Recruiting research in PA is often based on more or less hypothetical decisions (by applicants or recruiters). In this paper we try to change that. I'm very proud of this one; combining real job ads with actual recruitment processes.
⚠️ Findings may not be surprising as they confirm previous results. Still, it was astonishing to see that especially prosocial motivational signals are barely used in job advertisements. This indicates that little of the knowledge on prosocial motivation actually makes it into practice.
5/5
🌱 Key contributions
• Robust theorizing about motivational signals, combining signaling theory with P–E fit theory.
• Methodological strength to recruitment research by combining a recruiter survey with real job advertisements (subjected to quantitative text analysis) and archival data.
4/5
📚 Key findings:
• Prosocial signals do not increase the number of applicants, but they positively relate to higher quality of applications and more qualified selected candidate
• Extrinsic and intrinsic motivational signals have no significant effect on quantity and quality of applicants
3/5
📄 In our paper we identify extrinsic, intrinsic, and prosocial motives in public sector job ads and test whether and how they affect the number and quality of applications.
▶ You can find the paper here (open access 🔓): doi.org/10.1080/1471...
2/5
Excited to share the first publication from our ongoing research project on job advertisements in the public sector in Public Management Review 🎉
Joint work with awesome co-authors @dominikvogel.bsky.social & @matdoering.bsky.social .
doi.org/10.1080/1471...
1/5
