How do Employees Respond to Workplace Injustice? New Insights from Ranked Ordinal Employee Preferences

Do gender differences in career aspirations contribute to sticky floors?

International Journal of Manpower ◽

10.1108/ijm-10-2015-0171 ◽

2017 ◽

Vol 38 (4) ◽

pp. 580-593 ◽

Cited By ~ 5

Author(s):

Nick Deschacht ◽

Ann-Sophie De Pauw ◽

Stijn Baert

Keyword(s):

Gender Differences ◽

Gender Discrimination ◽

Career Decisions ◽

Original Data ◽

Young Female ◽

Content Type ◽

Employee Preferences ◽

Job Offers ◽

Female Professionals ◽

The Impact

Purpose 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. Design/methodology/approach 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. Findings 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. Research limitations/implications 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. Originality/value This paper contributes to the literature on gender differences in careers by measuring the impact of employee preferences on gender differences in career decisions.

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Employee preferences for overtime work

Human Resource Management ◽

10.1002/hrm.3930180205 ◽

1979 ◽

Vol 18 (2) ◽

pp. 24-31 ◽

Cited By ~ 2

Author(s):

Robert W. Hollmann

Keyword(s):

Overtime Work ◽

Employee Preferences

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Financing employee healthcare: fusing the preferences of employees in decision-making

International Journal of Workplace Health Management ◽

10.1108/ijwhm-01-2021-0010 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

George Ouma Ochieng'a ◽

Maurice Ogada

Keyword(s):

Health Care ◽

Cost Benefit Analysis ◽

Healthcare Providers ◽

Coastal Region ◽

Probit Analysis ◽

Future Research ◽

Cross Sectional Survey ◽

Cross Sectional ◽

Content Type ◽

Employee Preferences

Purpose Good health is important for the happiness and productivity of employees of any organization and a nation. With the declining government funding for public Universities in Kenya, providing health cover for employees is a real challenge. Thus, the universities have to explore widely acceptable and sustainable options. This study aims to explore the correlations of employee preferences for health care schemes and evaluated the cost implications of each of the available Schemes.Design/methodology/approach The study applied a multinomial probit analysis on cross-sectional data from Taita Taveta University (TTU) in Kenya's coastal region. Cost-benefit analysis was used to rank alternative healthcare schemes. For triangulation of information, individual interviews were supplemented with key informant interviews.Findings Two sets of factors, personal attributes of employees and the attributes of the health care provider, were found to drive employee preferences for health care schemes. Thus, the universities need to consider these attributes in their choice sets of health care schemes to gain employee support.Research limitations/implications The study was based on a cross-sectional survey that may not capture the dynamic elements in institutional management. Thus, future research may build panel data on the current one for further analysis.Practical implications The study found that household characteristics and the perceived attributes of the healthcare providers are key drivers of the preferences. Thus, it is important to consider the characteristics of the employees (for example, age, family sizes, etc.) and attributes of healthcare providers before selecting a healthcare scheme for the workersOriginality/value This is a pioneer study on the choice of healthcare scheme for institutions of higher learning in Kenya. Universities are made aware of what informs employee's preferences for health schemes. This is important for tailoring health care schemes to match employee preferences for greater satisfaction.

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THE FLIGHT ATTENDANT UNIFORM: EFFECTS OF SELECTED VARIABLES ON FLIGHT ATTENDANT IMAGE, UNIFORM PREFERENCE AND EMPLOYEE SATISFACTION

Social Behavior and Personality An International Journal ◽

10.2224/sbp.2003.31.6.565 ◽

2003 ◽

Vol 31 (6) ◽

pp. 565-575 ◽

Cited By ~ 7

Author(s):

Carrie Leigh Haise ◽

Margaret Rucker

Keyword(s):

Survey Data ◽

Employee Satisfaction ◽

Image Data ◽

Flight Attendants ◽

Flight Attendant ◽

Employee Preferences

When a job situation requires the wearing of a uniform, as is the case with flight attendants, both image projected by the uniform and employee preferences are important. The purpose of this study was to examine the effects of components of a uniform on image of, and preference for, the uniform. It was also designed to assess the effects of both uniform attributes and opportunities for feedback on satisfaction with one's own uniform. Using survey data from 121 flight attendants, it was found that differences in neckwear and footwear did not have a significant effect on preferences but did have significant effects on image. Data on liked and disliked features of the flight attendants' own uniforms identified fit and fabric as the two main sources of dissatisfaction. The data on opportunities for feedback about the uniform supported the proposition that more opportunities for feedback may result in greater employee satisfaction.

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