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THE RELATIONS AMONG CULTURAL VALUES, ETHNICITY, AND JOB CHOICE TRADE-OFF PREFERENCES

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Date Issued:
2006
Abstract/Description:
Researchers in human resource management (HRM) have long been concerned with the attraction and retention of organizational members (Breaugh, 1992; Rynes, 1991; Vroom, 1966). However, as the U.S. work force has become more diverse (U.S. Census Bureau, 2000), the need to consider how issues of cultural diversity are related to the recruitment process has become increasingly important. For example, although past research has investigated relations among individuals' values, personality, and job choice preferences, no research has examined the job choice trade-off preferences of culturally diverse individuals. Moreover, researchers have not examined explicit job choice trade-off preferences involving job and organizational factors, even though expectancy theory-based models of recruitment implicitly suggest that individuals make trade-offs among valent job and organizational factors. Therefore, the purpose of the current research was to examine the relations among individuals' (a) cultural values (power distance, Protestant Ethic-earnings, Protestant Ethic-upward striving), (b) ethnicity (European-American, Hispanic-American), and (c) their job choice trade-off preferences for organizational prestige over pay using Thurstone's (1927, 1931) law of comparative judgment method. Study 1 served as a pilot of the procedure and measures. Based on the results of Study 1, changes were made to improve reliability of measures prior to Study 2. Study 2 tested hypothesized relations among cultural values, ethnicity, and job choice trade-off preferences for organizational prestige over pay. Results from Study 2 showed that power distance cultural values were related positively to job choice trade-off preferences for organizational prestige over pay and that Protestant Ethic-earnings cultural values were related negatively to job choice trade-off preferences for organizational prestige over pay. In addition, Hispanic-Americans were more likely than European-Americans to prefer job choice trade-offs for organizational prestige over pay. However, Protestant Ethic-upward striving cultural values were unrelated to job choice trade-off preferences for organizational prestige over pay. Moreover, ethnicity was unrelated to power distance cultural values, Protestant Ethic-earning cultural values, or Protestant Ethic-upward striving cultural values. Study results suggest that including cultural values and ethnicity in future recruitment research can enhance the understanding of individuals' job choice preferences and provide practitioners with information to attract multicultural job applicants.
Title: THE RELATIONS AMONG CULTURAL VALUES, ETHNICITY, AND JOB CHOICE TRADE-OFF PREFERENCES.
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Name(s): Isenhour, Linda, Author
Stone, Dianna, Committee Chair
University of Central Florida, Degree Grantor
Type of Resource: text
Date Issued: 2006
Publisher: University of Central Florida
Language(s): English
Abstract/Description: Researchers in human resource management (HRM) have long been concerned with the attraction and retention of organizational members (Breaugh, 1992; Rynes, 1991; Vroom, 1966). However, as the U.S. work force has become more diverse (U.S. Census Bureau, 2000), the need to consider how issues of cultural diversity are related to the recruitment process has become increasingly important. For example, although past research has investigated relations among individuals' values, personality, and job choice preferences, no research has examined the job choice trade-off preferences of culturally diverse individuals. Moreover, researchers have not examined explicit job choice trade-off preferences involving job and organizational factors, even though expectancy theory-based models of recruitment implicitly suggest that individuals make trade-offs among valent job and organizational factors. Therefore, the purpose of the current research was to examine the relations among individuals' (a) cultural values (power distance, Protestant Ethic-earnings, Protestant Ethic-upward striving), (b) ethnicity (European-American, Hispanic-American), and (c) their job choice trade-off preferences for organizational prestige over pay using Thurstone's (1927, 1931) law of comparative judgment method. Study 1 served as a pilot of the procedure and measures. Based on the results of Study 1, changes were made to improve reliability of measures prior to Study 2. Study 2 tested hypothesized relations among cultural values, ethnicity, and job choice trade-off preferences for organizational prestige over pay. Results from Study 2 showed that power distance cultural values were related positively to job choice trade-off preferences for organizational prestige over pay and that Protestant Ethic-earnings cultural values were related negatively to job choice trade-off preferences for organizational prestige over pay. In addition, Hispanic-Americans were more likely than European-Americans to prefer job choice trade-offs for organizational prestige over pay. However, Protestant Ethic-upward striving cultural values were unrelated to job choice trade-off preferences for organizational prestige over pay. Moreover, ethnicity was unrelated to power distance cultural values, Protestant Ethic-earning cultural values, or Protestant Ethic-upward striving cultural values. Study results suggest that including cultural values and ethnicity in future recruitment research can enhance the understanding of individuals' job choice preferences and provide practitioners with information to attract multicultural job applicants.
Identifier: CFE0001194 (IID), ucf:46858 (fedora)
Note(s): 2006-08-01
Ph.D.
Business Administration, Department of Management
Doctorate
This record was generated from author submitted information.
Subject(s): HRM
Cultural Values
Job Choice Preferences
Trade-offs
Paired Comparison
Persistent Link to This Record: http://purl.flvc.org/ucf/fd/CFE0001194
Restrictions on Access: campus 2007-01-31
Host Institution: UCF

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