Impact of Organizational Characteristics on Employees’ Workplace Preferences

Abstract

The purpose of this study is to find the important attributes of organizations that effect employee choice, using conjoint analysis as an analytical tool. According to the purpose firstly 11 organizational attributes were determined based on relevant literature then the following five attributes of organizations were identified with a pilot study: pay level, social insurance, organizational reputation, working hours and transportation. Using subjects from a cement factory in Ordu, 105 respondents were asked to rank 16 cards for five organizational attributes with different combinations of these five attributes. The results indicate that pay level has the greatest influence on the respondents' choice, followed by social insurance, organizational reputation, working hours and transportation. Additionally it is revealed that forth card which is one of the created cards based on analysis results represented most desirable situation for employees. Employees are willing to work in businesses which have good reputation, provide social insurance and have ability to pay high wages to its employees. They also want to arrive to business easily and work in normal working hours.

The relevance of socially responsible blue-collar human resource management

“…This is somewhat surprising given that the literature establishes a high relevance of pay for the promotion of favorable work-related outcomes in emerging countries (e.g. Adigun and Stephenson, 1992; Chiu et al , 2002; Yigit et al , 2014; Yucelt, 1982). Accordingly, our findings put a question mark over the frequently encountered assumption that Chinese workers are solely guided by a “cash mentality” (Luk and Chiu, 1998) and that “monetary incentives are the most effective motivational tools for getting Chinese workers’ commitment and getting them to improve their performance” (Ahmad, 2001, p. 1994).…”

“…Likewise, Balabanova et al ’s (2016) finding revealed that wage satisfaction was the strongest negative predictor of Russian blue-collar workers’ intentions to leave. Finally, the analysis by Yigit et al (2014) demonstrated that high wages were the most important factor in blue-collar workers’ employer choices in Turkey.…”