Public Service Motivation, Personality, and the Hiring Decisions of Public Managers: An Experimental Study

Bromberg, Daniel E.; Charbonneau, Étienne

doi:10.1177/0091026019855749

Cited by 14 publications

(14 citation statements)

References 53 publications

(84 reference statements)

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“…The findings indicated that men and women consider different motivation stimuli. Women prefer a steady job and a friendly environment, whereas men pursue high salary and career growth [14,15].…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Differences in the perception of corporate culture as a motivational tool in the SME sector

Kmecová

Tlustý

2021

SHS Web of Conf.

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Research background: The paper points out the differences in the motivation of employees in SMEs in terms of corporate culture as a motivational tool. The primary goal of the paper is to draw conclusions from hypotheses that analyse corporate culture as a motivational tool. Literary research outlines the issue of personnel activities focusing on the corporate culture as a motivational tool for SMEs in the Czech Republic. The practical part of the paper shows the whole course of specific calculations and evaluation of established hypotheses. At the end of the solution of each hypothesis, its rejection or confirmation is displayed, and this is justified by other methods that confirm this decision. Purpose of the article: The main purpose of the article is to confirm or reject predetermined hypotheses concerning small and medium-sized enterprises. A specific evaluation of the hypotheses will help to raise the profile of possible problems of small and medium-sized enterprises in the areas of employee motivation. Methods: Primary data for this article were obtained using an online questionnaire. The data are evaluated using a statistical method comparing the mean values of the samples, specifically using a statistical one-sample test. The research sample consisted of a total of 220 small and medium-sized enterprises (SMEs) in the Czech Republic. Findings & Value added: The results of the research will confirm or not confirm whether corporate culture is an important motivating tool for small and medium-sized enterprises and whether or not it differs depending on the division of enterprises according to different scales.

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Section: Theoretical Backgroundmentioning

confidence: 99%

Differences in the perception of corporate culture as a motivational tool in the SME sector

Kmecová

Tlustý

2021

SHS Web of Conf.

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“…With this condition, technology-based companies in Indonesia must find the right strategy to seek out recruits, including e-grocery companies, which are starting to experience an increase in demand. One method to recruit highly qualified employees is using an effective recruitment system and employer branding (Bromberg and Charbonneau, 2020). One of the problems often faced by job seekers is the recruitment process that is too long and tedious, the lack of follow-up, and the lack of transparency of expectations from the company (Michael Page Internasional Indonesia, 2021).…”

Section: Introductionmentioning

confidence: 99%

“…Intention to apply for a job is the process of a candidate's interest in joining a company. It involves collecting information on the company, studying the vacant position, and sending job application documents to the desired company (Barber, 1998). The Theory of Planned Behavior suggests that intention is formed by two factors: an individual's attitude toward the behavior that will be carried out, and society's subjective norm in assessing whether that behavior is good (Ajzen, 1985).…”

Section: Introductionmentioning

confidence: 99%

“…The Theory of Planned Behavior suggests that intention is formed by two factors: an individual's attitude toward the behavior that will be carried out, and society's subjective norm in assessing whether that behavior is good (Ajzen, 1985). In applying for a job, a candidate's attitude may be formed by how they evaluate the information given by the prospective company on the job advertisement from both individual and social perspectives (Barber, 1998;Erlinda and Safitri, 2020). The more positive the individual's evaluation of the information, the greater their intention will be.…”

Section: Introductionmentioning

confidence: 99%

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The power of e-recruitment and employer branding on Indonesian millennials’ intention to apply for a job

et al. 2023

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Companies need reliable employees to support their business. As e-grocery businesses in Indonesia continue to grow during the pandemic, various strategies are required to attract millennials. This study aims to prove the influence of employer branding, e-recruitment, and post-pandemic employee value proposition (radical flexibility, deeper connection, personal growth, and holistic well-being) in encouraging millennials to apply for jobs at e-grocery companies after the pandemic. Few e-grocery companies in Indonesia use employer branding and e-recruitment; this study attempts to combine these two variables to see the effect of their interaction on influencing greater millennial intentions. Using the latest experimental method, which is the experimental vignette method, we conducted three studies with a total of 619 millennial participants, who were recruited using the convenience sampling technique. All participants received a set of job advertisements as a stimulus. The results showed that e-recruitment could not significantly predict the millennials’ intentions when applying for jobs in e-grocery companies. Companies in Indonesia may need to analyze millennials’ familiarity with e-recruitment platforms, especially on company websites. However, employer branding successfully predicted millennials’ intention to apply for a job in e-grocery companies, which was not affected by the length of their work experience. Employer branding serves as a means of building job seekers’ trust through personal promotions. With this trust, job seekers are more motivated to apply to the company. When e-recruitment and employer branding were analyzed simultaneously, there were significant interactive effects on millennials’ intentions. Employer branding acted as a socialization medium to introduce e-recruitment and vice versa. E-recruitment served as a form of branding that could shape the perceptions and experiences of millennial job seekers. Lastly, the employee value proposition significantly predicted millennials’ intentions, where holistic well-being was the most sought-after value. It can support employees’ well-being and encourage them to make valuable propositions that will make e-grocery companies excel in Indonesian labor market.

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“…The COVID‐19 pandemic has made the demand for public employees who do their work with “concern, care, and compassion” even more urgent (Hall and Battaglio 2020, 345). To recruit a highly qualified and diverse workforce, effective recruitment and public employer branding has become an urgent issue (Bromberg and Charbonneau 2020; Linos 2018).…”

mentioning

confidence: 99%

Employer Branding and Recruitment: Social Media Field Experiments Targeting Future Public Employees

Keppeler

Papenfuß

2021

Public Administration Review

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Public sector recruitment is an urgent and prevailing challenge in both research and practice. Public employer branding is an important subject in the theoretical debate, but the mechanisms behind how certain signals of public employers affect individuals' interest in a job are under-researched. By bridging signaling theory, social identity theory, and personnel economics, this study analyzes the effects of signals in advertisements related to societal impact, job security, and performance orientation on different gender/age-based target groups. This series of pre-registered social media field experiments (n = 196,822 persons) with four public employers examines the degree to which these signals affect individuals' interest in a job at a public employer. The results do not show an overall impact of the signals but target group-specific effects-gender has a significant effect and age for certain public employers. Compared with the societal impact signal, the job security signal has a slightly stronger effect.

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Public Service Motivation, Personality, and the Hiring Decisions of Public Managers: An Experimental Study

Cited by 14 publications

References 53 publications

Differences in the perception of corporate culture as a motivational tool in the SME sector

Differences in the perception of corporate culture as a motivational tool in the SME sector

The power of e-recruitment and employer branding on Indonesian millennials’ intention to apply for a job

Employer Branding and Recruitment: Social Media Field Experiments Targeting Future Public Employees

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