Career Concerns versus Shared Values: An Empirical Investigation

Tom McKenzie (Lead / Corresponding author), Alasdair Rutherford

Research output: Contribution to journalArticle

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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 (Holmstrom 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 for employee recruitment as well as for the design of career paths across the private, public and voluntary sectors.
Original languageEnglish
Pages (from-to)162-184
JournalGerman Journal of Human Resource Management
Volume31
Issue number2
Early online date7 Apr 2017
DOIs
Publication statusPublished - May 2017

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Career concerns
Overtime
Employees
Empirical investigation
Shared values
Trade-offs
Matched employer-employee data
Voluntary sector
Private sector
Career paths
Employers
Public sector

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McKenzie, Tom ; Rutherford, Alasdair. / Career Concerns versus Shared Values : An Empirical Investigation . In: German Journal of Human Resource Management. 2017 ; Vol. 31, No. 2. pp. 162-184.
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Career Concerns versus Shared Values : An Empirical Investigation . / McKenzie, Tom (Lead / Corresponding author); Rutherford, Alasdair.

In: German Journal of Human Resource Management, Vol. 31, No. 2, 05.2017, p. 162-184.

Research output: Contribution to journalArticle

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