Human resource management on the farm: Attracting, keeping, and motivating labor

Wayne H. Howard, Kenneth A. McEwan, George L. Brinkman and Julia M. Christensen
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Wayne H. Howard: Department of Agricultural Economics and Business, University of Guelph, Postal: Department of Agricultural Economics and Business, University of Guelph
Kenneth A. McEwan: Ontario Ministry of Agriculture and Food (and a former graduate student, Department of Agriculture Economics and Business, University of Guelph), Postal: Ontario Ministry of Agriculture and Food (and a former graduate student, Department of Agriculture Economics and Business, University of Guelph)
George L. Brinkman: Department of Agricultural Economics and Business, Postal: Department of Agricultural Economics and Business
Julia M. Christensen: School of Hotel and Food Administration, University of Guelph, Postal: School of Hotel and Food Administration, University of Guelph

Agribusiness, 1991, vol. 7, issue 1, 11-26

Abstract: Current human resources management policies on Ontario swine farms were evaluated in terms of attracting, keeping, and motivating labor. A survey of swine farm employers and employees indicated that swine farm employees had lower wages, fewer benefits, and worked longer hours than their nonagricultural counterparts. Female employees were paid less than male employees even though there was no difference in other employment or educational characteristics. Employers indicated difficulty attracting employees, but their employee turnover rate was lower than in nonagricultural industries. No relationships were found between employer|farm characteristics and motivation proxies.

Date: 1991
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Persistent link: https://EconPapers.repec.org/RePEc:wly:agribz:v:7:y:1991:i:1:p:11-26

DOI: 10.1002/1520-6297(199101)7:1<11::AID-AGR2720070103>3.0.CO;2-G

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