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dc.contributor.authorCable, Daniel M.
dc.contributor.authorJudge, Timothy A.
dc.date.accessioned2020-11-25T14:51:57Z
dc.date.available2020-11-25T14:51:57Z
dc.date.issued1993-09-01
dc.identifier.other138217
dc.identifier.urihttps://hdl.handle.net/1813/77134
dc.description.abstractPast research has demonstrated the importance of pay level in job search and choice processes. Compensation policies other than pay level may have important effects on applicant attraction, yet there has been little research examining this possibility. The role of person-organization fit in job search and job choice decisions has also been supported. Because pay systems define an organization's expectations and culture, they may be an important organizational attribute for individuals to compare with their needs and values; thus the corresponding level of fit between compensation policies and individuals' dispositions may affect subsequent job search and choice decisions. Using several research methods and a sample of individuals currently involved in the interviewing process, this stugy examines both the main and interactive effects of various pay system attributes on job search. Resulting analyses primarily supported the hypotheses, suggesting that many facets of pay systems may have important effects on individuals' job search and choice decisions.
dc.language.isoen_US
dc.subjectpay
dc.subjectlevel
dc.subjectjob
dc.subjectsearch
dc.subjectchoice
dc.subjectprocess
dc.subjectapplicant
dc.subjectresearch
dc.subjectorganization
dc.subjectemployee
dc.subjectresource
dc.subjectsystem
dc.subjectcompensation
dc.subjectinterview
dc.subjectculture
dc.titleEffects of Compensation Systems on Job Search Decisions: An Application of Person-Organization Fit
dc.typepreprint
dc.description.legacydownloadsEffects_of_Compensation_WP93_14.pdf: 2179 downloads, before Oct. 1, 2020.
local.authorAffiliationCable, Daniel M.: Cornell University
local.authorAffiliationJudge, Timothy A.: Cornell University


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