How personal values shape job seeker preference: A policy capturing study.

Does the "ideal" organization exist? Or do different workplace attributes attract different people? And if so, what attributes attract what types of employees? This study combines person-organization fit theory and a policy capturing methodology to determine (a) which attributes are the st...

Descripción completa

Guardado en:

Detalles Bibliográficos
Autores principales:	Carol L Hicklenton, Donald W Hine, Aaron B Driver, Natasha M Loi
Formato:	article
Lenguaje:	EN
Publicado:	Public Library of Science (PLoS) 2021
Materias:	Medicine R Science Q
Acceso en línea:	https://doaj.org/article/909238a5be0840a88f2fdffac5e17c4b
Etiquetas:	Agregar Etiqueta Sin Etiquetas, Sea el primero en etiquetar este registro!

id	oai:doaj.org-article:909238a5be0840a88f2fdffac5e17c4b
record_format	dspace
spelling	oai:doaj.org-article:909238a5be0840a88f2fdffac5e17c4b2021-12-02T20:08:58ZHow personal values shape job seeker preference: A policy capturing study.1932-620310.1371/journal.pone.0254646https://doaj.org/article/909238a5be0840a88f2fdffac5e17c4b2021-01-01T00:00:00Zhttps://doi.org/10.1371/journal.pone.0254646https://doaj.org/toc/1932-6203Does the "ideal" organization exist? Or do different workplace attributes attract different people? And if so, what attributes attract what types of employees? This study combines person-organization fit theory and a policy capturing methodology to determine (a) which attributes are the strongest predictors of perceived organization attractiveness in a sample of Australian job seekers, and (b) whether the magnitude of these predictive effects varies as a function of job seekers' personal values. The design of this study is a randomized experiment of Australian job seekers who responded to an online survey invitation. Each of the 400 respondents received a random subset of 8 of 64 possible descriptions of organizations. Each description presented an organization that scored either high or low on six attributes based on the Employer Attractiveness Scale: economic, development, interest, social, application, and environmental value. Multi-level modelling revealed that all six attributes positively predicted job seekers' ratings of organization attractiveness, with the three strongest predictors being social, environmental, and application value. Moderation analyses revealed that participants with strong self-transcendent or weak self-enhancement values were most sensitive to the absence of social, environmental, and application value in workplaces, down-rating organizations that scored low on these attributes. Our results demonstrate how job seekers' personal values shape preferences for different types of workplaces. Organizations may be able to improve recruitment outcomes by matching working conditions to the personal values of workers they hope to employ.Carol L HicklentonDonald W HineAaron B DriverNatasha M LoiPublic Library of Science (PLoS)articleMedicineRScienceQENPLoS ONE, Vol 16, Iss 7, p e0254646 (2021)
institution	DOAJ
collection	DOAJ
language	EN
topic	Medicine R Science Q
spellingShingle	Medicine R Science Q Carol L Hicklenton Donald W Hine Aaron B Driver Natasha M Loi How personal values shape job seeker preference: A policy capturing study.
description	Does the "ideal" organization exist? Or do different workplace attributes attract different people? And if so, what attributes attract what types of employees? This study combines person-organization fit theory and a policy capturing methodology to determine (a) which attributes are the strongest predictors of perceived organization attractiveness in a sample of Australian job seekers, and (b) whether the magnitude of these predictive effects varies as a function of job seekers' personal values. The design of this study is a randomized experiment of Australian job seekers who responded to an online survey invitation. Each of the 400 respondents received a random subset of 8 of 64 possible descriptions of organizations. Each description presented an organization that scored either high or low on six attributes based on the Employer Attractiveness Scale: economic, development, interest, social, application, and environmental value. Multi-level modelling revealed that all six attributes positively predicted job seekers' ratings of organization attractiveness, with the three strongest predictors being social, environmental, and application value. Moderation analyses revealed that participants with strong self-transcendent or weak self-enhancement values were most sensitive to the absence of social, environmental, and application value in workplaces, down-rating organizations that scored low on these attributes. Our results demonstrate how job seekers' personal values shape preferences for different types of workplaces. Organizations may be able to improve recruitment outcomes by matching working conditions to the personal values of workers they hope to employ.
format	article
author	Carol L Hicklenton Donald W Hine Aaron B Driver Natasha M Loi
author_facet	Carol L Hicklenton Donald W Hine Aaron B Driver Natasha M Loi
author_sort	Carol L Hicklenton
title	How personal values shape job seeker preference: A policy capturing study.
title_short	How personal values shape job seeker preference: A policy capturing study.
title_full	How personal values shape job seeker preference: A policy capturing study.
title_fullStr	How personal values shape job seeker preference: A policy capturing study.
title_full_unstemmed	How personal values shape job seeker preference: A policy capturing study.
title_sort	how personal values shape job seeker preference: a policy capturing study.
publisher	Public Library of Science (PLoS)
publishDate	2021
url	https://doaj.org/article/909238a5be0840a88f2fdffac5e17c4b
work_keys_str_mv	AT carollhicklenton howpersonalvaluesshapejobseekerpreferenceapolicycapturingstudy AT donaldwhine howpersonalvaluesshapejobseekerpreferenceapolicycapturingstudy AT aaronbdriver howpersonalvaluesshapejobseekerpreferenceapolicycapturingstudy AT natashamloi howpersonalvaluesshapejobseekerpreferenceapolicycapturingstudy
_version_	1718375136596328448

How personal values shape job seeker preference: A policy capturing study.

Ejemplares similares