Individual Differences in Attractiveness of Jobs Based on Compensation Package Components |
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| Authors: | Lois E Tetrick Bart L Weathington Nancy Da Silva Jennifer M Hutcheson |
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| Institution: | (1) George Mason University, Fairfax, VA, USA;(2) University of Tennessee at Chattanooga, Chattanooga, TN, USA;(3) San Jose State University, San Jose, CA, USA;(4) Dell, Inc., Round Rock, TX, USA; |
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| Abstract: | The primary purpose of the present study was to examine the effect of salary level, amount of leave per year, the extent of
cost-sharing for health care insurance coverage, and type of retirement plan on individuals’ job choice within a United States
employment context. Salary, amount of vacation time, cost of health insurance, and type of retirement plan predicted the likelihood
that individuals would apply for a position as well as accept the position if it were offered to them. While the type of retirement
plan had an effect, there was virtually no difference based on whether the retirement plan was a defined benefit pension plan,
a 401 K plan, or a company stock plan. There were no interactions between compensation plan components suggesting recruits
do not consider salary as a substitute for benefits. Marital status, benefit history, attitudes towards earnings, and risk
propensity predicted the relative importance placed on salary and specific benefits in the compensation package. |
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