LEADER 03528nam  22006255  450 
001 9910373956503321
005 20200630031208.0
010   $a3-030-37701-6
024 7 $a10.1007/978-3-030-37701-4
035   $a(CKB)4100000010119186
035   $a(MiAaPQ)EBC6027162
035   $a(DE-He213)978-3-030-37701-4
035   $a(EXLCZ)994100000010119186
100   $a20200120d2020      u|             0
101 0 $aeng
135   $aurcnu||||||||
181   $ctxt$2rdacontent
182   $cc$2rdamedia
183   $acr$2rdacarrier
200 10$aConspicuous Employment$b[electronic resource] $eTheory, Measurement, and Consequences of Prestigious Employer Preference /$fby Benjamin Berghaus
205   $a1st ed. 2020.
210  1$aCham :$cSpringer International Publishing :$cImprint: Springer,$d2020.
215   $a1 online resource (264 pages)
225 1 $aContributions to Management Science,$x1431-1941
311   $a3-030-37700-8 
327   $aIntroduction -- Theory on Status: A Cross-Discipline Literature Review -- Prestigious Employer Preference: Scale Development and Evaluation -- Prestige Preference and Person-Organisation Fit -- Prestige Preference and (Over-)Confidence -- Discussion -- Appendix.
330   $aThis book illustrates the foundations of status research from the perspective of recruiting. The ever-increasing competitive pressure on both sides of the market has led to the growing significance of prestige in employment as an efficient yardstick of performance. At the same time, mounting student loans make the need for a prestigious education palpable. While prestige has always been important in the job market, continuously increasing competitive pressure is driving the role of prestige to new heights. This book shows how insights from consumer research on prestige-driven behavior can be helpful in gaining a better understanding of applicants' motives. Furthermore, it investigates the effect of prestige preference versus value-based, person-organization fit. Lastly, the book reports on experimental evidence that prestigious employer preference can provide a basis for risky decision-making behavior. Prestige is an increasingly powerful motivator in today?s job market ? one that requires a closer look.
410  0$aContributions to Management Science,$x1431-1941
606   $aSelf
606   $aIdentity (Psychology)
606   $aBranding (Marketing)
606   $aPersonnel management
606   $aLabor economics
606   $aSelf and Identity$3https://scigraph.springernature.com/ontologies/product-market-codes/Y20150
606   $aBranding$3https://scigraph.springernature.com/ontologies/product-market-codes/513070
606   $aHuman Resource Management$3https://scigraph.springernature.com/ontologies/product-market-codes/517000
606   $aLabor Economics$3https://scigraph.springernature.com/ontologies/product-market-codes/W37000
615  0$aSelf.
615  0$aIdentity (Psychology).
615  0$aBranding (Marketing).
615  0$aPersonnel management.
615  0$aLabor economics.
615 14$aSelf and Identity.
615 24$aBranding.
615 24$aHuman Resource Management.
615 24$aLabor Economics.
676   $a658.311
700   $aBerghaus$b Benjamin$4aut$4http://id.loc.gov/vocabulary/relators/aut$0972588
801  0$bMiAaPQ
801  1$bMiAaPQ
801  2$bMiAaPQ
906   $aBOOK
912   $a9910373956503321
996   $aConspicuous Employment$92212211
997   $aUNINA