Objective Theory Of Job Choice
A theoretical base for job choice decisions is provided by Behling, Labovitz & Gainer (1968). They developed the job choice model, which states that, from an applicant perspective, job choice decisions are based upon the assessment of advantages and disadvantages of job attributes in order to fulfill personal needs. Behling et al. (1968) proposed three separate theories that provide insight into attributes that influence three recruitment outcomes: applicant decision making, organizational attractiveness and job choice behavior (Harold & Ployhart, 2008). The three theories of job choice are the objective theory, the subjective theory and the critical contact theory.
The objective theory presumes that applicants base their job choices on a “weighting of the advantages and disadvantages of each offer in terms of objectively measurable factors” (Behling et al., 1968, pp. 14-15). Harold & Ployhart (2008) mention that objective theory suggests that applicants’ job choice decisions are based on tangible job and organization attributes. This implies that a job seeker is most likely to choose a job or organization that offers the most attractive package of job and organization attributes.
The subjective theory views applicants as psychological beings. According to Behling et al. (1968, pp. 15-16) it is a candidates’ perception of the work environment and the “perceived capability of the company to give satisfaction for deep-seated and often unrecognized emotional needs of the
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