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Job Choice (job + choice)

Distribution by Scientific Domains

Business, Economics, Finance and Accounting	50%

Selected Abstracts

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

PERSONNEL PSYCHOLOGY, Issue 3 2002
YOAV GANZACH
This field experiment investigated the effects of exchange-inducing treatments on pre- and postentry commitment of military recruits. Behavioral (volunteering for combat service and turnover), intentional (willingness to commit to combat service), and attitudinal (commitment, satisfaction, perceived fairness, and perceived choice variety) outcomes are examined. Two exchange-inducing experimental groups, one receiving realistic job preview and another receiving decisionmaking training, were compared to 3 control groups. Results indicated that preentry commitment was significantly higher among participants in the exchange-inducing conditions. However, the effect of decisionmaking training lasted longer than the effect of realistic job preview. [source]

Severity of anxiety and work-related outcomes of patients with anxiety disorders

DEPRESSION AND ANXIETY, Issue 12 2009
Steven R. Erickson PharmD.
Abstract Background: This study examined associations between anxiety and work-related outcomes in an anxiety disorders clinic population, examining both pretreatment links and the impact of anxiety change over 12 weeks of treatment on work outcomes. Four validated instruments were used to also allow examination of their psychometric properties, with the goal of improving measurement of work-related quality of life in this population. Methods: Newly enrolled adult patients seeking treatment in a university-based anxiety clinic were administered four work performance measures: Work Limitations Questionnaire (WLQ), Work Productivity and Activity Impairment Questionnaire (WPAI), Endicott Work Productivity Scale (EWPS), and Functional Status Questionnaire Work Performance Scale (WPS). Anxiety severity was determined using the Beck Anxiety Inventory (BAI). The Clinical Global Impressions, Global Improvement Scale (CGI-I) was completed by patients to evaluate symptom change at a 12-week follow-up. Two severity groups (minimal/mild vs. moderate/severe, based on baseline BAI score) were compared to each other on work measures. Results: Eighty-one patients provided complete baseline data. Anxiety severity groups did not differ in job type, time on job, job satisfaction, or job choice. Patients with greater anxiety generally showed lower work performance on all instruments. Job advancement was impaired for the moderate/severe group. The multi-item performance scales demonstrated better validity and internal consistency. The WLQ and the WPAI detected change with symptom improvement. Conclusion: Level of work performance was generally associated with severity of anxiety. Of the instruments tested, the WLQ and the WPAI questionnaire demonstrated acceptable validity and internal reliability. Depression and Anxiety, 2009. © 2009 Wiley-Liss, Inc. [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]

Do earnings subsidies affect job choice?

CANADIAN JOURNAL OF ECONOMICS, Issue 4 2009
The impact of SSP subsidies on job turnover, wage growth
Abstract This paper explores the impact of earnings subsidies on job duration and wage growth. We develop an analytical framework that predicts that convex subsidies increase job turnover and affect within-job and between-job wage growth. This framework is used to analyze the effects of the Canadian Self-sufficiency Project earnings subsidy. We find that the treatment group had shorter job duration and experienced faster wage growth than controls, which is consistent with the analytical model. Results for between-job wage growth hold after we correct for compositional bias, but we cannot rule out that within-job wage growth was not affected by the program. Ce mémoire examine l'impact des subventions aux gains sur la durée de l'emploi et la croissance des salaires. On développe un cadre d'analyse qui prédit que des subventions convexes accroissent le roulement des emplois et affectent la croissance des salaires entre les emplois et à l'intérieur d'une période d'emploi. Ce cadre d'analyse est utilisé pour ausculter les effets des subventions du Projet de l'Autosuffisance au Canada. Il appert que le groupe subventionné a fait l'expérience de durées d'emploi plus courtes et de croissance de salaires plus rapide que le groupe de contrôle, ce qui s'arrime aux prévisions du cadre d'analyse. Les résultats pour la croissance des salaires entre emplois sont robustes même après correction pour le biais de composition, mais on ne peut pas rejeter l'hypothèse que la croissance de salaires dans un emploi n'a pas été affectée par le programme. [source]