Recruitment research has often neglected behavioral outcomes in the context of job choice acceptance, and insight into the relationship between individual differences and recruitment outcomes remains scarce. The present paper investigates how the need for achievement, the need for power, and the need for affiliation are related to the preference for either higher pay or more leisure, and we model this relationship as a trade-off. We test our hypotheses with data from 605 individuals. To measure job offer acceptance, we develop a new methodology that allows participants to choose between a set of contracts that are customized for each participant based on individual reference points. We find that the need for achievement and the need for power are significantly positively related to the preference for higher pay, which results in less leisure. We do not find a significant direct effect of the need for affiliation. We discuss the implications of the study in relation to the needs-supplies fit perspective and show the practical applicability of our approach to customizing working contracts.

在接受工作选择的背景下，招聘研究通常忽略了行为结果，而对个体差异与招聘结果之间关系的洞察仍然很少。本文研究了成就的需要，权力的需要和从属关系的需要与更高薪水或更多闲暇的偏好之间的关系，我们将此关系建模为一种权衡。我们用来自605个人的数据检验了我们的假设。为了衡量工作机会的接受程度，我们开发了一种新的方法，该方法可以使参与者根据各自的参考点在为每个参与者定制的一组合同之间进行选择。我们发现，对成就的需求和对权力的需求与对较高薪水的偏好有显着的正相关，这导致较少的闲暇。我们没有发现需要隶属关系的重大直接影响。我们讨论了与需求-供应契合度相关的研究意义，并显示了我们定制工作合同的方法的实际适用性。