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This paper aims to examine the relationship between welfare state configurations, family status, family responsibilities, job attribute preferences, employment, and weekly paid work hours.

International data for women and men were analyzed separately using regressions to determine if different welfare state configurations and individual family status and responsibilities predicted job attribute preferences. Additional regressions examined the effects of welfare state configurations, family status, family responsibilities, and job attribute preferences on women's and men's employment and weekly paid work hours.

In many cases, the variables were significant predictors of women's and men's job attribute preferences, employment and paid work hours.

While the attributes that people seek from their employment vary from individual to individual, it is also important to recognize that there are cultural patterns that can inform motivational efforts.

This multinational study is the first to examine the relationship between family status, conducting housework, providing family income, and job attribute preferences while considering labor market opportunities for women and societal support for the family. In addition, it examines the effects of these variables on employment and weekly paid work hours.

Using a discrete choice experiment (DCE), this study aims to better understand the job preference of postgraduate students studying at the Kwame Nkrumah University of Science and Technology-Institute of Distance Learning, Ghana and also rank the attributes of a job they deem important.

The research adopted a positivist epistemological design contextualised within a deductive approach and case study strategy. Primary survey data was collected from a stratified random sample of 128 postgraduate students with multi-sectorial career prospects. Sample students were subjected to a DCE in which their stated preferences were collected using closed-ended questionnaires with 28 pairs of hypothetical job profiles. Respondents’ preferences from the DCE data were then modelled using the conditional logit.

The research reveals that: salary in the range GHC 2,800.00 to GHC 3,400.00 ($1 = GHS 5.3); supportive management; very challenging jobs; and jobs located in the city were the top attributes that were significant and had the most impact in increasing the utility of selecting a particular job. Interestingly, jobs with no extra hours workload were not significant hence, had a negative impact upon student preferences.

This novel research is the first to use a DCE to better elicit preference and trade-offs of postgraduate students in a developing country towards varying job characteristics that have an impact on their future employment decisions. Knowledge advancements made provide invaluable insight to employers and policymakers on the key criteria that should be implemented to retain the best candidate.

The paper aims to examine worker job attribute preferences, by which is meant the extent to which individuals desire a variety of specific qualities and outcomes from their paid work. It seeks to examine how these preferences are ranked and to identify their principal correlates.

The study makes use of a quantitative methodology, notably the application of an ordered probit model to analyse a data set which has its origins in the 2006 Skills Survey.

“Work you like doing”; a “secure job”; “friendly people to work with”; and “opportunities to use your abilities” are the four highest ranked job attribute preferences. Worker job attribute preferences vary with the characteristics of the worker, including gender, domestic circumstances, highest qualification held and occupation.

The study reports “correlations” and does not imply “causation”. The findings are for the year 2006. On the assumption that job attribute preferences are constrained by the employment opportunities available, the findings may change with the economic cycle, in a manner comparable to recent research findings about some facets of job satisfaction.

This is the first detailed statistical examination of this subset of questions in the survey in question.

A number of studies conducted in the 1970s observed that males and females differed in their job attribute preferences. This study revisited the issue of gender differences in attribute preferences. Final‐year undergraduates (n= 270) were asked to rate 17 job attributes in terms of how important each was to them in choosing a job/employer. Results indicated that the effect of gender on job attribute preferences was generally weak. Other variables such as age, ethnicity, professional training area, and prior work experience also did not have a significant impact on undergraduates′ preferences.

This study analyses the future job characteristics that are preferred by economics and business administration students in three specific regions of Spain, Colombia and Ecuador, and estimates their willingness to accept each.

A discrete choice experiment (DCE) is carried out in these three regions. The econometric approach is based on the Random Parameter Logit model, which accounts for both the observed and unobserved heterogeneity by the use of socio-demographic variables and correlated random parameters.

The main conclusions indicate that the most important job characteristic for students in all three countries is the long-term career prospects at the company, while a permanent contract is one of the least important job attributes. Regarding the more specific conclusions related to each country, the Ecuadorian students seem to have a higher preference for training opportunities, given the strong relationship between the level of education and the job category. The Spanish students seem to value their commuting time more highly than the South American students.

To authors’ best knowledge, this is the first DCE-based study of economics and business administration students’ preferences for future jobs that has been conducted simultaneously in three countries on two different continents. Furthermore, this study presents fresh cross-country data that allow authors to compare student choices between South American and European countries. As a result, by focusing on the DCE approach, this study estimated the monetary amount that students from each country are willing to accept for each of the analysed job characteristics. Thus, this research fills a vacuum in the literature on student job preferences between three Latin speaking countries.

This study aims to address demographic variables believed likely to restrain or modify homogeneous attitudes and values purported as inherent in each generational cohort and associated with divergence of workplace preferences and expectations.

Using a subsample of data collected from a larger study conducted as part of the General Social Survey and supported by the National Science Foundation, this study contributes to the emerging generational differences in literature by using Kruskal–Wallis tests in the analysis of five generational research questions.

In one sense, the results of this study appear to reflect the mixed and confusing disarray of evidence regarding the influence of generational differences on job preferences and workplace behaviors. On only two of the five job characteristics in this study did generational cohort membership demonstrate beyond random chance divergence in generational preference. However, the analysis of the interaction of cohort membership and demographic covariates on these two job characteristics points toward merit in further examination of relationship of subgroup differences relative to overarching assumptions about generational attitudes and norms of behavior.

A number of limitations to the interpretation of this study merit reflection. First, given that the data for this study were cross-sectional in nature, the relationships in our study may be subject to temporal change. Second, the data were secured by self-report and is subject to all the limitations of self-reported data. Third, some of the demographic variables in this study were the result of aggregation in an attempt to secure adequate observations in each cell, and as such, important variance may have been concealed. Fourth, the study did not control for the confounding influence of age difference on cohort preferences.

In a rush to adapt and develop different approaches to human resource management in hope of meeting the needs of successive generational cohorts, it behooves scholars and practitioners alike to acknowledge the confused state of research on generational cohorts and to question the assumed monolithic model of generational cohort job-related likes and dislikes.

This study would suggest that the assumed homogeneity of generational values and attitudes and their influence on the US workplace frequently fails to consider the heterogeneity evolving from the rural/urban characteristics where cohort members experienced adolescence.

Scholars will appreciate the broad perspective presented in this study and the potential new avenues for research. For practitioners, the study provides valuable insights into the three dominant generational cohorts currently in the workplace, thus enabling practitioners to understand the underpinnings of performance and work climate with greater depth and breadth of perspective.

Applying the institutional logics perspective to applicant attraction, this study investigates the level of uniformity among preferences for consulting job attributes associated with the institutional logics of the corporation, the profession and the family, and tests for the influence of anticipatory socialization differences.

The study uses a discrete choice experiment with 232 business students. A hierarchical Bayes approach to conjoint analysis uncovers part-worth heterogeneity and allows for subsequent cluster and regression analysis of the choice data.

The findings identify a dominant job-oriented preference type and a minor career-oriented preference type. Anticipatory socialization through personal prior work experience and the occupation of friends decreases adherence to the logic of profession and increases the relevance of the family logic. The parents' occupation has only a minimal influence on preferences.

The study provides attribute-based recommendations on how professional service firms can effectively address the complex expectations of potential applicants in their job ads for an entry position and underlines the role of intra-generational reference groups as important anticipatory socializers.

By testing individual socialization effects at the pre-hire stage and beyond the organizational level, the study fills a void in both the recruitment and the institutional literature.

The purpose of this paper is to elicit young economists’ job preferences through the use of a choice experiment (CE).

A CE conducted at a total of five universities in Spain, the Czech Republic and Germany. After estimating a random parameter logit model, the monetary value of the willingness to accept a specific job attribute is simulated.

The most important job characteristic, consistent across countries and universities, is a long-term career prospect at the company.

This is the first CE conducted on business and economics students’ job preferences in three European countries. Using the same survey instrument allows for the comparison of students’ job preferences across countries and also between private and public universities.

The purpose of this paper is to test hypotheses regarding the importance of employee preferences in explaining sticky floors, the pattern that women are, compared to men, less likely to start to climb the job ladder.

The authors use original data obtained using a survey and a vignette study in which participants had to score the likeliness with which they would accept job offers with different promotion characteristics.

The main findings are that young female professionals have a less pronounced preference for more demanding and less routinary jobs and that this effect is mediated by the greater risk aversion and anticipated gender discrimination among women. No gender differences were found in the relative likeliness to apply for jobs that involve a promotion in terms of job authority.

The vignette method assumes that artificial settings with low stakes do not bias results. Another limitation follows from the focus on inter-organizational promotions among young professionals, which raises the question to what extent the results can be generalized to broader settings.

This paper contributes to the literature on gender differences in careers by measuring the impact of employee preferences on gender differences in career decisions.

Based on generational theory, this research studies the preferences of French young graduates from Generation Y for job and organizational attributes of a future employer. The purpose of this paper is to contribute to the debate on the inter- vs intragenerational differences and discusses the common stereotype of an intragroup homogeneity within the Generation Y.

Reviewing generation and job search literature, the paper update graduates’ preferences for job and organizational attributes in their initial job search by using conjoint analysis, a rarely used methodology in human resource management (HRM). To test the intragroup homogeneity and to overcome methodological difficulties inherent in examining differences within a generational cohort, the paper operationalized a homogeneous sample (n=592) composed of people of the same age, career stage, cohort and nationality.

The authors demonstrate that, even if on the whole young graduates from Generation Y prefer job security and a relaxed work atmosphere, their preferences are heterogeneous.

This research leads to discuss the relevance of the concept of Generation Y for recruitment. Additional research is needed to improve the external validity of this study which must be reproduced in other contexts and with different populations.

The results provide useful information to assist HR managers and recruitment specialists in improving the efficiency of the recruitment process and in considering the relevant segmentation criteria for recruitment.

Using an original methodology, conjoint analysis, this paper focusses on the heterogeneity of Generation Y and its consequences in terms of HRM.