On Choice in Labor Markets

Rottenberg, Simon

doi:10.2307/2519415

Cited by 27 publications

(17 citation statements)

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“…The manner in which individuals evaluate and choose among available job alternatives has been studied in a number of ways. Economic debate over the processes used has focused on discussion of whether the choice follows a rational or an irrational model (e.g., Parnes, 1954;Rottenberg, 1956). Direct estimation procedures have asked potential employees to rank or rate several predetermined job attributes in terms of their importance to the job choice (Jurgensen, 1978).…”

Section: Organizational Search and Choicementioning

confidence: 99%

Do People Make the Place? An Examination of the Attraction‐selection‐attrition Hypothesis

Bretz¹,

Ash²,

Dreher³

1989

Personnel Psychology

173

148

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This study tests the hypotheses that (1) congruence between internal need states and external environments drives the organizational‐choice process and (2) those attracted to particular organizations are more homogeneous than the applicant pool in general. Subjects were evaluated on 14 needs using the Jackson Personality Research Form. They then viewed two video‐taped segments of simulated campus interviews to gain information about two distinct types of organizational reward systems. The interview segments entered the discussion in progress to avoid any reference to a particular job that might introduce an occupational confound. Subjects received job offers from both organizations and were asked to indicate which of the two organizations they found more attractive by accepting one of the offers. Analysis of variance results indicated only weak support for the congruency hypothesis. Differences were observed in nAch between the groups of subjects attracted to each organization. No differences were found for any of the other need strength measures. This suggests that the subjects attracted to the different organizations were substantially similar. Hierarchial factor analysis of the PRF has suggested a six‐factor structure that appears consistent with the second‐order factors from other respectable personality measures. This suggests that the second‐order solution may be a parsimonious mapping of the personality domain and may therefore be more relevant in testing these hypotheses. The analysis was repeated using these dimensions. The results suggest that work force homogeneity may be more complex than originally considered. Implications for the homogeneity hypothesis are discussed, and suggestions for further study of this concept are offered.

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Section: Organizational Search and Choicementioning

confidence: 99%

Do People Make the Place? An Examination of the Attraction‐selection‐attrition Hypothesis

Bretz¹,

Ash²,

Dreher³

1989

Personnel Psychology

173

148

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“…Classic economic theory argues that income level is the most significant factor in attracting (pulling) or pushing individuals from one job to another and from one job market to another. However, others have argued that the individual's decision about a job is taken not just on the wage level but is based on the perceived net advantage or disadvantage of multiple factors associated with a job27 . The types of factors influential in this decision making include: Individual: skills and interests, career plans, caring/family responsibilities, financial responsibilities,  Job characteristics: remuneration, other financial benefits (e.g.…”

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confidence: 99%

Global nurse shortages—the facts, the impact and action for change

Drennan

Ross

2019

British Medical Bulletin

320

264

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“…The debates surrounding Simon Rottenberg's "On Choice in Labor Markets " (1956) illustrated later the use of such an argument to counter the criticisms of labor relations specialists such as Richard 29. Rottenberg (1956) took the example of a worker choosing between a "clean" and a "dirty" occupation, which included a more complex motivation than simply choosing a job associated with the maximum wage rate. Rottenberg wrote that "the economists' position is simply this: that workers will be indifferent between clean and dirty occupations, if the wage differential is just sufficient to compensate for differential cleanliness; that they will prefer the clean job, if the wage differential is less than this; that they will prefer the dirty job, if the wage differential is more than this.…”

Section: A New Approach To Discriminationmentioning

confidence: 99%

Wandering Through the Borderlands of the Social Sciences: Gary Becker’sEconomics of Discrimination

Fleury¹

2012

History of Political Economy

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The Economics of Discrimination (1957) was Gary Becker's first published work using microeconomic tools to investigate supposedly noneconomic phenomena. 1 Although the significance of the book is now widely acknowledged, there are still confusions and misconceptions regarding the nature of Becker's contribution to the social scientific literature on race relations in the 1950s and its reception and impact in the 1960s. For instance, the role of the book in the history of the relationship between economics and the other social sciences is unclear. Most accounts acknowledge that before Becker's essay, discrimination was understood to be outside the boundaries of economics (see, for instance, Chiswick 1995 and

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On Choice in Labor Markets

Cited by 27 publications

References 0 publications

Do People Make the Place? An Examination of the Attraction‐selection‐attrition Hypothesis

Do People Make the Place? An Examination of the Attraction‐selection‐attrition Hypothesis

Global nurse shortages—the facts, the impact and action for change

Wandering Through the Borderlands of the Social Sciences: Gary Becker’sEconomics of Discrimination

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