Table 3 Rescaled part-worths a,b of...

Table 3

Rescaled part-worths^a,b of attribute levels for the archetypical preference classes

		Career-oriented type (n = 61) au^c p = 0.95			Job-oriented type (n = 171) au^c p = 0.95			Total^a (n = 232)
Attributes	Levels	Rescaled^b part-worth estimates	Relative importance^d	Rank	Rescaled^b part-worth estimates	Relative importance^d	Rank	Rescaled^b part-worth estimates	Relative importance^d	Rank
Company description and job design	(1) competitive company and process-oriented employee for varied tasks	31.82	20.1	4	71.44	45.3	2	80.00	28.2	2
	(2) client-oriented company and expert for demanding responsibilities	40.68			29.40			32.95
	(3) company with tradition and team member with good demeanor	9.11			0.36			0
Salary and bonus	(1) job tenure and company performance	69.23	31.9	1	20.63	36.3	3	23.66	18.4	3
	(2) qualification and clients consulted	38.60			1.99			0
	(3) fringe benefits and team performance	19.19			58.83			52.08
Work climate	(1) structured work and strong corporate culture	48.95	20.6	3	21.66	58.5	1	25.92	35.5	1
	(2) self-determined work and enthusiasm	29.11			93.93			100.86
	(3) work-life balance and friendly climate	16.72			2.30			0
Training and development	(1) in-house training and in-house career	18.62	27.4	2	55.29	33.3	4	50.87	17.9	4
	(2) professional training and expertise	17.53			41.12			33.65
	(3) on-the-job training and personal development	60.43			3.05			0

		Career-oriented type (n = 61) au^c p = 0.95			Job-oriented type (n = 171) au^c p = 0.95			Total^a (n = 232)
Attributes	Levels	Rescaled^b part-worth estimates	Relative importance^d	Rank	Rescaled^b part-worth estimates	Relative importance^d	Rank	Rescaled^b part-worth estimates	Relative importance^d	Rank
Company description and job design	(1) competitive company and process-oriented employee for varied tasks	31.82	20.1	4	71.44	45.3	2	80.00	28.2	2
	(2) client-oriented company and expert for demanding responsibilities	40.68			29.40			32.95
	(3) company with tradition and team member with good demeanor	9.11			0.36			0
Salary and bonus	(1) job tenure and company performance	69.23	31.9	1	20.63	36.3	3	23.66	18.4	3
	(2) qualification and clients consulted	38.60			1.99			0
	(3) fringe benefits and team performance	19.19			58.83			52.08
Work climate	(1) structured work and strong corporate culture	48.95	20.6	3	21.66	58.5	1	25.92	35.5	1
	(2) self-determined work and enthusiasm	29.11			93.93			100.86
	(3) work-life balance and friendly climate	16.72			2.30			0
Training and development	(1) in-house training and in-house career	18.62	27.4	2	55.29	33.3	4	50.87	17.9	4
	(2) professional training and expertise	17.53			41.12			33.65
	(3) on-the-job training and personal development	60.43			3.05			0

Note(s): ^a Based on the 232 respondents remaining after elimination of seven respondents due to missing values and implausible answers in the socio-demographic variables

^b Arithmetic mean of rescaled part-worths per cluster. The part-worth estimates are rescaled so that the sum of the part-worth values across the three attributes for each respondent equals 400. It does not affect the magnitude of any part-worth, but provides a common scale across all part-worth values for comparison across attributes and respondents

^c Approximately unbiased p-values over 95% indicate that the cluster are strongly supported by the data

^d Arithmetic mean of relative importance of each attribute per cluster. The relative importance of each attribute reflects how much a job attribute influences the choice of a job profile. Importance weights are calculated by computing the difference between the largest and the smallest part-worth for each attribute, summing the differences, and normalizing to 100. Attribute importance scores sum up to 100 across all three attributes for each respondent

Model Fit: likelihood ratio statistic = 1,494.67, df = 10, p ≤ 0.001; McFadden pseudo R² = 0.472

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