| Abstract: | Studied the relationship between 4 organizational rewards (pay, job status, promotion, and job security) and the retention of the hard-core unemployed (HCU), using data from 114 firms involved in hiring the HCU. The level of pay and the structure of raises positively affected retention, as did promotional opportunities (the percentage of minority members in supervisory positions). In firms with primarily minority members in the work force, the greater the percentage of minority supervisors the higher the HCU retention, but in primarily White firms the opposite relationship occurred. Job status and job security also were related to retention. Based on the relative effects of program characteristics (e.g., training) and organization characteristics (e.g., pay), recommendations are made for increased emphasis on organizational factors in developing strategies for employing the HCU. (PsycINFO Database Record (c) 2010 APA, all rights reserved) |
