PAY PREFERENCES AND JOB SEARCH DECISIONS: A PERSON‐ORGANIZATION FIT PERSPECTIVE
研究求职者对薪酬的偏好如何影响其求职决策，发现高薪酬水平、弹性福利、个人绩效薪酬和固定薪酬政策更能吸引求职者，且个体人格特质与薪酬系统的匹配会增强这种吸引力。
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.