Would you accept this job? An evaluation of the decision utility of workers in the for-profit and nonprofit sectors.

In this paper, we intend to evaluate the determinants of the decision utility of workers from the for-profit and nonprofit sectors. In our setting, decision utility is the weight assigned by workers to the expected benefits from job offers. For that purpose, we use the methodology of conjoint analysis that collects experimental data on workers’ stated preferences towards hypothetical job offers characterized by ten attributes. Intrinsic motivation of nonprofit workers is investigated by specifically analyzing the influence on decision utility of three of these attributes, namely wages, working time and loyalty from the employer. The results show evidence of motivational differences between the two groups. First, nonprofit workers attain their maximum decision utility at a longer working time, showing superior intrinsic motivation for work. Furthermore, they are ready to abandon a higher percentage of their wage in order to work for another extra hour than for-profit workers as long as the working week is inferior to 33 hours. Finally, our findings show that for-profit workers evaluate more highly job offers with labour contract including explicit clause where higher effort is exchanged for employer’s loyalty. In contrast, nonprofit workers do not obtain higher utility from such a deal. We interpret this result as evidence of their intrinsic motivation. As the nature of the implicit goals pursued in the nonprofit sector provides them with high work morale, they do not obtain any gain in utility from an explicit clause of employer’s loyalty.nonprofit workers, intrinsic motivation, conjoint analysis

Do women choose to work in the public and nonprofit sectors? Empirical evidence from a French national survey

Women are over-represented in public and nonprofit sector jobs. This article aims to bring to light the reasons behind that phenomenon. In particular, do women choose these sectors because they offer female employees specific advantages that are absent from the private sector? The feminization of the public sector can be explained by the fact that women obtain a higher wage gain from choosing this sector than men do. However, this is not true for the nonprofit sector. Working hours - in the form of part-time work in the nonprofit sector and total hours worked in the public sector - appear to play an important role in the over-representation of women in these two sectors. On the other hand, the idea that women are more attracted to the social objectives pursued by public and nonprofit organizations does not appear to play any part. “Family-friendly” measures - aiming to reconcile the demands of family life and professional life - appear to attract women to the public sector, but it is difficult to interpret their influence, because it is impossible to distinguish between the attractiveness of these measures and the result of professional segregation in the public sector.women’ employment choices; nonprofit sector; public sector; firms family-friendly policies

Changements dans les entreprises et accès des seniors à la formation continue : une comparaison entre les années 1990 et 2000

Une version courte a été publiée dans la Revue Française d'Économie : Greenan N., Narcy M., Robin S., 2012, " Changements au sein des entreprises et accès des seniors à la formation continue dans les années 1990 et 2000 ", in dossier " L'évaluation des politiques publiques ", Revue française d'économie, vol. 27, n° 1, juillet, pp. 129-162.This paper examines whether dynamic work contexts in manufacturing are associated with specific age-training profiles. During the 1990s, we observe a comparative disadvantage of blue collar workers and clerks aged 50 to 59 with regards to training in ICTs. This is no longer visible over the following decade. By contrast, we identify a lower incidence of training in the main task for older workers. These results invite us to think about the specific training needs, when confronted to a changing work environment, of employees who have accumulated more experience.Cet article examine si la dynamique des contextes professionnels dans l'industrie est associée à des profils spécifiques de formation selon l'âge. On observe, au cours des années 1990, un déficit de formation à l'informatique pour les ouvriers et employés de 50-59 ans dans les entreprises ayant un usage avancé des technologies de l'information et de la communication (TIC), déficit qui n'est plus visible pendant la décennie suivante où l'on identifie en revanche un moindre accès des seniors à la formation à la tâche principale. Ces résultats invitent à réfléchir aux besoins spécifiques en formation, face aux changements du travail, des salariés ayant accumulé plus d'expérience

Do women choose to work in the public and nonprofit sectors? Empirical evidence from a French national survey

Women are over-represented in public and nonprofit sector jobs. This article aims to bring to light the reasons behind that phenomenon. In particular, do women choose these sectors because they offer female employees specific advantages that are absent from the private sector? The feminization of the public sector can be explained by the fact that women obtain a higher wage gain from choosing this sector than men do. However, this is not true for the nonprofit sector. Working hours - in the form of part-time work in the nonprofit sector and total hours worked in the public sector - appear to play an important role in the over-representation of women in these two sectors. On the other hand, the idea that women are more attracted to the social objectives pursued by public and nonprofit organizations does not appear to play any part. “Family-friendly” measures - aiming to reconcile the demands of family life and professional life - appear to attract women to the public sector, but it is difficult to interpret their influence, because it is impossible to distinguish between the attractiveness of these measures and the result of professional segregation in the public sector

Would you accept this job? An evaluation of the decision utility of workers in the for-profit and nonprofit sectors.

In this paper, we intend to evaluate the determinants of the decision utility of workers from the for-profit and nonprofit sectors. In our setting, decision utility is the weight assigned by workers to the expected benefits from job offers. For that purpose, we use the methodology of conjoint analysis that collects experimental data on workers’ stated preferences towards hypothetical job offers characterized by ten attributes. Intrinsic motivation of nonprofit workers is investigated by specifically analyzing the influence on decision utility of three of these attributes, namely wages, working time and loyalty from the employer. The results show evidence of motivational differences between the two groups. First, nonprofit workers attain their maximum decision utility at a longer working time, showing superior intrinsic motivation for work. Furthermore, they are ready to abandon a higher percentage of their wage in order to work for another extra hour than for-profit workers as long as the working week is inferior to 33 hours. Finally, our findings show that for-profit workers evaluate more highly job offers with labour contract including explicit clause where higher effort is exchanged for employer’s loyalty. In contrast, nonprofit workers do not obtain higher utility from such a deal. We interpret this result as evidence of their intrinsic motivation. As the nature of the implicit goals pursued in the nonprofit sector provides them with high work morale, they do not obtain any gain in utility from an explicit clause of employer’s loyalty

Would you accept this job? An evaluation of the decision utility of workers in the for-profit and nonprofit sectors.

In this paper, we intend to evaluate the determinants of the decision utility of workers from the for-profit and nonprofit sectors. In our setting, decision utility is the weight assigned by workers to the expected benefits from job offers. For that purpose, we use the methodology of conjoint analysis that collects experimental data on workers’ stated preferences towards hypothetical job offers characterized by ten attributes. Intrinsic motivation of nonprofit workers is investigated by specifically analyzing the influence on decision utility of three of these attributes, namely wages, working time and loyalty from the employer. The results show evidence of motivational differences between the two groups. First, nonprofit workers attain their maximum decision utility at a longer working time, showing superior intrinsic motivation for work. Furthermore, they are ready to abandon a higher percentage of their wage in order to work for another extra hour than for-profit workers as long as the working week is inferior to 33 hours. Finally, our findings show that for-profit workers evaluate more highly job offers with labour contract including explicit clause where higher effort is exchanged for employer’s loyalty. In contrast, nonprofit workers do not obtain higher utility from such a deal. We interpret this result as evidence of their intrinsic motivation. As the nature of the implicit goals pursued in the nonprofit sector provides them with high work morale, they do not obtain any gain in utility from an explicit clause of employer’s loyalty

Do women choose to work in the public and nonprofit sectors? Empirical evidence from a French national survey

Women are over-represented in public and nonprofit sector jobs. This article aims to bring to light the reasons behind that phenomenon. In particular, do women choose these sectors because they offer female employees specific advantages that are absent from the private sector? The feminization of the public sector can be explained by the fact that women obtain a higher wage gain from choosing this sector than men do. However, this is not true for the nonprofit sector. Working hours - in the form of part-time work in the nonprofit sector and total hours worked in the public sector - appear to play an important role in the over-representation of women in these two sectors. On the other hand, the idea that women are more attracted to the social objectives pursued by public and nonprofit organizations does not appear to play any part. “Family-friendly” measures - aiming to reconcile the demands of family life and professional life - appear to attract women to the public sector, but it is difficult to interpret their influence, because it is impossible to distinguish between the attractiveness of these measures and the result of professional segregation in the public sector

Le travail associatif : des salariés intrinsèquement motivés

Introduction Le secteur associatif, ou secteur à but non lucratif, constitue la composante principale de l’économie sociale et solidaire qui comprend également deux autres grandes familles : les coopératives et les mutuelles. Son poids économique est important puisque, selon l’Insee et le Centre d’étude et de recherche sur la philanthropie (Cerphi), il existe environ 150 000 associations employeurs en France qui emploient près de 800 000 salariés, soit 10  % de l’ensemble des salariés du sect..

Les salariés du secteur associatif sont-ils davantage intrinsèquement motivés que ceux du secteur privé ?

The nonprofit sector differs from the for-profit sector both in its more socially-oriented goals and in its different entrepreneurship methods. It may therefore appeal to workers whose job choices are guided by non-monetary considerations. Nonprofit organizations may thus attract more intrinsically motivated workers than for-profit firms. Our empirical analysis uses the French Labor-Force Survey. The results show that nonprofit workers – unlike for-profit workers – deliberately agree to work for lower wages than they could have obtained in the for-profit sector. These results therefore suggest that nonprofit workers report higher levels of intrinsic motivation than their for-profit counterparts.Le secteur associatif, qui se distingue du secteur privé par ses objectifs plus sociaux et par une manière d’entreprendre différente, est susceptible de séduire des travailleurs guidés par des motivations non pécuniaires dans le choix de leur activité professionnelle. Les associations seraient donc susceptibles d’attirer des salariés davantage intrinsèquement motivés que ne le font les entreprises privées. L’analyse empirique menée dans cet article utilise des données issues de plusieurs enquêtes Emploi. Elle montre que les salariés du secteur associatif, à la différence de leurs homologues du secteur privé, ont volontairement accepté des salaires en moyenne plus faibles que ceux qu’ils auraient pu percevoir au sein des entreprises privées. Elle semble donc confirmer une motivation intrinsèque plus forte chez les salariés des associations.Narcy Mathieu. Les salariés du secteur associatif sont-ils davantage intrinsèquement motivés que ceux du secteur privé ? . In: Économie & prévision, n°188, 2009-2. pp. 81-99