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Article
Publication date: 7 April 2015

Anton Schlechter, Nicola Claire Thompson and Mark Bussin

The purpose of this paper is to investigate if the presence of non-financial rewards (specifically work-life balance, learning, and career advancement) were able to influence the…

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Abstract

Purpose

The purpose of this paper is to investigate if the presence of non-financial rewards (specifically work-life balance, learning, and career advancement) were able to influence the perceived attractiveness of a job offering. A secondary objective was to establish if there were demographic differences, specifically, gender, race, and age differences in the manner in which these non-financial rewards influenced the perceived attractiveness of a job offer.

Design/methodology/approach

A quantitative research approach was followed and a 23 full-factorial experimental design utilised. Data were collected with two questionnaires via convenience (non-probability) sampling. The first job attraction questionnaire assessed the perceived level of attractiveness to one of eight randomly assigned experimental conditions (stimuli) that were expressed as eight fictitious job advertisements. Employees who responded were from various industries (n=180). The data collected were analysed using descriptive statistics and a full-factorial ANOVA. A second questionnaire was used to assess the perceived attractiveness of various elements of a typical total rewards package. The validity and reliability of the second questionnaire was assessed using Exploratory Factor Analysis utilising the Principal Axis Factoring extraction method, employing a Direct Oblimin (i.e. Oblique) rotation, and calculating Cronbach α coefficients, respectively. Descriptive statistics were calculated for the composite factors or reward elements.

Findings

The non-financial reward elements (work-life balance, learning, and career advancement) were found to have statistically significant main effects on employees’ perceived attractiveness of a job offering. Gender was further found to also have a significant main effect, indicating that the presence of non-financial rewards was more attractive in job offerings for women than for men.

Research limitations/implications

The sample group was obtained by means of convenience sampling and may not have been adequately representative of the target population.

Practical implications

Organisations may benefit from these results by implementing and/or emphasising non-financial rewards as part of a total rewards package when they attempt to attract or recruit potential employees. Organisations that seek to attract a higher number of female employees may benefit from the results by incorporating or further emphasising non-financial rewards as part of a targeted job offer.

Originality/value

Substantial research exists that has identified reward elements that are effective in attraction strategies, but the authors are unaware of any literature where use was made of an experimental design to empirically show that non-financial rewards effect/influence perceived job attractiveness. The current study succeeded in identifying that the presence of non-financial rewards, as part of a job advertisement led to significantly higher levels of job attractiveness in prospective employees. Also, that there are gender differences in the extent to which the presence of non-financial rewards effect perceived attractiveness of a job offer.

Details

Employee Relations, vol. 37 no. 3
Type: Research Article
ISSN: 0142-5455

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Article
Publication date: 11 January 2016

– This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

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Abstract

Purpose

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

Design/methodology/approach

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Findings

The late Steve Jobs once said that hiring the best people was a massive factor in his own success. Indeed, the Apple co-founder admitted going to “exceptional lengths” to get the right talent on board. Few will question the rationale of such an approach. After all, plenty evidence shows that talented employees invariably play a considerable role in organizational success. Engaging and retaining key workers figures prominently on the agenda of many firms. That’s hardly surprising. But the increasingly global nature of business means that its importance has become even greater. More and more competitors are entering the fray and stretching an already limited talent pool. Companies able to boast such assets have to pull out all the stops to keep hold of them.

Practical implications

The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations.

Originality/value

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Details

Human Resource Management International Digest, vol. 24 no. 1
Type: Research Article
ISSN: 0967-0734

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Article
Publication date: 26 June 2009

Marcel Lourel, Michael T. Ford, Claire Edey Gamassou, Nicolas Guéguen and Anne Hartmann

The purpose of this study is to test a model of the relations between positive and negative work‐to‐home interference home‐to‐work interference on perceived stress, and job…

9148

Abstract

Purpose

The purpose of this study is to test a model of the relations between positive and negative work‐to‐home interference home‐to‐work interference on perceived stress, and job satisfaction.

Design/methodology/approach

The mediating role of negative and positive work‐to‐home interference (WHI) and home‐to‐work interference (HWI) was examined. Perceived stress as a mediator was also tested. Data were obtained from a sample of 283 French employees.

Findings

The results of structural equation modeling indicated that perceived stress partially mediated the relationship between negative or positive work‐home/home‐work interference and job satisfaction. The implications and methodological limitations are discussed.

Practical implications

The study suggests the importance of studying relationships between work life and home life in organizational policies. Current research suggests that employee commitment is particularly high in organizations that have work‐life balance policies.

Originality/value

How home and work are related to perceived stress and job satisfaction is thus a crucial issue. In addition to the results reported here, the study conveys the complexity of the positive and negative relationships between the work domain and the home domain in a sample of French employees.

Details

Journal of Managerial Psychology, vol. 24 no. 5
Type: Research Article
ISSN: 0268-3946

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Book part
Publication date: 17 October 2022

Kathryn Thory

This chapter explores women leaders’ outward appearance in the male-dominated world of rail, through the lenses of postfeminism and neoliberalism. Drawing on 31 interviews with

Abstract

This chapter explores women leaders’ outward appearance in the male-dominated world of rail, through the lenses of postfeminism and neoliberalism. Drawing on 31 interviews with women leaders in rail, it maps how a postfeminist logic is evident in women leaders’ narratives of aesthetic femininity. Aesthetic femininity refers to women leaders’ outward appearance which they describe as feminine. The research participants justify their feminine ‘work style’ through postfeminist themes of individual choice, natural sex differences, irony, personal initiative, skill and empowerment. The findings also show a patterning of justification around aesthetic femininity that fits a neoliberal self-governance as enterprise, self-flexibility and self-confidence. It is argued that whilst these iterations of aesthetic femininity are rooted in postfeminist and neoliberal contexts, they have consequences for sustaining gendered inequalities and traditional feminine norms in the highly masculinised culture of rail. Women’s narratives, whereby gender inequalities are acknowledged then subsumed into individualised agency through dress and appearance, do little to challenge the gendered culture in this sector.

Details

Women, Work and Transport
Type: Book
ISBN: 978-1-80071-670-4

Keywords

Available. Content available
Book part
Publication date: 4 June 2021

Abstract

Details

The Emerald International Handbook of Technology-Facilitated Violence and Abuse
Type: Book
ISBN: 978-1-83982-849-2

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Article
Publication date: 1 January 1954

Aarhus Kommunes Biblioteker (Teknisk Bibliotek), Ingerslevs Plads 7, Aarhus, Denmark. Representative: V. NEDERGAARD PEDERSEN (Librarian).

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Abstract

Aarhus Kommunes Biblioteker (Teknisk Bibliotek), Ingerslevs Plads 7, Aarhus, Denmark. Representative: V. NEDERGAARD PEDERSEN (Librarian).

Details

Aslib Proceedings, vol. 6 no. 1
Type: Research Article
ISSN: 0001-253X

Available. Open Access. Open Access
Book part
Publication date: 4 June 2021

Yee Man Louie

The rapid advancement of technology poses many social challenges including the emerging issue of technology-facilitated abuse (TFA) and violence. In Australia, women from…

Abstract

The rapid advancement of technology poses many social challenges including the emerging issue of technology-facilitated abuse (TFA) and violence. In Australia, women from culturally and linguistically diverse (CALD) backgrounds are found to be more vulnerable to domestic violence (DV) and abuse, including TFA. This chapter presents a snapshot of CALD women's technology-facilitated domestic abuse (TFDA) experiences in Melbourne through the eyes of a small group of DV practitioners. Findings show CALD women experience TFA similar to that of the mainstream, with tracking and monitoring through the use of smartphone and social media most common. Their migration and financial status, and language and digital literacy can increase their vulnerability to TFDA, making their experience more complicated. Appropriate digital services and resources together with face-to-face support services can be a way forward. Further research should focus on better understanding CALD women's perceptions of and responses to TFDA and explore ways to improve engagement with and use of community media channels/platforms.

Details

The Emerald International Handbook of Technology-Facilitated Violence and Abuse
Type: Book
ISBN: 978-1-83982-849-2

Keywords

Available. Content available
Book part
Publication date: 4 December 2023

Stuart Cartland

Abstract

Details

Constructing Realities
Type: Book
ISBN: 978-1-83797-546-4

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Article
Publication date: 12 March 2014

Hannah L. Thompson, Marie-Claire Reville, Anna Price, Laura Reynolds, Lauren Rodgers and Tamsin Ford

There is a lack of valid and reliable generic measures of Health-Related Quality of Life (HRQoL) for children under eight. The purpose of this paper is to assess the psychometric…

1017

Abstract

Purpose

There is a lack of valid and reliable generic measures of Health-Related Quality of Life (HRQoL) for children under eight. The purpose of this paper is to assess the psychometric properties of the newly formulated Quality of Life Scale for Children (QoL-C), which uses a pictorial response format.

Design/methodology/approach

In total, 335 primary school children completed the QoL-C on two occasions, two weeks apart. Children aged four to seven were interviewed one-to-one while children aged eight to nine completed the measure as a class activity. Test-re-test reliability, convergent validity and child-parent concordance were assessed.

Findings

Only one child refused to complete the QoL-C, which suggests the measure is user-friendly. Test-re-test reliability was moderate for the measure's total score (intraclass correlation coefficient =0.48, 95 percent CI 0.39, 0.57) but low to fair for individual items (K from 0.13 to 0.37). Internal consistency was moderate (α=0.42 time one, 0.53 time two). A small significant correlation was found between the QoL-C and Child Health Meter in the expected direction (r=−0.32), suggesting convergent validity. There was low concordance between the children's QoL-C responses and parent's responses (r=0.19) to a parallel measure.

Research limitations/implications

The results suggest that further development of this measure is needed. However, the findings indicate that one-to-one support increases the reliability of very young children's responses. The use of pictures, emoticons and minimal text used in the QoL-C should be investigated further.

Originality/value

Low parent-child concordance underscores the importance of younger children getting the opportunity to share their views about their HRQoL.

Details

Journal of Children's Services, vol. 9 no. 1
Type: Research Article
ISSN: 1746-6660

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Article
Publication date: 1 May 1994

Nicola Matthews and Vincent Roper

Examines briefly provision for ethnic minority groups and the extent towhich they are catered for by the public library service. This includesa look at the library′s role in…

569

Abstract

Examines briefly provision for ethnic minority groups and the extent to which they are catered for by the public library service. This includes a look at the library′s role in creating a multicultural and multiracial society, with examples of libraries which are currently attempting to integrate ethnic minorities into the service. Legislation, policy statements and surveys that have been carried out are examined for their relevance to current provision. Also examines the contentious issue of “Section 11” funding, both in the original form and with the new criteria, why it was originally introduced and the problems that were created, followed by a look at the new criteria and some of the effects on the public library service. Problems encountered with the new criteria are examined as are the reasons why some authorities were more successful than others in bidding for funds. The conclusions drawn are to the mixed reactions that the new “Section 11” criteria have provoked, and the great challenges the library service faces to integrate ethnic minority provision into the mainstream of public library services.

Details

Library Management, vol. 15 no. 3
Type: Research Article
ISSN: 0143-5124

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