The Effects of Work Values on Job Choice Decisions

Work values have been receiving increased research attention. Ravlin, Meglino, and associates have recently conceptualized, and provided measurement of, work values. The effects of work values on job satisfaction, commitment, and individual decision making has been studied to date. However, work values have not been explicitly linked to job choice decisions. Using a sample of professional degree students and a policy capturing design, the influence of work values on job choice was examined in the context of job attributes that have previously been shown to affect this decision process. Work values were found to exhibit significant effects on job choice decisions. Further, individuals were more likely to choose jobs whose value content was similar to their own value orientation. Implications of the results for the study of work values and job choice are discussed

Key Findings: California Young Adult Workforce Survey

Presents survey results on the views of the state's youth on the economy, job security, employment prospects, and influences on job choice, as well as their attitudes toward work in the healthcare sector

A model of job choice, labour supply and wages

Macroeconomic Models;Labour Market;labour economics

Financial incentives and job choice

Berg, G.J. van den [Promotor]Hochguertel, S. [Copromotor]Bloemen, H.G. [Copromotor

The Importance of Recruitment in Job Choice: A Different Way of Looking

Recent literature reviews have called into question the impact of recruitment activities on applicants\u27 job choices. However, most previous findings have been based on cross-sectional ratings obtained immediately after initial screening interviews, thus raising questions about the degree to which prior conclusions are bound to that particuJar methodology. In contrast, the present study used longitudinal structured interviews to let job seekers explain, in their own words, how they made critical job search and choice decisions. Interview transcripts revealed that recruitment practices played a variety of roles in job seeker decisions. For example, consistent with signalling theory, subjects interpreted a wide variety of recruitment experiences (recruiter competence, sex composition of interview panels, recruitment delays) as symbolic of broader organizational characteristics. In addition, a number of contingency variables emerged that seemed to affect the perceived signalling value of recruitment experiences (e.g., prior knowledge of the company, functional area of the recruiter). Also notable were the strongly negative effects of recruitment delays, particularly among male students with higher grade point averages and greater job search success. Finally, our results suggest that certain applicant reactions may be systematically related to sex, work experience, grade point average, and search success. The article concludes with practical and research implications

Give the Boys a Trade : Gender and Job Choice in the 1890s

[Excerpt] It seems redundant (but is unfortunately not unnecessary) to say that this response emphasizes the gendered nature of the famed manliness of turn-of-the-century skilled workers. Davis Montgomery has described how the workers\u27 code celebrated individual self-assertion, but for the collective good, rather than for self-advancement. The process by which these skilled workers chose their jobs suggests an intermediate step: between the collective good of the union and the self-advancement\u27 of the individual stood the smaller collective unit of the male-headed household. The sense of what it meant to be a man thus not only holds the potential of explicating workers\u27 relationships with their employers and supervisors but also redounds back to their original choices of occupations, and in so doing prefigures family roles and relationships. These examples only begin to touch on the ways in which exploring male workers\u27 job decisions may open up new areas for research. Just as it has done for women\u27s labor history, raising these issues holds the potential of uncovering new insights into the connections between men\u27s workplace concerns and their family and community experiences. A labor history that fully takes gender into account in this way will be that much richer and, perhaps, that much more true to the realities of working-class life in the past

The Relations Among Cultural Values, Ethnicity, And Job Choice Trade-off Preferences

Researchers in human resource management (HRM) have long been concerned with the attraction and retention of organizational members (Breaugh, 1992; Rynes, 1991; Vroom, 1966). However, as the U.S. work force has become more diverse (U.S. Census Bureau, 2000), the need to consider how issues of cultural diversity are related to the recruitment process has become increasingly important. For example, although past research has investigated relations among individuals\u27 values, personality, and job choice preferences, no research has examined the job choice trade-off preferences of culturally diverse individuals. Moreover, researchers have not examined explicit job choice trade-off preferences involving job and organizational factors, even though expectancy theory-based models of recruitment implicitly suggest that individuals make trade-offs among valent job and organizational factors. Therefore, the purpose of the current research was to examine the relations among individuals\u27 (a) cultural values (power distance, Protestant Ethic-earnings, Protestant Ethic-upward striving), (b) ethnicity (European-American, Hispanic-American), and (c) their job choice trade-off preferences for organizational prestige over pay using Thurstone\u27s (1927, 1931) law of comparative judgment method. Study 1 served as a pilot of the procedure and measures. Based on the results of Study 1, changes were made to improve reliability of measures prior to Study 2. Study 2 tested hypothesized relations among cultural values, ethnicity, and job choice trade-off preferences for organizational prestige over pay. Results from Study 2 showed that power distance cultural values were related positively to job choice trade-off preferences for organizational prestige over pay and that Protestant Ethic-earnings cultural values were related negatively to job choice trade-off preferences for organizational prestige over pay. In addition, Hispanic-Americans were more likely than European-Americans to prefer job choice trade-offs for organizational prestige over pay. However, Protestant Ethic-upward striving cultural values were unrelated to job choice trade-off preferences for organizational prestige over pay. Moreover, ethnicity was unrelated to power distance cultural values, Protestant Ethic-earning cultural values, or Protestant Ethic-upward striving cultural values. Study results suggest that including cultural values and ethnicity in future recruitment research can enhance the understanding of individuals\u27 job choice preferences and provide practitioners with information to attract multicultural job applicants

Self-employment as first job choice in Spain: Evidence by nationality

Los efectos positivos del autoempleo sobre el crecimiento económico y la creación de empleo han sido contrastados ampliamente en la literatura económica. Recientemente, el fenómeno del autoempleo se ha analizado desde una perspectiva longitudinal, centrándose en las transiciones y permanencia en dicho estado laboral. Este trabajo sigue esta línea de investigación, ofreciendo evidencia empírica sobre la elección entre el empleo autónomo o asalariado que realizan los individuos al iniciar su vida laboral, y la duración que presentan en ambas situaciones laborales.Autoempleo, empleo asalariado, transiciones, nacionalidad

Assessing the Impact of the Mobile Assisted Career Exploration Unit 3 Years Later

The specific objective of this research was to determine if the MACE (Mobile Assisted Career Exploration) Program has had an effect on the realistic occupational decision-making ability of students after a period of 3 years. Subjects were 12th grade students at Dixie High School. The experimental group was composed of 40 students (15 males and 25 females) who had been involved in project MACE in the ninth grade. The control group was composed of 32 students (15 males and 1 7 females) who had moved into the boundaries of Dixie High School since the loth grade and who had, therefore, not been involved in the MACE Program. Both groups were administered the SVIB (Strong Vocational Interest Blanks) to determine their highest interests. Grades for both semesters of the 11th grade and the first semester of the 12th grade were collected as an indicator of each student\u27s strongest aptitudes. A questionnaire was administered wherein the student was required to 1) select an occupation that he was planning to enter; 2) report whether he thought his interest and aptitudes agreed with his job choice (the SVIB and grades were used as instruments to verify if a student\u27s interests and aptitudes did in fact agree with his job choice); 3) report the degree of certainty he felt about his job choice; 4) select the type of training that would be required to qualify for his job choice; 5) report a specific institution where such training could be acquired; 6) report those persons and/ or influencing factors which had lead up to his job selection; and 7) report at which grade level he had decided on his present job choice. Seven null hypotheses were formulated stating differences would not be found between the control and experimental groups on the criteria measured by the aforementioned measuring instruments. Results of the study indicate that in fact no difference was found between the experimental and control groups in the following areas tested. Correct identification of personal interests with job choice. Correct identification of personal aptitudes with job choice. Degree of certainty about job choice. Selection of the categories mobile van, parents and personal interests as being of assistance in making a job choice. Selection of the ninth and 10th grades as the time periods when job choice was made. Selection of an appropriate type of education or training for the student\u27s job choice. Selection of a specific and appropriate institution at which the student had made plans to obtain the training or education for his job choice. On the criteria measured, the MACE Program had no apparent longitudinal effect on the occupational decision-making ability (as defined in this study) of the students tested. Several limitations of the study should be considered in this conclusion: 1) sample size was small and limited to a rural, all-white population; 2) other measures may detect advantageous effects of the program. However, it is recommended that a program such as MACE be part of a total K-12 career development program rather than a one grade level experience

Factors that Influence Job Choice at the Time of Graduation for Physician Assistants

Current trends and data analysis show that there is a shortage of primary care providers throughout the United States. Physician assistants (PAs) who are mid-level practitioners, nationally certified, and state licensed to practice medicine, play an important role in healthcare delivery; however, the percentage of PAs practicing in primary care has dramatically decreased in the past 15 years. An important question to consider is what drives the decision-making process of job choice for PAs? The purpose of this dissertation was to identify potential modifiable factors that influence PA first job choice following graduation from a PA program in a national sample and to determine if they have a relationship to the choosing of primary care. Specifically, this study utilized a conceptual framework to explore the following: what role do individual factors (demographics; student debt; and personal values) have relative to “program” factors (including faculty and preceptor influence; and mentoring) vs. “external” factors (job availability, income potential) in shaping job choice? Using a national sample from The 2016 End of Program Survey from the Physician Assistant Education Association, out of the 3038 subjects, 269 (8.9%) accepted a job in primary care medicine, 847 (27.9%) accepted a specialty job and 1922 (63.3%) did not accept a job at the time they were given the survey. The multinomial logistic regression model comparing no job accepted versus primary care job choice revealed marital status and racial/ethnic differences in first job choice. Additionally, financial factors including both educational debt and income potential, were found to be significant predictors. For the second multinomial logistic regression model comparing specialty job versus primary care job choice, the results demonstrate civil status differences in first job choice, financial factors including both educational debt (strong) and income potential (both moderate and strong), and a program factor (moderate clinical rotation experience)