I like what I see: Attraction to organizations and Honesty–Humility

Lukacik, Eden‐Raye; Bourdage, Joshua S.

doi:10.1016/j.paid.2020.109930

Cited by 2 publications

(1 citation statement)

References 29 publications

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“…As argued above, certain organizations attract certain types of people based on their perceived public value, but individual differences may also moderate the effect of an organization’s value-related signals on potential applicants’ attitudes and their ensuing behavioral outcomes (Lukacik & Bourdage, 2020). A central claim in PA research is that individual differences in their level of PSM influence job choice and attraction.…”

Section: Theorymentioning

confidence: 99%

Public Value at Cross Points: A Comparative Study on Employer Attractiveness of Public, Private, and Nonprofit Organizations

Ritz

Weißmüller

Meynhardt

2022

Review of Public Personnel Administration

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A commonly held assumption is that public service motivation (PSM) positively affects individuals’ attraction to government, but there are also private and nonprofit organizations that are beneficial to the common good. Therefore, the goal of this study is to shed light on an understudied topic in Public Administration, namely, how the public value of public, private, and nonprofit organizations affects their attractiveness to citizens and how PSM moderates this relationship. We find that employer attractiveness is strongly influenced by organizations’ public value regardless sectoral affiliation. This attribution of public value interacts with citizens’ PSM. For high-PSM individuals, the relationship between public value and attractiveness is stronger than for low-PSM individuals. Furthermore, high PSM exercises an asymmetric effect, punishing organizations with low public value more strongly in the private sector. These results highlight important implications for HR practitioners in all three sectors seeking to attract and retain highly motivated employees.

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Section: Theorymentioning

confidence: 99%

Public Value at Cross Points: A Comparative Study on Employer Attractiveness of Public, Private, and Nonprofit Organizations

Ritz

Weißmüller

Meynhardt

2022

Review of Public Personnel Administration

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HOT and Attractive? The Hazardous Organization Tool as an Instrument to Avoid Attracting and Retaining People with Low Ethical Standards

Wang,

Andrews,

de Vries

2023

J Bus Psychol

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To foster and sustain an ethical culture, organizations need to attract and retain people with high ethical standards. However, there is a lack of knowledge about which organizational characteristics influence the pre- and post-entry work attitudes and behaviors of people with high ethical standards. To fill this gap, we drew on person–organization fit (PO fit) theories and developed the Hazardous Organization Tool (HOT) based on a broad personality trait that is strongly related to ethical standards and predictive of unethical workplace behavior—honesty-humility from the HEXACO personality model. The HOT consists of 9 items that describe organizations that are rated as more attractive by people with low ethical standards. The HOT can be used to measure the extent to which people are attracted to hazardous organizations (HOT-A) and the extent to which people perceive an organization to be hazardous (HOT-P) with different instructions but identical scale options, ensuring commensurability for testing complex fit effects. We examined the validity of the HOT in four samples (total N = 1260). We found moderate to strong correlations between attractiveness ratings of the items (HOT-A) and honesty-humility (ranging from − .31 to − .56) and dark personality traits (ranging from .37 to .63). In addition, hazardous organization perceptions (HOT-P) were related to negative work attitudes and motivation, particularly for employees who were not attracted to hazardous organizations (those with high ethical standards). Overall, the current study suggests that the Hazardous Organization Tool is a valid measure. Implications for the PO fit literature and management practice are discussed.

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I like what I see: Attraction to organizations and Honesty–Humility

Cited by 2 publications

References 29 publications

Public Value at Cross Points: A Comparative Study on Employer Attractiveness of Public, Private, and Nonprofit Organizations

Public Value at Cross Points: A Comparative Study on Employer Attractiveness of Public, Private, and Nonprofit Organizations

HOT and Attractive? The Hazardous Organization Tool as an Instrument to Avoid Attracting and Retaining People with Low Ethical Standards

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