faculty: "FEB" and publication year: "2009"
| Author||P. Hesseling|
|Title||Graduates : personal characteristics in relation to Job attribute preferences.|
|Supervisors||S. Mol, W. van Eerde|
|Faculty||Faculty of Economics and Business|
|Abstract||Organizations increasingly have to deal with a highly competitive market for attracting and|
selecting talent (Michaels, Handfield-Jones & Axelrod, 2001). This development emphasizes
the importance of investigating job and organizational attribute preferences and
characteristics of applicants in order to use such information for recruitment purposes.
Building on objective theory support was found for the hypothesized relationships between
conscientiousness, openness to experience and extraversion with the motivation to perform.
Secondly, support was found for the hypothesized relationship between motivation to
perform and preferences for challenging and interesting work, selectivity in hiring, high levels
of training, individualistic pay, variable pay, praise & recognition, fast promotion opportunities
and fast track promotion opportunities, but not for high levels of pay. Third, support was
found for the motivation to perform to mediate the relationship between performance-related
personality constructs and preferences for three job challenge related-attributes, three
recognition-related attributes and one out of three reward related attributes. Results and
practical implications are discussed in order to use the findings for recruitment purposes.
|Document type|| scriptie master|
Use this url to link to this page: http://dare.uva.nl/en/scriptie/313864
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