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Job Attributes (job + attribute)

Distribution by Scientific Domains

Business, Economics, Finance and Accounting	57%

Selected Abstracts

The Role of Job Attributes in Understanding the Public-Private Wage Differential

INDUSTRIAL RELATIONS, Issue 3 2002
Keith A. Bender
This study uses a unique data set for Great Britain to investigate the impact of differences in job attributes on the public-private wage differential. The study reveals that (1) there are substantial differences in wage structure between the two sectors, particularly finding that the public-sector wage structure is less sensitive to differences in the attributes of jobs, and (2) differences in job attributes play in a major role in accounting for pay differences across sectors. [source]

Individual job-choice decisions and the impact of job attributes and recruitment practices: A longitudinal field study

HUMAN RESOURCE MANAGEMENT, Issue 1 2003
Wendy R. Boswell
The present research is intended to contribute to the understanding of how job-choice decisions are made and the role of effective and ineffective recruiting practices in that process. The issues are examined by tracking job seekers through the job search and choice process. At multiple points in the process, structured interviews are used to elicit information from the job seekers pertaining to how they are making their decision and what factors play a role. Results provide theoretical and practical insights into the organizational and job attributes important to job choice, as well as how specific recruiting practices may exert a significant influence, positive or negative, on job-choice decisions. For example, our findings reinforced the importance of providing job seekers the opportunity to meet with multiple (and high-level) organizational constituents, impressive site-visit arrangements, and frequent and prompt follow-up. Also, imposing a deadline (i.e., "exploding offer") showed little effect on job-choice decisions. Recommendations for recruitment practice and continued research are provided. © 2003 Wiley Periodicals, Inc. [source]

The Meaning of Employee Engagement

INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY, Issue 1 2008
WILLIAM H. MACEY
The meaning of employee engagement is ambiguous among both academic researchers and among practitioners who use it in conversations with clients. We show that the term is used at different times to refer to psychological states, traits, and behaviors as well as their antecedents and outcomes. Drawing on diverse relevant literatures, we offer a series of propositions about (a) psychological state engagement; (b) behavioral engagement; and (c) trait engagement. In addition, we offer propositions regarding the effects of job attributes and leadership as main effects on state and behavioral engagement and as moderators of the relationships among the 3 facets of engagement. We conclude with thoughts about the measurement of the 3 facets of engagement and potential antecedents, especially measurement via employee surveys. [source]

The Role of Job Attributes in Understanding the Public-Private Wage Differential

The Relationship Between Acculturation, Individualism/Collectivism, and Job Attribute Preferences for Hispanic MBAs*

JOURNAL OF MANAGEMENT STUDIES, Issue 5 2003
Carolina Gomez
ABSTRACT This research studied the influence of acculturation on the values of Hispanic MBAs in the USA and the effect these values have on job attribute preferences. As predicted, the less acculturated Hispanic MBAs had significantly higher collectivist values than either highly acculturated Hispanic or Anglo-American MBAs. Surprisingly, acculturation was not related to individualism. As theorized, collectivistic, and not individualistic, values were significantly related to a preference for contextual job attributes. In contrast, individualistic, and not collectivistic, values were related to a preference for task-related job attributes. The findings point to the importance of understanding an individual's level of acculturation and his/her specific values, rather than assuming differences based on ethnicity. In addition, the findings indicate that managers dealing with diversity within the USA or globally must understand their employees' individualistic/collectivistic values before implementing any job design initiatives. [source]

Job control, substantive complexity, and risk for low birth weight and preterm delivery: An analysis from a state birth registry

AMERICAN JOURNAL OF INDUSTRIAL MEDICINE, Issue 9 2007
John D. Meyer MD
Abstract Background Indices of job strain have demonstrated a variable relationship to low birth weight (LBW) and prematurity, with conflicting study results. This study sought to examine the associations of psychosocial work environment characteristics with adverse pregnancy outcomes using and comparing the demand-control model and job attributes derived from the O*NET. Methods Job characteristics were imputed to maternal occupation recorded in the 2000 Connecticut state birth registry for 26,408 singleton births, using scores for psychological job demands, control, and physical demands derived from the Job Content Questionnaire, and for substantive complexity of work and physical demands using variables derived from O*NET job attributes. Odds ratios for LBW and preterm delivery were estimated while controlling for relevant covariates. Results High psychological demands were not associated with pregnancy outcomes, while high physical demand scores from the O*NET were associated with LBW. Associations of term- and all-LBW with both low control and low substantive complexity were attenuated by adjustment for educational and demographic covariates. A gradient with lower scores was seen for term LBW and substantive complexity, and for prematurity and control. Both constructs were correlated with maternal education. Conclusions These results suggest that low maternal job control and substantive complexity may be modestly associated with LBW and, to a lesser extent, prematurity. A greater association with control may explain why a weak link of birth outcomes to high-strain work has been noted in past studies. Observed associations with occupational are reduced after adjustment for relevant confounding variables, in particular educational level and race/ethnicity. Am. J. Ind. Med. 50:664,675, 2007. © 2007 Wiley-Liss, Inc. [source]