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Article
Publication date: 26 June 2018

Julia Asseburg, Fabian Homberg and Rick Vogel

Public organisations face increasing challenges to attract young and highly qualified staff. Previous studies have shown that public service motivation (PSM) is associated…

Abstract

Purpose

Public organisations face increasing challenges to attract young and highly qualified staff. Previous studies have shown that public service motivation (PSM) is associated with a higher propensity to apply for public sector jobs, but the implications from these findings for the design of the recruitment process are still unclear. The purpose of this paper is to investigate how differently framed recruitment messages (i.e. inspirational and rational) affect perceptions of person-job (PJ) and person-organisation (PO) fit, how these associations are moderated by PSM and how they translate into application intentions.

Design/methodology/approach

The authors conducted a survey experiment and tested the hypotheses in a sample of 600 students in Germany. The experimental stimuli were hypothetical job advertisements in which inspirational and rational messages on organisational missions and job tasks were varied.

Findings

Results show that recruitment messaging, as mediated by perceived PJ and PO fit, can increase application intentions depending on the framing of the messages. Inspirational framings are more effective in attracting personnel than rational framings, especially when such messages convey specific and extensive information about job tasks. The extent to which recruitment messages translate into perceptions of fit depends, in part, on the level of the applicant’s PSM.

Originality/value

By focusing on recruitment messages and their framings, this study is among the few that explore how human resource management can capitalise on previous findings of research on PSM. The findings have implications for the selection and presentation of information on organisational missions and job tasks in the recruitment process. In a more theoretical vein, results contribute to the emerging consensus on the role of perceived PJ and PO fit in the attraction to public sector jobs. The authors deepen this reasoning by introducing self-discrepancy theory to the field of public management.

Details

International Journal of Public Sector Management, vol. 31 no. 6
Type: Research Article
ISSN: 0951-3558

Keywords

Content available
Article
Publication date: 4 December 2017

Fabian Homberg

Abstract

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 5 no. 3
Type: Research Article
ISSN: 2049-3983

Abstract

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 2 no. 1
Type: Research Article
ISSN: 2049-3983

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Article
Publication date: 5 December 2016

Rick Vogel, Fabian Homberg and Alena Gericke

The purpose of this paper is to examine abusive supervision and public service motivation (PSM) as antecedents of deviant workplace behaviours.

Abstract

Purpose

The purpose of this paper is to examine abusive supervision and public service motivation (PSM) as antecedents of deviant workplace behaviours.

Design/methodology/approach

The study was conducted in a cross-sectional research design with survey data from 150 employees in the public, private, and non-profit sector in Germany and the USA.

Findings

Abusive supervision is positively associated with employee deviance, whereas PSM is negatively related to deviant behaviours. The employment sector moderates the negative relationship between PSM and employee deviance such that this relationship is stronger in the public and non-profit sector.

Research limitations/implications

Limitations arise from the convenience sampling approach and the cross-sectional nature of the data set.

Practical implications

Human resource managers should consider behavioural integrity in the attraction, selection, and training of both supervisors and subordinates. Private organisations can address the needs of strongly public service motivated employees by integrating associated goals and values into organisational missions and policies.

Originality/value

This is the first study to introduce PSM into research on employee deviance. It shows that a pro-social motivation can drive anti-social behaviours when employees with high levels of PSM are members of profit-seeking organisations.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 4 no. 3
Type: Research Article
ISSN: 2049-3983

Keywords

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Article
Publication date: 14 March 2017

Dinuka Herath, Joyce Costello and Fabian Homberg

This paper aims at simulating on how “disorganization” affects team problem solving. The prime objective is to determine how team problem solving varies between an…

Abstract

Purpose

This paper aims at simulating on how “disorganization” affects team problem solving. The prime objective is to determine how team problem solving varies between an organized and disorganized environment also considering motivational aspects.

Design/methodology/approach

Using agent-based modeling, the authors use a real-world data set from 226 volunteers at five different types of non-profit organizations in Southwest England to define some attributes of the agents. The authors introduce the concepts of natural, structural and functional disorganization while operationalizing natural and functional disorganization.

Findings

The simulations show that “disorganization” is more conducive for problem solving efficiency than “organization” given enough flexibility (range) to search and acquire resources. The findings further demonstrate that teams with resources above their hierarchical level (access to better quality resources) tend to perform better than teams that have only limited access to resources.

Originality/value

The nuanced categories of “(dis-)organization” allow us to compare between various structural limitations, thus generating insights for improving the way managers structure teams for better problem solving.

Details

Team Performance Management: An International Journal, vol. 23 no. 1/2
Type: Research Article
ISSN: 1352-7592

Keywords

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Article
Publication date: 20 February 2019

Dermot McCarthy, Ping Wei, Fabian Homberg and Vurain Tabvuma

The purpose of this paper is to statistically test if the public service motivation (PSM) measure operates in the same way across the public and private sectors of a…

Abstract

Purpose

The purpose of this paper is to statistically test if the public service motivation (PSM) measure operates in the same way across the public and private sectors of a municipal district in China. It also contrasts the relationship between PSM and workplace outcomes across sectors and employee age groups.

Design/methodology/approach

Survey data from independent samples of public (n=220) and private (n=230) sector employees in the Changsha Municipal District of China is used. The analysis tests for invariance across groups, before comparing mean values and regression weights.

Findings

Only in respect of one PSM dimension do findings show a significant higher mean in the public sector. No significant difference is found on the impact of PSM on employee performance across sectors, while it is in the private sector that PSM has the greater impact on intention to leave. Findings also show no marked impact of age upon outcomes.

Research limitations/implications

This study provides an initial set of results and further research will need to be undertaken to verify them. The limited sample size and narrow geographical focus, although in line with similar studies on China, means the ability to draw generalisations is limited. The reliance on self-reported measures means issues with common method bias cannot be ignored. Measures were taken during data collection to minimise issues of bias and a set of post-hoc test results are provided.

Practical implications

The recruitment of employees with higher levels of PSM can be expected to play a role in achieving better outcomes, regardless of sector and age profile.

Originality/value

The PSM measure has been applied by researchers across various economic sectors. This paper is one of the first to statistically test if the concept and its measure operates in the same way across sectors. The paper contributes to the on-going debate on PSM in the context of China and its relationship with a number of key output variables. Finally, the paper contributes to the emerging debate on changing workforce demographics and their role in shaping outcomes.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 9 no. 1
Type: Research Article
ISSN: 2049-3983

Keywords

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Abstract

Details

Business Plasticity through Disorganization
Type: Book
ISBN: 978-1-78756-211-0

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Abstract

Details

Business Plasticity through Disorganization
Type: Book
ISBN: 978-1-78756-211-0

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Article
Publication date: 1 August 2016

Fabian Homberg and Rick Vogel

The purpose of this paper is to provide an introduction to the special issue on public service motivation (PSM) and human resource management (HRM). The authors analyse…

Abstract

Purpose

The purpose of this paper is to provide an introduction to the special issue on public service motivation (PSM) and human resource management (HRM). The authors analyse and review how the literatures on HRM and PSM relate to each other.

Design/methodology/approach

The paper combines two complementary studies: a bibliometric analysis of the interrelationships between the two literatures and a meta-analysis of the impact of HR practices on PSM.

Findings

Although HRM is among the core subject categories to which the literature on PSM refers, the pre-eminence of HR topics self-reported by PSM researchers indicates large room for further transfer. Intrinsic HR practices show positive and significant effects on PSM, while no such association was found for extrinsic HR practices.

Originality/value

The editorial is a complement to a recent bibliometric review of PSM research, focusing more particularly on the interrelationships with HRM and applying hitherto unused techniques. It is also the first meta-analysis of the association between HR practices and PSM.

Details

International Journal of Manpower, vol. 37 no. 5
Type: Research Article
ISSN: 0143-7720

Keywords

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Abstract

Details

Business Plasticity through Disorganization
Type: Book
ISBN: 978-1-78756-211-0

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