1. ABSTRACT It is well-known that owning and retaining high motivation in an organisation is significant and will positively impact the employee and the employer. High motivation can cause improved...Show more1. ABSTRACT It is well-known that owning and retaining high motivation in an organisation is significant and will positively impact the employee and the employer. High motivation can cause improved job performance and -satisfaction. The public sector recruitment process consists of several phases where several components and factors of a job applicant are measured and analyzed to find the most suitable person for the job. Unfortunately, there is not enough space to focus on the recruitment process's principal components and phases. As a consequence, this inductive qualitative study will analyze the importance of expected motivation during the interview procedure of the public sector recruitment process, through the eyes of recruiters. Thereafter, there will be analyzed and investigated if different motivational values occur on different levels in public sector organizations. As already mentioned, this study has a qualitative inductive approach and by interviewing eight recruiters on as well local, regional, and national levels, it has been tried to find a valid answer to the research question. In this study, practical knowledge from recruiters is mixed with scientific theoretical knowledge to give a well-grounded analysis of the finding. In the end, this study has several interesting findings and generated innovative knowledge about the significance of motivation during the interview process. First, there must be stated that most recruiters think that motivation is in general still an important concept in the public sector recruitment process. Although, some respondents think that motivation is only really important in certain vacancies and job applications. During the interview process, many respondents share the opinion that working in the public sector requires intrinsic motivation, and therefore this type of motivation is valuable for job applicants. In addition, many respondents think that extrinsic motivation, regarding financial rewards and bonuses, does not have a high utility and is not necessary to have in public sector organizations. Furthermore, several types and theories of motivation mentioned in this study will be distinguished based on the Social Determination Theory and will be converted into practical knowledge in the analysis. Additionally, the Public Service Motivation and Organismic Integration Theory are discussed, and if these theories have any influence on the interview process. Finally, the Cognitive Evaluation Theory is described and it is explained how this may affect the local and national level values of motivation in the public sector.Show less
This study looks at how web-based hiring affects candidate appeal from the standpoint of public sector job searchers. The study is a qualitative research project that examines the effects of web-...Show moreThis study looks at how web-based hiring affects candidate appeal from the standpoint of public sector job searchers. The study is a qualitative research project that examines the effects of web- based recruitment tactics on candidate attraction through interviews with HR managers and job seekers. The research's conclusions imply that the public sector's branding, which is supported by the organizational attractiveness and image theory theories, has a favourable impact on the hiring process. The Social Exchange Theory-aligned reputation of the public sector as a good employer generally is also discovered to be a crucial element in luring candidates. Additionally, the Environmental Fit Theory-related provision of clear and thorough information about open positions and employment expectations plays a critical role in encouraging job seekers to apply for positions in the public sector. The study's findings highlight the importance of taking public service motivation (PSM) into account as a factor in job applicants' attractiveness to positions in the public sector and shed light on how closely personal beliefs coincide with the goals of public organizations. The study emphasizes how crucial it is to take these elements into account when developing web-based recruitment tactics in order to draw in competent applicants and improve the overall efficacy of the hiring process in the public sector. In order to influence future research and public sector hiring practices, the findings offer insightful information to both researchers and practitioners.Show less
This thesis delves into the implementation and perceived effects of the 3-5-7-model, the Dutch central governments version of job rotation. Previous job rotation literature indicates predominantly...Show moreThis thesis delves into the implementation and perceived effects of the 3-5-7-model, the Dutch central governments version of job rotation. Previous job rotation literature indicates predominantly positive effects for job rotation, such as increased motivation and productivity of rotated employees. Rotating is said to be at the cost of specialization and expertise. The current field of job rotation is solely focused on the private sector, whereas the Dutch central government is a public organization. This thesis uses a qualitative research approach which consists of four semi-structured interviews which were transcribed and were coded thematically with semantic coding. The main finding of this thesis is the lack of implementation and enforcement of the 3-5-7-model. Employees can decide themselves how and when they want to rotate. The perceived effects of the rotating appear to be similar to rotating in private organizations. The four most noted perceived effects of rotating (Career development, New insights and energy, Knowledge deficit and Costs inoutgoing teams) seem to relate to the private sector. Given this information the Dutch central government can implement the 3-5-7-model further and look at the private literature to help them with the implementation.Show less
