Job Switching Motives and Employer Attractiveness: A Comparative Analysis of Sector Switchers and Non‐Sector Switchers
基于424名转职到公共部门的人员调查数据，研究发现内在属性和人岗匹配显著影响转职者对公共雇主吸引力的感知，而外在属性影响较小；非部门转换者受公共服务相关属性的负面效应，存在“迟来的现实冲击”。
ABSTRACT Attracting talent to public administration is a highly relevant issue of practical concern and scholarly debate. Building on unique survey data of 424 individuals who switched jobs to join public administration, this study explores public employer attractiveness in a multi‐incentive setting, accounting for the experiences of a less explored population (i.e., job switchers) that may have different preferences regarding public sector employment compared with the more commonly investigated student samples. Combining fit theory and the expectancy‐disconfirmation model, this study reveals that intrinsic attributes and person‐job fit significantly predict job switchers' perceptions of public employer attractiveness. In contrast, extrinsic attributes—both instrumental and symbolic—are less influential factors. Moreover, public service‐related attributes have an unexpected negative effect for non‐sector switchers, suggesting a “belated” reality shock effect. These novel insights suggest public management should adopt more nuanced recruitment and retention strategies in the face of labor shortages and the war for talent.