This article is based on the first author's master's thesis completed under the supervision of the second author. This study was funded by the Center for Advanced Human Resource Studies, Cornell University. An earlier version of this paper was presented at the Ninth Annual Conference of the Society for Industrial and Organizational Psychology, Nashville, TN, April, 1994.
PAY PREFERENCES AND JOB SEARCH DECISIONS: A PERSON-ORGANIZATION FIT PERSPECTIVE
Article first published online: 7 DEC 2006
Volume 47, Issue 2, pages 317–348, June 1994
How to Cite
CABLE, D. M. and JUDGE, T. A. (1994), PAY PREFERENCES AND JOB SEARCH DECISIONS: A PERSON-ORGANIZATION FIT PERSPECTIVE. Personnel Psychology, 47: 317–348. doi: 10.1111/j.1744-6570.1994.tb01727.x
The authors thank Bob Bretz, Barry Gerhart, Rick Jacobs, Theresa Welbourne, and three anonymous reviewers for comments made on earlier drafts of this paper. We also thank Mark Savage and Fred Antil for assistance with administration of the study and Tove Hammer and Martin Wells for their help throughout the study.
- Issue published online: 7 DEC 2006
- Article first published online: 7 DEC 2006
The present study investigated the degree to which pay preferences influenced job search decisions in both hypothetical and actual organizations, and the degree to which preferences for particular compensation attributes depended on job seekers' dispositional characteristics. Based on prior theory and research, we hypothesized that certain pay systems generally would be preferred by job seekers, that these pay systems would affect applicant attraction to organizations, and that different types of job seekers would be attracted to different types of pay systems. The sample comprised 171 college students who were seeking jobs during the study, and who represented six majors, three degree types, and two degree levels. Experimental policy-capturing results and results obtained about actual companies with which the job seekers would potentially interview supported hypotheses that organizations perceived to offer high pay levels, flexible benefits, individual-based pay, and fixed pay policies were more attractive to job seekers. Results further suggested that the attractiveness of these pay policies may be heightened by greater levels of fit between individual personality traits and compensation system characteristics.