Cracking the code of the attractiveness of public service jobs: work values through the lens of demographic diversity
Maude Boulet, Stephany TouchettePurpose
Since representative bureaucracy is a difficult goal to achieve, it is worth exploring how to attract different target groups within public organizations. The main purpose of this article is to examine whether work values mediate the relationship between demographic diversity (immigrants, visible minorities, gender) and the attractiveness of public service jobs.
Design/methodology/approach
Secondary data from a representative survey of 4,428 Quebecers aged 18–55 were used. The mediating role of 12 work values was examined using structural equation models. Mediation tests were also performed using Stata’s medsem package.
Findings
The results show that work values vary across demographic groups. Furthermore, extrinsic work values, social values, altruistic values and prestige-related values increase the attractiveness of public service jobs, whereas intrinsic values do not. Finally, the results indicate that all work values mediate the relationship between at least one demographic characteristic and the attractiveness of public service jobs, except for interest in tasks.
Practical implications
These findings suggest that public organizations should emphasize key values in their employer messaging, particularly EDI, contribution to society and employer reputation, as these values are associated with increased attraction to public service jobs among groups. Results further indicate that the mediating role of work values varies across demographic groups, pointing to group-specific pathways linking demographic characteristics to public sector job attractiveness.
Originality/value
These findings contribute to the equity, diversity and inclusion literature by highlighting that work values help explain why the attractiveness of public service jobs varies across demographic groups.