ASSESSING JOB PREFERENCES OF MEDIA AND COMMUNICATION STUDENTS IN THE COVID ERA: A CONJOINT ANALYSIS

The purpose of this paper is to explore job attribute preferences of students in the media and communication stream. The study is conducted to get an understanding of job expectations of students in the COVID era that can help provide conceptual guidelines to hiring managers in media houses for future planning of manpower/job offers. Based on the conjoint analysis technique, a questionnaire was designed and responses of 152 students of media and communication were recorded from a university in Delhi/NCR. Estimation of preference function was created using orthogonal arrays. Results of this study suggest that job security is the most preferred attribute which influences job choice decisions of students, second preferred attribute being appropriate work hours. The paper presents an important tool that can be of great use for recruitment managers, to understand the psyche of students and their preferences, which may further help in designing appropriate recruitment policies and create job offers that can attract the suitable talent pool. Results also reveal that high compensation package is not the most preferred attribute anymore, perhaps due to the uncertainty of the times. Limitation of this study is that individual behaviour cannot be ascertained through the survey and data from students of different universities can be studied for more robust results. The paper is novel in approach as it empirically identifies the preferred job attributes of media students amid the pandemic situation, by applying conjoint analysis. Therefore, it gives new insights to understand how the pandemic has affected students’ job expectations and decisions.

Exploring Personal Values and Job Attribute Salience Among Job Seekers

The person-organization fit (P-O fit) literature suggests that job seekers are attracted to organizations that match their personal values; but, to date, little is known about how individuals’ personal values might affect their preferences for particular job attributes when seeking a job. In this paper, using data from 351 job seekers at several employment agencies in Haute-Normandie, France, we examine possible connections between certain personal values and job attribute preferences among job seekers.

Geometric Data Analysis (GDA) - an alternative approach to the analyses of gender differences

The aim of this paper is threefold: First, the criticism of quantitative methods raised by feminist and gender researchers is reiterated and illustrated using gender differences in job attribute preferences as an example. Second, the paper compares this ‘standard quantitative methods’ approach to Geometric Data Analysis (GDA), an approach that e.g. makes use of principal components analysis. I argue that GDA breaks with many of the problematic features of traditional statistics by being multi-dimensional (as opposed to one-dimensional), having a statistical model formulated at the individual level (as opposed to treating individuals as mere ‘residuals’) and visualising the results (as opposed to just presenting the results exclusively in numbers). Third, the empirical analyses from the first part of the paper are then used as an example and analysed again, thereby introducing the basic concepts and principles which comprise GDA. Data used in the paper stem from the study Youth on the margin where a sample of young men and women from the North Denmark Region were asked to fill out a battery of job attribute preferences among other things. This is an important topic because such preferences are widely thought to be closely related to the continuing segregation of the Danish labour market.

Job Attribute Preference of Executives: A Conjoint Analysis

<p>This research explores the job attribute preferences of executives in Bangladesh. Unlike most past researches that deployed isolated estimation methods, this research used conjoint analysis, a marketing research tool to measures the relative utilities and trade-off matrices of different job attributes. Data was collected from 140 executive MBA students from a premier business school in Dhaka using a questionnaire presenting an array of hypothetical job offers. Salary &amp; benefit and person-job match are found to be the top two most preferred job attributes. Workenvironment and company- reputation are indicated as the two least important job attributes. Simulation was run to demonstrate the trade-offs people make in their job choice decisions. Case-wise conjoint results show no significant difference among different demographic groups (e.g. married-single, have-don’t have dependents and others) in terms of the order of importance of the job attributes. However, the value of the relative importance was found to be slightly different for different demographic groups.This research is important for academics as it demonstrate a new technique to analyze job attribute preferences. Managers can use the results of this study for designing jobs to attract and retain the best talents of the market. They can use the simulation process demonstrated here for optimizing overall preference of their job offers. </p>