◽  
Job Choice ◽  
Idealized Influence ◽  
Multifactor Leadership ◽  
Inspirational Motivation ◽  
Choice Decision ◽  
Two Measures ◽  
Influence Behavior

Relationships between motivation and transformational leadership were examined in this study. 56 leaders and 234 followers from a variety of organizations were sampled. Leaders were administered the Motivation Sources Inventory and the Job Choice Decision-making Exercise, while followers reported leaders' behaviors using the Multifactor Leadership Questionnaire (MLQ–rater version). Scores on the Motivation Sources Inventory subscales subsequently correlated with the Multifactor Leadership Questionnaire subscales of inspirational motivation, idealized influence (behavior), and individualized consideration (range, r = .13 to .23). There were no significant correlations among any of the Job Choice Decision-making Exercise subscales with any of the variables measured.

Job choice and career relevance for today's college students

2007 ◽  
Vol 44 (2) ◽  
pp. 86-94 ◽  
Author(s):  
Judith E. Larkin ◽  
Kate A. LaPort ◽  
Harvey A. Pines
Keyword(s):  
College Students ◽  
Job Choice

SOCIAL EXCHANGE AND ORGANIZATIONAL COMMITMENT: DECISION-MAKING TRAINING FOR JOB CHOICE AS AN ALTERNATIVE TO THE REALISTIC JOB PREVIEW

2002 ◽  
Vol 55 (3) ◽  
pp. 613-637 ◽  
Author(s):  
YOAV GANZACH ◽  
ASYA PAZY ◽  
YEHUDIT OHAYUN ◽  
ESTHER BRAININ
Keyword(s):  
Decision Making ◽  
Organizational Commitment ◽  
Social Exchange ◽  
Job Choice ◽  
Realistic Job Preview

scholarly journals Factors Influencing Job Choice among Agricultural Economics Professionals

2012 ◽  
Vol 44 (2) ◽  
pp. 251-265 ◽  
Author(s):  
Katherine McGraw ◽  
Jennie S. Popp ◽  
Bruce L. Dixon ◽  
Doris J. Newton
Keyword(s):  
Work Environment ◽  
Agricultural Economics ◽  
Job Choice ◽  
Current Position ◽  
Job Responsibilities ◽  
Family Time ◽  
Job Attributes ◽  
Advancement Opportunities ◽  
Positive Work Environment ◽  
Positive Work

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

The tradeoff between fit perceptions across recruitment stages by new job seekers

2017 ◽  
Vol 29 (10) ◽  
pp. 2610-2628 ◽  
Author(s):  
Chih-Lun (Alan) Yen
Keyword(s):  
Empirical Support ◽  
Time Lapse ◽  
Job Choice ◽  
Job Seekers ◽  
Recruitment Process ◽  
Content Type ◽  
Face To Face ◽  
Tourism Management ◽  
The Difference ◽  
Recruitment Stages

Purpose The purpose of this study is to explore the tradeoff between person-job (PJ) fit and person-organization (PO) fit by new job seekers across different recruitment stages and the influence on their job choice decisions. Design/methodology/approach A time-lapse research design was adopted with data from a survey over a two-year period of college students majoring in hospitality and tourism management at different recruitment stages (i.e. generating applications, maintaining applicant status and making a job choice). Findings The results suggest that PJ fit has a stronger influence on job choice decisions than PO fit, and both fit perceptions are consistent across recruitment stages. However, the difference between the two fit perceptions may be affected by direct interactions with recruiters at career fairs and interviews. Practical implications When recruiters start interacting with job seekers during the initial stage of the recruitment process, the recruiters are more likely to receive a favorable job choice decision from these potential applicants. Additionally, recruiters should create a positive perception of hiring companies and jobs through career fairs or other face-to-face communications to keep job seekers interested and maintain their applicant status throughout the recruitment stages. Originality/value This paper explores important factors that influence job seekers’ job choice decisions throughout the recruitment process with three main stages, which provides a more holistic overview of the transition of job seekers’ fit perceptions of the job and the organization. It also provides empirical support for current understanding of recruitment issues in the hospitality industry.

scholarly journals PENGARUH FAKTOR PERSONAL TERHADAP KOMITMEN ORGANISASIONAL GURU MADRASAH

QUALITY ◽  
2019 ◽  
Vol 7 (2) ◽  
pp. 1
Author(s):  
Rofiq Faudy Akbar
Keyword(s):  
Organizational Commitment ◽  
Psychological Contract ◽  
Structural Equation ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Job Choice ◽  
Personal Factors ◽  
Central Java ◽  
First Time

<p><em>This study aims to examine the influence of personal factors on organizational commitment. Personal factors in this study are interpreted with job choice factor, expectancy, and psychological contract variables. Research respondents were private madrasa teachers in the Central Java Indonesia. Data analysis using structural equation modeling partial least square shows that personal factors have a positive and significant effect on teacher organizational commitment. Job choice factor is the consideration of the applicant the first time someone decides to work as a teacher. Individuals have evaluated salary, the nature of the type of work as an educator, as well as long-term prospects such as the possibility to become permanent teachers of a madrasa / school and the opportunity to get certified. Teachers have expectations regarding financial and non-financial compensation and hope the head of the madrasa or foundation provides reciprocity or appreciation for their sacrifice to the organization. Teachers always expect a positive response from the </em><em> </em><em>head of the madrasa/foundation, as their workload increases. Positive responses from the head of the madrasa/foundation provided their commitment to work and organization will always increase</em><em>, c</em><em>onversely</em><em>.</em><em> </em></p><p> </p>

scholarly journals Effects of work values on job choice decisions.

1992 ◽  
Vol 77 (3) ◽  
pp. 261-271 ◽  
Author(s):  
Timothy A. Judge ◽  
Robert D. Bretz
Keyword(s):  
Work Values ◽  
Job Choice
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