|Appears in Collections:||Faculty of Social Sciences Journal Articles|
|Peer Review Status:||Refereed|
|Title:||Career Concerns versus Shared Values: An Empirical Investigation|
Rutherford, Alasdair C
|Citation:||McKenzie T & Rutherford AC (2017) Career Concerns versus Shared Values: An Empirical Investigation. German Journal of Human Resource Management: Zeitschrift für Personalforschung, 31 (2), pp. 162-184. http://journals.sagepub.com/doi/abs/10.1177/2397002217695475|
|Abstract:||We study the relationship between career concerns and shared values empirically using employee-employer matched data for the United Kingdom and overtime hours as a proxy for hard work. In line with standard career-concerns theory (Holmstr ¨om 1982) we find that employees work less overtime, the longer they have been with their current employer. We also find that employees who agree strongly with the statement, “I share many of the values of my organisation” do roughly 20% more overtime than the rest. Our results suggest the existence of a trade-off between career concerns and shared values. We begin to consider some potential implications of this|
|Rights:||Publisher policy allows this work to be made available in this repository. To be published in German Journal of Human Resource Management: Zeitschrift für Personalforschung by SAGE. The original publication will be available at: http://journals.sagepub.com/loi/gjha|
|McKenzieRutherford-2017-Career_Concerns_versus_Shared_Values_GHRM.pdf||Fulltext - Accepted Version||200.07 kB||Adobe PDF||View/Open|
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