Employment as a derivative of hybrid organizing

In the past two decades, we have witnessed an unprecedented increase in the number of social enterprises (SEs) - organizations that hybridize social and commercial goals (Battilana & Lee, 2014) . One major sphere of activity of social enterprises is to tackle labor market inefficiencies (Mair, 2018) . In particular, work-integration social enterprises (WISEs) create inclusive labour markets by employing those who are not competitive in the mainstream labor market. Employment in the context of WISEs mirrors or reflects the logic of organizational hybridity at the work and individual level. Employment is an engine that enables a social enterprise to create commercial value, it is also a key social intervention to create social value as a rehabilitation tool to increase the well-being of oppressed individuals. However, there has been almost no research that investigates how beneficiaries perceive job opportunities at WISEs and how they make trade-offs among different job attributes (Ali, Schur & Blanck, 2011; Schur, Kruse & Blanck, 2005) . In other words, prior research on WISEs tells us little about beneficiary preferences and factors that influence their employment decisions (Roy et al. , 2014) , while these could provide important insights into designing effective interventions and enhancing the commercial success of social enterprises. In this study, we asked: What job attributes of WISEs are most valued by disabled people in making employment decisions? How do they make trade-offs among different attributes?